Report of

THE ASSAM PAY COMMISSION

2008

October 2009
 Preface

The Assam Pay Commission, 2008 was constituted in the middle of the year
2008.The Commission is conscious of the fact that nearly eight years of the 21st
century has passed before the Pay Commission started functioning. This is an
age of rapid changes, both in technological advances as well as in expectations
of the people from the government. There has been a sea change in the very
idea of governance. Inclusive and growth oriented Legislations such as the
National Rural Employment Guarantee Act have brought in the Panchayati Raj
Institutions, Gaon Sabhas and Gaon Panchayats, as principal actors in
implementation of various developmental schemes under the Act. On the other
hand non-governmental organizations and civil society have been given
responsibility for social audit of the schemes under NREGA. Thus, the
Government, with its twin objectives of welfare and development of society, is
now exposed to much closer public scrutiny. In the private sector, after opening
up of the bulk of the economy, a new paradigm of service has come about,
redefining the concept and the term. The people, as consumers are far more
aware of their rights, and demanding of appropriate services. The Commission
takes note of all these events and the government machinery and the employees
cannot in these circumstances remain cocooned in their offices.

With the coming into force of the Assam Fiscal Responsibility and Budget
Management (AFRBM) Act and the Right To Information (RTI) Act, the
relationship between the governed and those who govern has been put on a
different platform and the expectations of stakeholders are far higher. These
areas pose major challenges which have to be met. The administrative
machinery, therefore, has to bring about a vast change in its outlook on service
delivery, and that too under stricter fiscal discipline. No doubt at the time of
recording these lines the country including this state is going through a
recessionary phase and a measure of fiscal flexibility has been found necessary
or may be so found in the near or medium term, but in the long run fiscal
discipline will have to be more stringent and service delivery cannot be
compromised on ground of financial imperatives. Thus the Commission had to
strike a balance between a suitable pay package for the employees which would
be instrumental in better service delivery and capacity of the government to
bear the additional burden arising out of the Commissions’ recommendations.

Although the Terms of Reference of the Assam Pay Commission, 2008 do not
directly require the Commission to deal with issues such as reforms in the
government and its diverse arms to transform them into modern, professional
and citizen friendly entities that are dedicated to the service of the people, the
Commission is of the view that it cannot be oblivious of such issues since
restructuring of services is one of the terms of reference. The Commission hopes
that its recommendations shall be instrumental in heralding new changes in the
business of the state.

This Pay Commission, therefore, had not only to evolve a proper pay package for
the State Government employees as the previous Commissions have done but
also to make recommendations rationalizing the governmental structure with a
view to improving the delivery mechanisms for providing better services to the
common man. The emphasis has been on making recommendations that will
enable the Government to evolve a system that primarily lays emphasis on
delivery and end results and which continuously rewards performance. It is
expected that Government will put in place a suitable mechanism for better
provision of services, the outline of which is included in the Report, incorporating
features like variable increments in the basic scheme of pay scales. Another such
innovation is the proposed scheme of running pay bands which would bring more
flexibility. The most important and overarching novel feature is that the
recommendations of the present Commission are put forward as a package, in
which revised pay scales and other benefits to State Government employees are
suggested to be implemented along with systemic changes in the existing
procedures in order to ensure the emergence of a young and dynamic
bureaucracy, with a result oriented approach.

While proposing these changes, the Commission has also kept in view the
capacity of the Government to pay and the principle that every rupee spent on
salaries, allowances, and facilities of Government employees has to translate
into a specific measure for public good. It is our belief that the Report will lead to
a realization that it is only the ultimate outcome and delivery to the last
beneficiary which will justify the huge Government edifice and the very large
amount of tax payers’ money spent on it. The Report should, therefore, not only
result in increased pay and allowances of Government employees but also prove
beneficial for all the people of our state who are waiting expectantly for much
out of this process of pay revision. Although it is true that it is the Commission
which is placing these suggestions on record, but it is not the Commission which
is saying that the pay and benefits package should result in better service to the
people; it is being said by the present times. Let all concerned remember that no
one can stop an idea whose time has come.

In conclusion the Commission is constrained to put on record one aspect

relating to its constitution. By now it is an accepted fact, at least on the
part of government employees, that their pay and other benefits should
be revised once at the end of a decade. It is appropriate to mention that if
in future Pay Commissions are to be set up, it will be prudent to
constitute these in time so that future Commissions may be afforded
sufficient time to examine thoroughly all relevant matters.
 Index

Serial Contents Page No.

No.
1. Introduction 1
1.1 Philosophy and guiding principles 6
1.2 Financial resources 11
2. Principles of Pay Determination 16
2.1 General recommendations on the pay 19
structure
2.2 Increment Based On Performance (IBOP) 26
3. Allowances and Special Pay 33
3.1 Benefits to women employees and disabled 59
employees
3.2 Other benefits 66
4. Pension and Other Retirement Benefits 77
5. Leave Matters 89
6. Holidays and Office Timings 96
7. Reorganization of Services 100
8. Training and Administrative Reforms 110
9. Financial Implications 121
10. Department wise Recommendations 124
11. Executive Summary of the Report 168
Concluding Remarks
Acknowledgements
Annex Separate
Volume
 Chapter 1

