Seventh Central Pay Commission and UGC Pay Review Committee recommendations
UGC has cleared the report submitted by the Pay Revision Committee constituted to review pay and other service conditions on June 9, 2016 under the chairmanship of Professor Chauhan. PRC was asked to submit its report to HRD ministry within six months from the date of its formation. Committee has recommended a 20 percent hike in the salaries of university and college teachers.Salient features of the recommendations are listed below.
- New salaries should be paid with retrospective effect from January 2016
- A multiplication factor of 2.72 will be applied to the basic salary and AGP for pay fixation
- A performance linked promotion system has been suggested with emphasis on research
- There is no change in the retirement age
Since 7th CPC has abolished pay band and grade pay and subsumed grade pay in pay scales using different fitment factors.Recommendations of 7th CPC appears genuine to a great extent but should be looked into seriously if anomaly exists there in the pay scales of teachers. What was expected from the UGC pay review was clear to a great extent and it would be discussed below point wise in the light of 7th CPC recommendations.
Structure of revised UGC pay package (5th CPC to 6th CPC)
1. Group A Entry Level posts including Assistant Professor, Assistant Librarian, College Librarian, Assistant Director of Physical Education and College Director of Physical Education were revised from Rs 8000-13500 (pre-revised V SCPC scale) to Rs 15600-39100 with Rs 6000 AGP.
2. Group A - One Level Up Posts including Assistant Professor, formerly Lecturer (Senior Scale), Assistant Librarian (SS), College Librarian (SS)/Assistant Director of Ph. Education (SS), College Director (PHE, SS) place in the V CPC in the pre-revised pay scale of Rs 10,000-15200 were placed in the revised pay scale of Rs 15600-39100 in the AGP of Rs 7000.
3. Group A - Two Level Up Posts comprising readers and lecturers (SG)/DY DPE/Assist. DPE (SPG) with less than 3 years of service placed in the pre-revised 5th CPC of Rs 12000-18300/- were placed in the 6th CPC revised scale of Rs 15600-39100 in the AGP of Rs 8000.
4. Group A -Three Level Up Posts comprising readers and lecturers (SG)/DY DPE/Assist. DPE (SPG) with less than 3 years of service placed in the pre-revised 5th CPC of Rs 12000-18300/- were placed in the 6th CPC revised scale of Rs 37400-67000 in the AGP of Rs 9000.
5. Professors/Principals of PG Colleges/Librarians (Universities)/Director of PHE & registrars: These incumbants were placed in 16400-22400 in the 5th CPC pre-revised scales and were placed in Pay Band IV (Rs 37400-67000) with AGP of Rs 10000.
How many of the teachers called Associate Professors (without a Ph.D.) were awarded with 2 increments after acquiring Ph.D. as in-service candidates?
Strange decisions - never implemented
Has there been any productive use of giving different grade pays to teachers like Rs 6000, 7000, 8000 and 9000 (these grade pays are no where mentioned in 6th CPC) instead of making teachers a stranger (I mean a different group of employees)?
Has there been any use of designating non-Ph.D(s) Associate professor? Thousands of such Associate Professors failed to become eligible for post of Professor even after possessing a doctorate degree (w.e.f. award of Ph.D.)?
Committee composed by UGC was assumed to look into pay disparity and other working conditions should also take an actual assessment of the situation. It has supposed to see the standing of the college and university and its ranking among the national and international universities. Facilities in the name of infrastructure, laboratories and financial capabilities needed to be graded before assessing its staff for career assessment. However, the performance based promotion system suggested by the PRC has again laid stress on research but without any attention to existing infrastructural and basic requirements for high quality research.
There are several funny criteria for assessing the teachers during the CAS (Career Advancement Scheme) like publication of research papers in good impact journals. If you assess a Delhi University teacher against the teacher from a small city where instruments, chemicals and lab facilities are non-existent, can you expect same performance from both the teachers? If there are post graduate students in a college and each teacher is guiding five to six M.Sc. or Ph.D. students, is it possible for a teacher or researcher from a small town or college to produce students and research papers at par with the former?
What has been overlooked in case of Associate Professors while assessing them in their CAS was the period for which they were assessed. CAS was implemented from 2009 and assessment process began in 2012. How you can lay the criterion retrospectively? There were thousands of Associate professors who were stagnated in the same pay band since 2006 or even from an earlier date but they were assessed for three years periods beginning 2009. It simply mean that their earlier work (prior to 2009) was in vein and publications done prior to 2009 were worthless even if these were made in top class journals.
Other point that needs to be brought to the notice of Pay Review Committee is related to changes made in grade pay (though GP is not relevant for 7th CPC). Changing grade pay for university teachers did not bring any benefit to teachers. Grade pay of Rs 8700/- in 6th CPC was changed to Rs 9000/- for teachers but benefits associated with it were restricted to GP of Rs 8700/-. In fact it made things more ambiguous than using the same GP of 6th CPC. Let's hope, all these blunders do not recur while implementing 7th CPC for university staff.
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