Introduction

Constitution of 1.1 The Government of Assam constituted the Assam

the Assam Pay Pay Commission, 2008 vide Resolution No.
Commission,2008 FPC.16/2007/16 dated 30 May, 2008.(Annex 1.1)
Composition of 1.2 The Assam Pay Commission, 2008 was
the Commission constituted with Chairman and four other Members
as under :
Chairman Shri Bhaskar Barua
Member Chief Secretary, Assam
Member Shri S.M.Deka
Member Shri Shantikam Hazarika
Member- Principal Secretary, Finance,
Secretary Assam
Shri R.C.Joshi, Secretary, Finance was appointed as
Secretary, Assam Pay Commission vide Notification
No FPC. 16/2008/11 dtd 23/6/2008.
Shri Vishal Solanki was appointed as Deputy
Secretary, Finance vide Notification
No.AAI.56/2006/72 dtd 3/7/2009. Shri Solanki
assisted the Commission on full time basis.
Terms of 1.3 The Terms of Reference of the Commission are
Reference as under :
(i) To examine the principles which should govern
the structure of emoluments and conditions of
service of the State Government employees,
excluding the All India Services, posts drawing
UGC/ AICTE pay scales of Degree Colleges/
Engineering Colleges/ Medical Colleges/ Nursing
College/ Ayurvedic College/ Pharmacy Institute/
Polytechnics. The Judicial Service Officers
drawing pay scales as per recommendation of
the Shetty Commission will also be excluded.
(ii) To examine and recommend changes in the
structure of emoluments and conditions of
service of different classes of State Government
employees which are desirable and feasible
taking into account the historical background,
 the economic conditions in the State, the
implication and requirements of development
planning, additional resources for investment
against expanding requirement of employment
in the State, financial position of the State,
recommendations made by the Sixth Central
Pay Commission in respect of the Central
Government employees, relevant provisions of
the Assam Fiscal Responsibility and Budget
Management Act, 2005 and all other relevant
factors.
(iii) To suggest re-organization of the existing
services with a view to improve rationalization
of workload and efficiency.
(iv) To examine existing amenities and facilities etc.,
given to State Government employees, such as
Age of Superannuation, Death-cum-Retirement
benefits, Special Pay, Compensatory Allowance,
Medical Benefits, Travelling Allowance, Daily
Allowance etc. and to make such
recommendations as are considered desirable
and feasible.
(v) To examine and suggest the principles to be
followed in granting relief to the State
Government Pensioners linked with changes in
Consumer Price Index.
(vi) To examine such other connected and incidental
questions as may be referred to the Commission
by the Government.
Special Features 1.4 A significant factor is that this Commission was
of Terms of functioning in the shadow, so to say, of the
Reference recommendations of the Sixth Central Pay
Commission, which had aroused considerable
expectations, coupled with various pronouncements
made from time to time in different quarters. The
Terms of Reference mentioned above explicitly refer
to the recommendations of the Sixth Central Pay
Commission as one of the factors to be taken into
account. Various associations of employees also
demanded implementation of Sixth Central Pay
Commission recommendations in the state. Secondly,
though posts drawing UGC/AICTE scales are
excluded from the purview of the Commission, it was
necessary to keep in mind the relative impact of
those scales on state government employees who
 are not covered by these scales but are working in
the same department. Thirdly, the Terms of
Reference require that the provisions of the Assam
Fiscal Responsibility and Budget Management Act,
2005 be taken into account as the pay structure
needs to be in conformity with basic norms of fiscal
prudence. All these factors had to be taken into
consideration while arriving at the basic principles of
pay determination.
Guiding 1.5 Thus the Terms of Reference of the Commission
Principles are somewhat different from those of the earlier Pay
Commissions. The Terms of Reference envisage
transforming the State Government organizations
into modern, professional and citizen friendly entities
that are dedicated to the service of the people. While
the earlier Commissions were required to examine
the work methods and work environment and to
suggest rationalization and simplifications therein
with a view to promoting efficiency and optimizing
the size, it is for the first time that this Pay
Commission has been asked to look into the
measures that would improve the delivery
mechanisms which have a direct bearing on the
services provided by various Government agencies to
the common citizens. Provisions of the AFRBM Act
make it incumbent upon the Commission to
harmonize the functioning of the State Government
organizations with the demands of the emerging
economic scenario and financial position of the state.
The Assam Pay Commission, 2008, therefore, had
not only to evolve a proper pay package for the
Government employees but also to make
recommendations rationalizing the governmental
structure with a view to improving the delivery
mechanisms for providing better services to the
common man. In addition, linking the pay package
with simplification of systems and processes within
the Government, greater delegation with emphasis
on accountability, responsibility and assimilation of
technology, etc. have been the Commission’s guiding
philosophy.
Measures 1.6 The Commission, in this Report, plans to achieve
adopted to these objectives through rationalisation of layers
achieve desired within the Governmental structure so that decision
objectives making and delivery are expedited. In the process, a
number of levels considered unnecessary have been
removed. This simplification is also reflected in the
 entire scheme of pay scales being substituted by a
system of running pay bands, where the existing 30
pay scales have been replaced by 5 running pay
bands containing 30 grades. A system that primarily
lays emphasis on delivery and end results and which
continuously rewards performance has been put in
place by introducing features like Increment Based
On Performance (IBOP) in the basic scheme of
revised pay. By incorporating suggestions for
systemic changes in the existing procedures of
appointments, efforts have been made to ensure
emergence of a young and dynamic bureaucracy,
with a result oriented approach. While proposing
these changes, the Commission has also kept in view
the capacity of the Government to pay and the
principle that every rupee spent on allowances,
facilities and salaries of Government employees has
to translate into a specific measure for public good.
Major recommendations are made regarding
reorganization of services which include creation of
Assam Administrative Service etc. Significant
changes are recommended in the current office
timings which would improve work culture in
Government offices resulting in better service
delivery. The Commission, at the very outset, would
like to underline the fact that this Report is a holistic
document and only implementation of the
recommendations relating to the pay revision devoid
of effective action on the systemic changes
recommended would defeat the spirit of the report.
Accordingly, any modification in the scheme of
recommendations can severely affect the outcome
this Report sets out to achieve.
Methodology 1.7 The Terms of Reference permitted the
Commission to devise its own procedure. To elicit the
views of various stakeholders, the Commission
issued a public notice inviting all interested persons,
members of the public, employees' associations,
Government departments to send their views on the
subject by October 2008. A questionnaire was also
prepared to facilitate responses from
Individuals/Groups on the items of specific interest to
the Commission with facility for online response. The
Commission received in total 256 memoranda from
various associations of employees as well as
individuals. From December 2008, the Commission
initiated meetings with representatives of various
 associations of employees, stakeholders, and
individuals to hear their views and demands on
related issues. During these hearings, a considerable
number of documents were handed over to the
Commission. The list of Associations/ individuals
heard by the Commission is at Annex 1.2.
Visits 1.8 The Commission visited several establishments in
different parts of the state to get insight into the
functioning of field machinery and the conditions of
service prevailing there. The Commission visited
Dhubri, Kokrajhar, Bongaigaon, Silchar, Hailakandi
and Karimganj districts including rural areas therein.
During these visits, the Commission also interacted
with a large number of field level functionaries.
Meetings were held to facilitate stakeholders staying
in distant areas to present their views personally
before the Commission and also to ensure larger
representation. During these meetings, the
Commission also got the benefit of hearing the views
of district level officers and staff which helped to
appreciate better the ground realities faced by the
employees.
Working of the 1.9 It may be appropriate to consider the
Commission background of pay revision in the state. Beginning
from the first Commission, the earlier Commissions
had taken a minimum of two years and up to three
years in one case to submit their reports. The Assam
Pay Commission, 2008 was initially given a period of
12 months to submit the Report which was extended
by four and a half months. The Commission initiated
its work immediately after the date of its Notification
on 30th May, 2008. 90 sittings were held. The
Commission was able to finish its task well within the
stipulated time-frame. The Secretary of the
Commission also held the charge of Finance
Secretary. One Deputy Secretary and one Officer on
Special Duty of the Pay Research Unit of the Finance
Department and one Senior Research Officer of the
Directorate of Economics and Statistics were the
additional support available. Towards the end of the
period of functioning of the Commission, for about
three months from middle of July, the service of one
other full time Deputy Secretary was available to the
Commission. This has to be viewed vis-à-vis the
strength of the Central Pay Commissions. The Fourth
CPC had 209 posts. The Fifth CPC had a total
sanctioned strength of 141 posts (out of which 135
posts were filled up). In case of the Sixth CPC, 48
posts were sanctioned, and 17 posts were filled up.
The Assam Pay Commission was able to achieve its
target with the staff as available, due to the
dedication and sincerity of the Non-official members,
who shouldered the task of writing sections of the
Report and the invaluable support received from Shri
R. C. Joshi and Shri Vishal Solanki in the functioning
of the Commission. Details of the previous
Commissions are given at Annex 1.3.
 Chapter 1.1

Philosophy and Guiding Principles

Introduction 1.1.1 The State Government constituted the Assam Pay

Commission, 2008 at a time when the state has been
going through dynamic changes in the spheres of the
society, the economy, trade and commerce and last but
perhaps most importantly, in the expectations of the
people. The economy of Assam is rapidly getting
integrated not only with that of the country but also with
that of the world. The principal role of the Government is
presently perceived to be that of a provider of basic
services such as security, disaster management, health,
education, sanitation and water supply, food security, and
a facilitator and regulator of economic activities. An
imperative and urgent need exists to harmonize the
functioning of government machinery with the demands of
the emerging social and economic scenario. In discharging
the functions of governance, the State Government
employees have to be more professional, cost-efficient,
citizen-friendly and delivery oriented. Full and fruitful
utilisation of knowledge and technology for more effective
performance under stricter fiscal discipline and better
delivery mechanisms has to be the guiding mantra in this
century.

Pay revision 1.1.2 The Commission deliberated in depth on the

issue of pay revision in the context of the state’s
general economic conditions and the financial
resources of the State Government. The Commission
considered the question of revising the pay package
of the Government employees in the background of
the per capita income of the state and the
information available to the Commission regarding
the financial situation of the Government. That there
will be revision of pay is the universal expectation
amongst the employees and Chief Minister has
already announced that Central scales of pay will be
adopted. On the other hand, the Commission
believes, and the state government has clearly
adopted the policy as a welfare state, that the well
being of the people of the state is of high priority.
While attempting to reconcile these two objectives,
which might appear contradictory, the Commission
 feels that performance is the key to the solution of
this situation. The Commission has, therefore, laid
considerable emphasis on performance by the State
Government employees which will lead to higher
productivity, and observes that it is through
improved performance that the employees can justify
the higher package of remuneration expected. It is
equally through insisting on higher performance that
the State Government can expect to, at least
partially, garner larger resources to bear the burden
of higher outgo on pay revision.

Increment Based 1.1.3 The Commission has recommended several

On Performance innovative features to ensure better delivery systems
(IBOP) in the Government with emphasis on end user
satisfaction which is the primary criterion for judging
the effectiveness of an organization. The efficacy of
governance is to be judged mainly by performance.
Introduction of Increment Based On Performance
(IBOP) is a step in this direction. This is not a new
concept. Various commissions as well as expert
committees in the past have recommended
performance related incentives in one form or the
other. In this Report, the Commission has tried to
devise a workable and practical model by which the
concept can be implemented by the Government.
The IBOP recommended by this Commission
envisages a component of variable annual increment,
over and above the normal increment, for higher
performance that would be judged by another
innovation recommended by this Commission. This is
the system of regular Annual Open Assessment of
officers and staff. This scheme of IBOP has been
recommended to be implemented in all
departments/organisations of the State Government.
This scheme of performance related increment is also
expected to take care of the cases of those
employees who sometimes work for longer hours or
for days over and above the normal working days
and who requested the Commission to find a suitable
mechanism to compensate them. During
deliberations, reservations were expressed regarding
practicability of IBOP.
Minimum salary 1.1.4 For fixing minimum salary, the Commission has
mainly been guided by various factors like providing
salary and allowances at a level which would ensure a
“living wage”, keeping in view the capacity of the
 Government to pay etc. Factors such as the inflationary
impact of such an increase on the economy in general and
on the State Government in particular and the fact that
the minimum salary in Government is available at the
entry level when an employee is single or married with a
nuclear family, have also been taken into account. A fair
comparison based on principles of equity and social
justice, also makes it imperative to take into account the
economic conditions of vast majority of the community
that are less privileged than Government employees and
large sections of whom live below the poverty line. It is
also important to take into account the unprecedented
recession in the economy from 2008 which has resulted in
loss of many jobs in the private sector which is in sharp
contrast with the State Government where not only there
is job security but also pay revision under consideration.
Moreover, the Commission is of the view that Government
employees should have a sense of mission, spirit of public
service and willingness to contribute value for the
remuneration they receive. The Commission has taken all
these aspects into account while arriving at a suitable pay
structure for the employees. The Table at Annex 1.1.1
shows fixation of minimum wage as on 1.1.2006 as per
ILC norm.
Salaries in higher 1.1.5 The issue of fixing salaries in higher grades is more
grades complex. Most of the employees, in the memoranda
submitted to the Commission, and during the interaction,
desired a linkage with the salaries in other sectors on the
ground that a broad parity needs to be ensured between
all salaries across the board. The Commission has given
deep thought to all these arguments. It is undeniable that
Government jobs provide unparalleled job security,
pension benefits, work-life balance and status. Further,
the Government also provides a vast array of non-
monetary benefits that can and should be monetized in
order to assess correctly the actual compensation package
available to the employees. Quantification of these
benefits has other advantages as well. The aspirants for
each category of Government job would know beforehand
precisely what total package to expect and, could decide
for themselves whether the Government job is sufficiently
attractive vis-à-vis jobs in other sectors. The Commission
has taken all these aspects into account while arriving at
a suitable pay package for the employees in higher
grades. The Commission also recommends that the
Government should set up an expert group to devise a
mechanism to calculate the total cost of a Government
employee. This will help the Government, the taxpayers
and the employees to understand how much an employee
actually costs.
Running Pay 1.1.6 A major departure from the earlier Pay Commissions
Bands has been made in respect of the pay structure. For the
first time, the Commission is recommending a system of
running pay bands as has been done by the 6th Central
Pay Commission and which has been accepted by the
Government of India. It is observed that since the
individual pay scales, by their very nature, have a limited
span, they often lead to stagnation. In such cases, to
ease stagnation, promotion avenues have to be created
even though no functional justification for higher posts
may exist. Creation of additional posts in higher grades
does not always achieve the desired results in terms of
improved career progression. Movement from one pay
scale to another frequently leads to problems in pay
fixation like a senior drawing lower salary vis-à-vis a
junior. Running pay bands will address all these problems
and also remove many of the pay scale related anomalies.
Five distinct running pay bands with 30 Grades have been
recommended for all Government employees.
Fitment benefit 1.1.7 The efforts of the Commission have been to devise a
suitable pay package which will not only provide adequate
incentive to attract the cream of the youth of Assam to
join government service but also to retain the best
employees. The quantum of fitment has been decided
accordingly. The Commission is recommending a new
structure of running Pay Bands and Grade Pay. Grade Pay
in the Pay Bands has been kept in the same limits as fixed
by Government of India in the corresponding Pay Bands.
In most cases, pay in the running Pay Band has been
decided as per the decisions of the Government of India.
Issues related to 1.1.8 The Commission has taken due note of the position
Pension of Government pensioners. The pensioners, after
spending long years in service, in the evening of their
lives, are often placed in pathetic circumstances. Such
conditions are brought about due to inflationary trends,
reduction in income, and by the fast changing social
scenario. No longer can parents always count on their off
spring for care and looking after in old age. Many young
people now-a-days work outside Assam as there are
better opportunities elsewhere. Not all of these youth
adequately support their parents, some are unable to do
so, and unfortunately in some cases, willingness is also
found to be wanting. In view of these circumstances, the
Commission recognizes the need to provide greater
financial security to the pensioners. Hence the
Commission has recommended additional quantum of
pension with increase in age. The Commission has also
recommended that linkage of full pension with 33 years of
qualifying service should be dispensed with. Once an
employee renders the minimum pensionable service of 20
years, full pension shall be payable as decided by the
Government of India. During the deliberations of the
 Commission, reservations were expressed in the matter of
extending further benefits to the pensioners.
Issue of 1.1.9 The Commission received many memoranda from
stagnation various associations, organizations and individuals
highlighting the severe problem of stagnation. The
Commission considered various possible measures to
address this issue. The provision of the Pay Band system
recommended by the Commission will go a long way in
mitigating the difficulty of stagnation faced by the
employees. It has been observed that the problem of
stagnation is most severe in respect of posts which are
isolated in nature. It is seen that in many cases, posts
were created under some schemes, which were initially
for specified period only. However, some of these
schemes/posts are still continuing. The departments have
found it difficult to integrate these posts with the
mainstream posts of the department. The Commission
has made recommendations in regard to specific posts to
give them some relief. However, this relief is in the nature
of Terminal Pay. The Commission recommends that
henceforth, recruitment to such isolated posts be done
only if required from the functional and legal point of
view. The departments may also consider making
recruitments to such posts by taking recourse to
measures such as contract appointments. The
Commission has received demand for creation of new
posts for promotion avenues. The Commission is of the
view that new posts should not be created without full
functional justification.
Allowances and 1.1.10 Many associations/ organizations placed demands
benefits for (a) increase in the quantum of various allowances paid
to the employees (b) extending existing allowances to
more categories of Government employees. The
Commission is of the view that a rational structure of
remuneration should not have too many disparate
allowances. The Commission has, therefore, rationalized
the basket of allowances and introduced some new
allowances like Rural Area Incentive for doctors, Disability
Allowance etc. in keeping with present circumstances.
Further, the Commission has recommended enhanced
rates of some allowances like HRA, TA/DA etc. to make
them realistic. In the process of rationalization, some
allowances such as City Compensatory Allowance,
Conveyance Allowance and Special Pay have been
discontinued. The Commission has given serious
consideration to the problems of women employees and
disabled employees in recommending benefits to them.
Implementation 1.1.11 The Report has been kept concise as the
of the Commission is of the view that lengthy and elaborate
Recommendations documents tend to get ignored as well as are liable to be
quoted out of context. The number of recommendations
made by the Commission is also limited. Most of the
demands made before the Commission have been
addressed by recommending systemic changes. These
systemic changes such as IBOP etc. provide the
foundation upon which the superstructure of revision of
pay and other benefits to the State Government
employees is built. Comprehensive and effective
implementation of the systemic changes recommended
will lay the foundation for a new look administration in
Assam in the years to come.
 Chapter 1.2
Financial Resources

General 1.2.1 The financial resources of the State have

observations been analysed based on information made
available to the Commission, in order to assess
the situation in the context of revision of pay and
allowances of the State Government employees.
It is observed that the financial situation of the
State can broadly be stated as follows :
1. The tax revenue of the State has shown an
increasing trend from Rs 1934.52 Crores in
2002-03 to Rs 3359.50 Crores in 2007-08.
It is understood the major factors
responsible for the increase in tax revenue
are (i) introduction of VAT in 2005, and (ii)
rise in the international price of crude oil.
With the slide in the price of crude oil, there
has been a resultant adverse impact which
is reflected in the reduction of states own
tax estimates for 2009-10 (BE) being
slightly less than 2008-09 (RE)
2. Non-tax revenue also reached its highest
level, at nearly Rs. 2246 Crores in 2008-09.
3. The devolution as share of central taxes has
been increasing steadily over the years. But
this trend is estimated to be reversed from
the lower budget estimates for 2009-10
(Table 1). The slowdown of general
economy is one of the reasons for this.
4. Grants-in-aid from the Centre is scheduled
to reach the highest level, at a little over
Rs. 11444 Crores, in 2009-10 as per B.E.
(Table 1)
5. The Revenue expenditure has shown a
consistent upward trend. This is expected to
go up sharply due to the impending pay
revision.
6. Summing up, it is observed that the
revenues of the State are dependent on
petroleum crude oil prices to a great extent,
by way of oil royalty and sales tax on
 petroleum products. Although crude oil
prices have risen in the international
market lately, this source of revenue would
at best be a volatile one. The impact of
likely introduction of Goods and Services
Tax, which would replace VAT, on the State
Tax revenues, remains to be seen. Neither
the base nor the rate of growth of State Tax
and Non-tax revenues together are growing
at a rate which can give any comfort in the
context of the impending pay revision.
7. Based on the aforesaid observations, the
Commission has suggested specific points
for action to mitigate the increased burden
on account of pay revision in the chapter on
Financial Implications.

Revenue 1.2.2 It is observed from the following table that the

Receipt share of State’s Own Taxes has declined from 28.48%
of Revenue Receipts in 2002-03 to 17.47% in 2009-10
(B.E.) As per Budget estimates for the year 2009-10,
the Non-Plan Grants have been estimated at Rs.
2169.33 Crores as against Rs. 818.97 Crores in 2007-
08. Grants for Centrally Sponsored Schemes have been
estimated to increase to Rs.5302.79 Crores as
compared to Rs 1202.31 Crores in 2007-08. These two
are the main components of higher estimates of
Grants-in–Aid compared to the earlier years.

Table 1
(in Rs. Crore)
Year State Tax Non-Tax Share of Grants – Total
Central Tax in –Aid Revenue
2002-03 1934.52 692.97 1814.36 2351.50 6793.34
(28.48%) (10.20%) (26.71%) (34.61%) (100%)
2003-04 2070.32 945.80 2162.07 2586.91 7765.10
(26.66%) (12.18%) (27.84%) (33.32%) (100%)
2004-05 2713.32 1070.03 2584.33 3569.59 9937.27
(27.30%) (10.77%) (26.00%) (35.93%) (100%)
2005-06 3232.21 1459.28 3056.78 4297.12 12045.39
(26.83%) (12.11%) (25.38%) (35.68%) (100%)
2006-07 3483.32 1859.27 3898.99 4425.36 13666.95
(25.49%) (13.60%) (28.53%) (32.38%) (100%)
2007-08 3359.50 2134.59 4918.21 4912.62 15324.92
(21.92%) (13.93%) (32.09%) (32.06%) (100%)
2008- 4038.53 2245.72 5791.07 11231.88 23307.21
09(R.E) (17.32%) (9.64%) (24.85%) (48.19%) (100%)
2009- 4028.25 2044.35 5546.87 11444.17 23063.64
10(BE) (17.47%) (8.86%) (24.05%) (49.62%) (100%)
 Figures in brackets indicate percentage over total
Revenue.

Source: Assam Budget in Brief, 2009-10 & Economic

Survey 2008-09.

Revenue 1.2.3 It is observed from the Table-2 that Revenue

Expenditure Expenditure has increased from Rs.10229.15 Crores
in 2004-05 to Rs. 12744.16 Cr. During the period
from 2004-05 to 2007-08, around 50% of total
Revenue Expenditure occurred under the component
of Salary, Wages and Pension.

Table 2
(in Rs.
Cr)
Components 2004-05 2005-06 2006-07 2007-08
Interest 1403.53 1510.12 1515.67 1512.23
(13.73%) (14.33%) (13.23%) (11.86%)
Salary & 4025.85 4340.83 4798.29 5326.10
Wages (39.36%) (41.20%) (41.88%) (41.79%)
Pension 1062.39 1011.18 1177.86 1340.68
(10.38%) (9.60%) (10.28%) (10.52%)
Others 3737.38 3673.88 3964.71 4565.15
(36.53%) (34.87%) (34.61%) (35.83%)
Total 10229.15 10536.31 11456.53 12744.16

Source: Annual Administrative Report, Finance

Department

Non Plan 1.2.4 Table-3 given below indicates that generally

revenue non plan revenue receipts from various sources have
receipts grown over the years. The Non-Plan Grants have
however shown a varying trend. States’ Own Tax
revenues decreased in 2007-08 compared to the
 previous years due to litigations on Entry Tax and
reduction of rates of CST.

Table -3
(Rs in Crore)
Year Own Tax Non-Tax Share of Non- Other Total Non
Revenue Revenue Central Plan Non Plan
Taxes Grants Plan Revenues
under Grants
FC
2004-05 2713.32 1070.03 2584.33 136.58 320.31 6824.57
2005-06 3232.21 1459.28 3056.78 841.28 106.91 8696.46
2006-07 3483.32 1859.27 3898.99 704.56 4.14 9950.28
2007-08 3359.50 2134.59 4918.29 544.95 274.03 11231.36

Source: Economic Affairs, Finance Department.

Non Plan 1.2.5 It is seen from the following table that share of
Revenue salary, wages and pension in the total Non Plan
Expenditure Revenue expenditure has grown over the years and is
bound to increase further with impending pay
revision.

Table 4
(in Rs. Cr)
Components 2004-05 2005-06 2006-07 2007-08
Interest 1403.53 1510.12 1515.67 1512.23
Salary & 4406.33 3882.63 4854.41 5068.58
Wages
Pension 1062.39 1011.48 1177.86 1340.68
Others 1335.52 2003.06 2246.09 2755.29
Total 8207.77 8407.29 9794.03 10676.77

Source: Economic Affairs, Finance Department.

Receipt and 1.2.6 The following table-5 shows the Receipt and
Expenditure Expenditure from the Consolidated Fund of Assam.
from the The capital expenditure in the year 2005-06 became
Consolidated lower compared to previous years due to reduction in
Fund loan liabilities. Now the total expenditure from the
Revenue Account has been estimated at Rs. 29269.86
Crores in Budget estimates for 2009-10 on account of
additional burden of pay revision. The expenditure
under Consolidated fund on both Revenue Account
and Capital Account during 2009-10 has been
estimated at Rs. 34985.95 Crores as against the
receipt of Rs. 26232.47 Crores under the same
 account showing a cash deficit of Rs. 8753.48 Crores.

Table 5
(Rs. in Crore)
Year Receipt Expenditure Surplus (+)
Revenue Capital Total Revenue Capital Total Deficit (-)
Account Account Account Account

1995-96 +16.16
3375.74 3316.67 6692.41 3575.76 3100.49 6676.25

1998-99 4539.99 +112.33

4506.54 4562.12 9068.66 4416.34 8956.33

1999-00 -200.65
4840.94 6119.32 10960.26 5845.67 5315.24 11160.91
2000-01 -369.68
5637.64 6742.76 12380.40 6417.11 6332.97 12750.08
2002-03 -66.03
6793.34 8501.07 15294.41 7112.50 8115.88 15228.38
2003-04 -626.35
7765.10 8778.09 16543.19 8449.79 8719.75 17169.54
2004-05 9937.27
10581.54 20518.81 10229.15 10567.11 20796.26 -277.45
(Actual).
2005-06 12045.39
3615.02 15660.41 10536.31 3749.49 14285.80 +1374.61
Actual)
2006-07 13666.95
1150.27 14817.22 11456.53 2028.33 13484.86 +1332.36
Actual)
2007-08
15324.92 1284.04 16608.96 12744.16 2406.14 15150.30 +1458.66
2008-09
23307.21 3008.00 26315.21 21421.09 5017.81 26438.90 -123.69
(R.E.)
2009-10
23063.64 3168.83 26232.47 29269.86 5716.09 34985.95 -8753.48
(B.E)

Source: Assam Budget in Brief 2009-10, Economic Survey-2008-09.

Expenditure on 1.2.7 Table -6 indicates that expenditure on Salaries,

Salaries, Wages Wages and Pension has increased three times during
and Pension the period of 1995-96 to 2005-06. Expenditure on
Salaries, Wages and Pension accounted for about two
thirds of total revenue expenditure during the last few
years.

Table-6
(Rs. in Crore )
Year Expenditure on Total Revenue % of Total Total % of
Salaries, Wages Expenditure Revenue Expenditure Total
and Pension Expenditure [including on
Capital
Account]
1995-96 1939 3575.76 54.22 6676.25 29.04
2003-04 5903 8449.79 69.86 17169.54 34.38
2004-05 6188 10229.15 60.49 20796.26 29.76
2005-06 6144 10536.31 58.31 14285.80 43.00
Revenue 1.2.8 The following table reveals that General Services
Expenditure (42.23%) constitute the highest proportion of total
under different revenue expenditure of the State as per budgetary
Revenue Heads estimates for the year 2009-10.

Table 7
(Rs. in Crore)
Year General Social & Economic Grants-in-aid Total
Services Community Services & Expenditure
Services contribution
2002-03 3112.19 2898.01 1094.75 7.54 7112.50
(43.76%) (40.75%) (15.39%) (0.11%) (100%)
2003-04 3529.12 3361.49 1546.83 12.35 8449.79
(41.77%) (39.78%) (18.31%) (0.15%) (100%)
2004-05 3688.91 4262.42 2264.70 13.11 10229.14
(36.06%) (41.67%) (22.14%) (0.13%) (100%)
2006-07 4302.36 4477.48 2668.89 7.80 11456.53
(37.55%) (39.08%) (23.30%) (0.07%) (100%)
2007-08 6135.70 7687.11 3391.68 138.32 17352.81
(R.E) (35.36%) (44.30%) (19.55%) (0.80%) (100%)
2008-09 6763.15 7702.75 3830.49 1742.93 20039.32
(B.E) (33.75%) (38.44%) (19.11%) (8.70%) (100%)
2009-10 12359.47 9522.41 4690.39 2697.59 29269.86
(B.E.) (42.23%) (32.53%) (16.02%) (9.22%) (100%)

Source: Assam Budget in brief: Economic and Statistics Department.

Chapter 2

Principles of Pay Determination

Background 2.1 Broadly speaking, there are four principles of pay

determination, viz.,
1) Equal pay for equal work,
2) Fair comparison,
3) The principle of demand and supply or market value
and
4) The principle of model employer.
 After detailed examination of the principles as
mentioned above, the 1973 Assam Pay Commission
observed-“Our own view is that, in the present context
of planned economic development, inflationary
situation, high incidence of unemployment and the
general problem of poverty of the masses, it would be
improper for the State to pay unduly high salaries to
its own employees. There is today, a vicious circle of
competition in attracting personnel with unduly high
salaries. The Government with its responsibility to the
public has a duty to break the vicious circle. It cannot
do this duty better than by enforcing moderation in
salaries in respect of its own employees….Thus, it will
be seen that it is difficult to apply, in toto, any single
principle. We have to take into consideration the
various factors in the determination of pay structure,
including per capita income, financial position and
general condition of the economy as discussed above.
Our recommendations in regard to pay structure have,
therefore, been formulated taking into account all the
various relevant factors.”
The subsequent Pay Commissions, from 1979 to 1994
also took stock of the various principles of pay
determination, broadly on the lines mentioned above.
Two relevant points as suggested by 1988 Pay
Commission, which are deemed to be significant and
useful in this connection, are as follows:
a. The procedure of recruitment.
b. The nature of the job, its complexity and the stresses
and strains, the employee has to undergo in
discharge of duties.

Present 2.2 In addition to the general principles of

scenario determination of pay and other benefits discussed
above, the Commission took note of certain
circumstances in the background of which this
Commission has been constituted and is functioning.
One such major circumstance is the revision of the pay
structure of the Central Government employees
pursuant to the recommendations of the 6th Central
Pay Commission. The main demand of all the
associations of employees which appeared before the
Commission essentially was for parity with Central
Government pay scales and benefits. A few
associations went to the extent of stating that their
only demand was parity with central pay scales. The
Chief Minister has announced that it has been decided
to adopt Central Government pay scales for State
Government employees. The Commission had to take
into account all these factors before arriving at a
suitable pay structure.
2.3 It must be borne in mind that any attempt to
import pay scales of one type of organisation into
another organisation when the functions of the two are
different in many respects is fraught with difficulties.
There are many functions which are incumbent on the
Government of the country which are totally absent in
the case of State Governments e.g. defence, foreign
affairs etc. Even where functional organizations with
the same nomenclature exist in Central Government
and State Government as for instance Agriculture,
Industry etc., the actual functions of the respective
ministries in Government of India and of the
departments of the State Government are very much
different. Therefore, efforts to give central scales to
the State Government employees pose many problems
even to the extent of making it virtually impossible to
bring about post to post equivalence.
2.4 Even in respect of posts where the nomenclature
and general nature of duties and functions appear to
be similar, it is observed that there are differences in
the situation and differences in the pay scales can be
both ways. Surprising as it may seem, the maxima of
pay scales in respect of ministerial officers in the State
Secretariat were higher than in the Central Secretariat
(pre revised scales).The same is true in case of
maxima of the scales of the Class IV employees of the
State Government and those of the Group D
employees in the Central Government. On the other
hand, there are numerous posts in the State
Government which have lower scales of pay compared
to equivalent or similar posts in the Government of
India. It has also been brought to the Commissions’
notice that pay scales of many posts in Assam are
comparatively lower than the pay scales of similar
posts in varying degrees in many other states of the
country.
2.5 Apart from considerations relating to Central pay
scales, the Commission has been guided by a factor
common to all such bodies i.e. all employees should
get a decent living wage. This factor is more important
for the employees at the lower end of the spectrum.
The table at Annex 1.1.1 indicates the minimum living
wage as on 1.1.06 as per the 15th International Labour
Conference. It is clear from the table that basic pay
above the Living Wage for the Class IV employees
would constitute a decent wage.
2.6 However, in respect of employees at the cutting
edge, and as one moves up the ladder, particularly in
case of executive officers of the State Government who
have to interact frequently with employees of the
various ministries, organizations and other arms of the
Government of India and with public sector bodies
such as nationalized banks etc., the necessity of
according the requisite status to such officers and
employees has to be borne in mind. As it is important
to attract the best talent available in the job market,
there is a strong case for giving better salaries at the
higher levels.
2.7 The Commission devoted considerable time to
discuss various issues mentioned above. The manner
in which the pay scales of the State Government
employees are to be revised, in consonance with the
demand of the employees and various public
announcements, and the context of the aforesaid
factors, has been deliberated over at length by the
Commission.
2.8 After considerable deliberations, it has been found
that there is no precise formula for revision of pay
scales of the State Government employees to bring
them exactly on par with those in the Central
Government.
2.9 In view of all the aforesaid relevant factors, the
Commission has endeavoured to devise a suitable pay
structure for the State Government employees, keeping in
mind, the pay structure adopted by Government of India,
the basic principles of fiscal prudence and the ability of the
State Government to bear the expenditure.
 Chapter 2.1
General Recommendations on the Pay Structure

Running pay 2.1.1 The Commission is recommending introduction of

bands and running pay bands for all posts. Five distinct running
grade pay pay bands are being recommended; one running pay
band each for all categories of posts in existing Classes
II to IV and two pay bands for Class I posts. The
Commission has also recommended introduction of
grade pay in line with Government of India. Grade pay
is indicative of relative seniority in a particular
department. Grade pay will determine the status of a
post with a senior post being given higher grade pay.
At the time of promotion from one post to another in
the same running pay band, the grade pay attached to
posts at different levels within the same running pay
band will change. Grade pay being progressively higher
for successive higher posts, the employees on
promotion will get monetary benefit on promotion in
the form of the increased grade pay. In case of
promotions from one pay band to the next pay band,
the revised pay in the pay band will, in no case, be less
than the minimum of the higher pay band. Basic pay
shall consist of pay in the Pay Band and Grade Pay. It
shall be inclusive of ad hoc fitment benefit, if any, as
per provision in 2.1.8(iv). The Commission has also
recommended Terminal Pay for specific posts. Terminal
Pay is a pay recommended in respect of posts which
shall not be filled up once the post falls vacant.
Increments 2.1.2 All the running pay bands will have annual
increments as a percentage of the total of pay in the
pay band and the corresponding grade pay. In the new
pay structure, the total of pay in the pay band and
 corresponding grade pay would constitute basic pay.
All employees will be entitled to a normal increment of
1% annually. Over and above that, employees will be
eligible for a variable increment. The Commission has
recommended introduction of a new system of
Increment Based On Performance (IBOP) in which
employees can earn an annual increment which may
go up to 2% in addition to the normal increment of 1%
based on performance. The details of IBOP are given in
a separate chapter. Thus a completely new scheme has
been recommended where annual increments are
payable on percentage basis instead of a fixed amount.
In the revised scheme, the date of annual increments,
in all cases, will be the 1st of July. Employees
completing six months and above in the grade as on
July 1 will be eligible. This is being recommended to
address a large number of anomalies that arise due to
the present system of annual increments where the
increments are given on the basis of the month of
joining a particular post and which frequently leads to
a senior drawing less salary than his/her junior. This
will also give ample time for all inputs to be considered
while deciding the question of payment of IBOP to
individual employee.
Benefits of 2.1.3 Introduction of running pay bands will have the
running pay following benefits:
bands (i) Since all the pay bands have a long span, the
problem of stagnation in a pay scale will be
effectively addressed.
(ii) All matters concerning pay fixation at the time of
promotion etc., which lead to numerous
anomalies will be addressed automatically (since
only grade pay will change at the time of
promotion without any refixation of salary in the
higher grade except when the promotion is from
one running pay band to another).
(iii) Most of the pay scale related anomalies that
have been continuing would be resolved.
(iv) The model will make the Government
organization less hierarchical. While, initially
grade pay will be payable as per the hierarchy,
Government will have the flexibility to remove
layers by removing specific grade pay. In the
long run the model can be suitably adjusted to
remove even the element of grade pay thereby
 ensuring total delayering of the Government
structure facilitating quick decisions and
increased output.
(v) The model will facilitate the evolution of the
concept of performance related incentives which
can be paid as a distinct component as a
supplement to the running pay bands.
(vi) Seniority of a post will depend on the grade pay
drawn which will invariably be more for a higher
level post. Thus, the present situation where
frequently a junior draws higher salary (albeit in
lower pay scale) vis-à-vis his senior because of
longer years of service, will no longer be of any
essence for purposes of computing seniority.
Minimum and 2.1.4 Minimum salary calculated on the basis of 15th
Maximum ILC norms would be in the vicinity of Rs.5479 per
salary month as on 1.1.2006. Details of the calculation by
which the figure of Rs.5479 has been derived is given
in a table at Annex 1.1.1 The Commission is, however,
recommending a higher minimum salary keeping in
view the need to ensure a decent living wage for all
Government jobs. Accordingly, the running pay bands
recommended by the Commission prescribe the
minimum salary of Rs.5860 (Rs.4560 as pay in the pay
band + Rs.1300 as grade pay to be counted as pay for
all purposes) in the lowest grade of the Pay Band PB 1.
2.1.5 The Commission has been guided by various
relevant factors while arriving at fixation of salary in
the higher grades, which are discussed in detail in
Chapter 1.2.5. The maximum salary recommended is
Rs.55000/- per month. The minimum: maximum ratio
works out to be 1:9.38.
Pay structure 2.1.6 After consideration of all the relevant factors,
the Commission recommends the following pay
structure.

Sl. Existing Pay Scale Pay Bands Grade

No. Pay
PB 1
1 2450 - 3670 4560-15000 1300
2 2490 - 4120 4560-15000 1400
3 2530 - 4390 4560-15000 1600
PB 2
4 2610 - 4840 5200-20200 1800
5 2650 - 5200 5200-20200 1900
 6 2890 - 5725 5200-20200 2000
7 3010 - 6075 5200-20200 2100
8 3130 - 6600 5200-20200 2200
9 3370 - 7100 5200-20200 2300
10 3850 - 7350 5200-20200 2400
11 3490 - 8100 5200-20200 2500
12 3940 - 8425 5200-20200 2600
13 3580 - 8750 5200-20200 2800
PB 3
14 4300 - 9075 8000-35000 4200
15 3760 - 9400 8000-35000 4300
16 4120 - 9725 8000-35000 4500
17 4960 - 10050 8000-35000 4600
18 4210 - 10375 8000-35000 4700
19 5375 - 10700 8000-35000 4900
20 4300 - 11025 8000-35000 5100
PB 4
21 4390 - 11425 12000-40000 5400
22 5725 - 11825 12000-40000 5900
23 6600 - 12625 12000-40000 6100
24 8100 - 13025 12000-40000 6300
25 8750 13825 12000-40000 6400
26 9075 - 14225 12000-40000 6600
27 9725 - 15100 12000-40000 7200
28 10050 - 15575 12000-40000 7400
29 10375 - 16050 12000-40000 7600
PB 5
30 11025 - 17000 26000-45000 8700
Fixed 55000

Salient features 2.1.7 The revised pay structure has the following
characteristics: -
i. PB 1 pay band has 3 distinct grades represented
by 3 different grade pay.
ii. PB 2 pay band has 10 distinct grades
represented by 10 different grade pay.
iii. PB 3 pay band has 7 distinct grades represented
by 7 different grade pay.
iv. PB 4 pay band has 9 grades represented by 9
 different grade pay.
v. PB 5 pay band has 1 grade represented by 1
grade pay.
vi. The total numbers of grades have been kept at
30 spread across in five distinct running bands;
additionally a Fixed Pay has been kept for the
post of Commissioner and Secretary.
vii. The ratio of minimum to maximum salary is
1:9.38 (between the start of PB 1 scale and
Fixed Pay).
viii. The rate of annual increment in all the running
pay bands is 1%. However, based on
performance as assessed by the IBOP
mechanism, up to 2% additional increment can
be earned based on performance. The details are
given in Chapter 2.2 on IBOP.
ix. The running pay bands have been given a
sufficiently long span to ensure that no employee
ordinarily stagnates at any stage in his/her
career.
x. To ensure that no stagnation takes place in any
case, it is further recommended that a person
stagnating at the maximum of any pay band for
two years shall be placed in the immediate next
higher pay band without any change in the grade
pay.
xi. Date of regular increments, in all cases, will now
be the first of July. Employees completing six
months and above in the grade as on July 1 will
be eligible.
Fixation of pay 2.1.8 The Commission has prepared a detailed fixation
in the revised chart at Annex 2.1.1 which gives the fitment in the
pay bands revised running pay bands of every stage in each of
the pre-revised pay scales. Fixation has been done in
this fixation chart in the following manner:-
(i) The basic pay drawn as on 1/1/2006 on the
existing pay scales is multiplied by a factor of
1.86 and then rounded off to next multiple of 10.
This has been taken as the pay in the revised
running pay band. If the figure derived from
multiplication of existing basic pay by factor of
1.86 is less than minimum of the pay band, the
revised pay in the pay band shall be fixed at the
minimum of the pay band.
(ii) The grade pay has been given within the limits of
what has been adopted by Government of India
with suitable modifications wherever necessary.
In some cases, the amount of grade pay has
been adjusted so as to maintain a clear
differential between successive grade pay.
(iii) The detailed fixation chart (Annex 2.1.1) showing
stage-wise fixation of existing employees in the
revised running pay bands should be utilized in
every case of fixation of pay of the concerned
employees in the revised running pay bands.
(iv) It is seen from the fixation chart that bunching is
occurring in the chart during the initial stages for
some of the pre-revised scales. This is due to the
fact that the employees at these stages will have
their salaries fixed at the minimum of the pay
band as per clause (i) above. To remove the
bunching, an ad-hoc fitment benefit at the rate
of 50% of the first increment, (rounded off to the
nearest 10), in the particular pre-revised scale
shall be given for subsequent stages till the
bunching of pay is removed.
(v) Fixation in the revised pay band and grade pay
thereon has been done with reference to the pre-
revised pay scale in which the employee was
actually drawing pay irrespective of whether
he/she has been placed in such pay scale on
appointment, regular promotion or any other
time bound promotion scheme; upgradation of
the post, etc.
(vi) Basic pay shall consist of pay in the Pay Band
and Grade Pay. It shall be inclusive of ad hoc
fitment benefit, if any, as per provision in
2.1.8(iv).
2.1.9 Fixation of pay in the revised pay bands of
existing employees shall be done in the following
manner:-
(i) In cases where employees have been placed in a
higher pay scale between 1/1/2006 and the date
of notification of the revised Pay Bands on
account of promotion, upgradation of pay scale,
etc., the employees shall be given the option to
switch over to the revised pay band and grade
pay from the date of such promotion,
 upgradation, etc.
(ii) Table 2.1.1 at Annex shows stage-wise fixation
of pay of existing employees in the proposed
bands w.e.f. 1.1.2006. Subject to provisions of
(i) above, pay of employees shall be fixed
accordingly.
(iii) In case of promotion between identical posts in
the

same cadre, if a senior employee promoted to

the higher post before 1/1/2006 draws revised
basic pay which is less than that of his/her junior
who is promoted to the higher post on or after
1/1/2006, the pay of the senior employee shall
be stepped up to make his basic pay (including
grade pay) equal to the pay of the junior in that
higher post, provided the senior employee, at the
time of promotion, had been drawing equal or
more pay than his/her junior.
(iv) DA and all allowances, facilities, pension etc.
shall be payable on the sum of grade pay and
pay in the pay band. (plus ad hoc fitment
benefit, if any)
(vii) Facilities like Government housing, etc., will be
governed by the grade pay. An employee in the
higher grade pay will be senior to an employee in
a lower grade pay. In case of employees drawing
same grade pay, priority shall be governed by
the total emoluments drawn.
2.1.10 Financial upgradation upon reaching the maxima of
Pay Bands shall take place as follows:

i) When a State Government employee reaches the

maximum pay in a Pay Band, the employee will
spend two years at that stage without further
movement.
ii) At the end of two years, the employee will be
eligible to move into the next higher Pay Band
as a measure of financial up-gradation.
iii) Such an employee will continue to draw the
Grade Pay which was drawn in the lower Pay
band and will not be entitled to any higher
Grade Pay.
 iv) Such an employee will not be eligible to any
additional increment on being placed in the
higher pay band.
v) There will be no change in the designation or
functions of the employee by such a change in
Pay Band.

Classification of 2.1.11 The growth and present position of various

Services classes of services based on the pay scales is given in
the following chart.
Present
position
Class 1988 Assam Pay 1994 Assam Pay
Commission Commission
1 2 3
1.Class-I All Gazetted All Gazetted posts
Service posts the the maximum of
maximum of which is Rs.11425
which is and above.
Rs.4325 and (Rs.4390-11425)
above.
(Rs.1835-4325)
2. Class-II All Gazetted All Gazetted posts
Service posts the the maximum of
maximum of which is Rs.9075
which is and above but
Rs.3700 and below Rs.11425/-
above but below
Rs.4325/-
3. Class-III All other posts/ All other posts/
Service Services Services Gazetted/
Gazetted/ Non- Non-Gazetted
Gazetted excepting Class-IV
excepting Class- Service
IV Service.
4. Class-IV All posts the All posts the
Service maximum of maximum of which
which is is Rs.4390 or
Rs.1735 or below
 below

Recommendation 2.1.12 After consideration of all the relevant factors,

the Commission recommends that henceforth
the system of classification of services on the
basis of pay may be discontinued. Various
allowances like TA/DA etc and other benefits
shall be applicable on the basis of Grade Pay.
Gazetted Status 2.1.13 The Assam Pay Commission, 1979 examined
Present position the issue of conferment of Gazetted Status to a
particular post. The Commission recommended that a
Gazetted Status should be allowed not only on the
basis of salary but its conferment should also be
linked with the functional necessity of that particular
post and also be justified by functional efficiency. The
present provision for conferment of Gazetted Status
is as follows:
A post which fulfils condition at (A) and at least two
of the conditions at (B) below may be given the
Gazetted Status.
(A) The post should carry the scale of pay of Rs.
3760-9400 or above.
(B) The post should :-
(i) Involve supervision of an independent office.
(ii) Involve exercise of drawing and disbursing
power.
(iii) Require exercise of statutory powers.
(iv) Require independent decision making excluding
 decisions of routine type.
(v) Require inter-departmental liaison as a part of
normal work with gazetted officers of other
departments.
For the purpose of conferring gazetted status to a
particular post, the Secretary of the Department
should be the competent authority to decide as to
whether required conditions have been fulfilled in
respect of such post.

2.1.14 The Commission came across many demands from

Analysis
various employees’ associations seeking pay scale as per
Gazetted status. The Commission notes that, as per the
stipulation laid down by the Government, Gazetted status
is bestowed upon a post provided the post carries a
minimum pay scale of Rs. 3760-9400 and also fulfilment
of some other conditions. However, the Commission
observes that a few cadres were given gazetted status
even though they were in pay scales lower than the
stipulated scale. This divergence from the rules can
obviously not be supported. This has also resulted in
protracted litigation. The Commission observes that the
conferment of Gazetted status to some cadres of officers
does not serve any functional purpose. On the other hand,
it has created more problems.

2.1.15 Afterconsidering all relevant factors, the

Recommendation Commission recommends that the system of
conferment of gazetted status be discontinued.
 Chapter 2.2

Increment Based on Performance (IBOP)

Introduction 2.2.1 The Terms of Reference given to the Assam Pay

Commission, 2008 embraces not only the issue of
determination of the pay scales of the Government
employees but also the question of ways and means to
make the Government more effective and deliver results. It
is taken as given that the State Government intends to
improve governance in an effort to better look after the
welfare, growth and security of the state and its people.
Such actions as are necessary in this direction are to be
implemented by the large number of Government
employees spread all over the state. The success of
Government’s efforts would depend almost entirely on the
performance of these employees.
2.2.2 All those who join Government must accept their role
in the government in its true perspective. A Government
employee is normally called a “Government Servant”. In the
true sense of the term, a Government employee is a “Public
Servant” and has to approach his or her job with the
required service orientation. Everyone working in the
Government must have a missionary zeal to serve the
people, be honest and hard working, be sensitive and
responsive to society and at the same time, must be
competent to discharge what is expected from him or her.
Public Service is the very reason for the existence of a
Government employee. Therefore, a Government employee
cannot have a joy ride at the expense of the tax payer
without submitting to an evaluation process.
2.2.3 While the demands on a Government employee may
be large and cover a wide ambit, it is expected that he/she
has the required aptitude and skill to meet these demands.
The need to sustain these qualities in a Government
employee is recognised. This can be achieved only if the
performance of a Government employee is constantly
evaluated with a view to improve matters by adequately
rewarding good performance. At the same time, the
employee should also be given feedback about his or her
potential to improve and do better. Like in any organization
committed to excellence, there is also a need to identify the
high and low performers in Government. While reckless
risk- taking has no place in public service by very definition,
the Government must be able to encourage those who are
capable of thinking out of the box, are willing to take
initiative, and have drive, grit and determination, and go
out of the way to achieve the purpose for which they are
entrusted with their jobs. Often an employee requires
 external stimulation that motivates the employee to drive
towards constructive action.
2.2.4 The present system of giving a prefixed annual
increment does not differentiate between levels of
performances and discourages the motivated employees
while allowing the mere status quoists or pedestrians to
continue in their ways and methods unabated. Performance
recognition in a monetary form is the best form of
encouraging people to do their best and perform at a level
that may even exceed laid down standards. Performance
Related Incentive Schemes (PRIS) have been in operation in
most private organisations for a very long time. At this
stage, it may be appropriate to mention that PRIS is
basically an offshoot of ‘Management by Objective’, a
management practice that was first expounded by the
legendary management Guru, Peter Drucker in the 1960s.
MBO is a process of setting mutually accepted set of
performance goals which are later used to evaluate
performance. Many organisations embraced the concept of
MBO with fervour, but found the results to be mixed.
However, it has been found that MBO as a performance
evaluation tool may not be the best technique in the private
sector, but with variation, the same is very pertinent in the
Government sector where actual scope for measuring
performance may not exist.
2.2.5 Many Governments and Public Systems all over the
world have also adopted suitable PRIS for their employees
and have chalked up impressive results. The need for
proper performance evaluation and introduction of
performance related pay in the government has become
imperative in the current context. The mind boggling overall
socio-economic and techno-cultural changes that have
engulfed the world in recent years have made the
Government more accountable to its people. The
Government is now more open to public scrutiny than ever
before. The need to deliver has become an urgent issue
with the Government. This can materialize only if
Government employees can be urged to deliver better,
which can be achieved by ensuring that performance of the
Government employees is constantly evaluated.
Recommendation 2.2.6 The Commission therefore recommends a two-
tiered Annual Increment system, called the
Increment Based On Performance (IBOP) scheme,
that is a hybrid of the modern PRIS and the routine regular
Annual Increment System.
2.2.7 The Commission recommends that the Annual
Increments to be given to Government employees comprise
of two components: a Fixed Rate of Increment and a
Variable Performance Linked component. The fixed
component would be 1% of the basic pay of the employee.
 The variable component would be between 0% MINIMUM
and 2% MAXIMUM and would comprise the IBOP
component.

2.2.8 The IBOP concept may appear to be a revolutionary

concept for Assam Government. However, it is a concept
‘whose time has come’. In its implementation, there may be
initial problems and glitches. The ‘resistance to change’
factor which may be normal would no doubt come into play.
Those who would be required to implement the same might
have apprehensions. There may be a large number of
people who would find performance evaluation quite novel
and not to their liking. However, since it is a system
accepted in some governments and other organisations
there is no reason why this would not be workable in
Assam.
2.2.9 The Commission, in consideration of all the aforesaid
factors recommends that the Increment Based On
Performance scheme be introduced in full scale covering the
entire gamut of Government functionaries with immediate
effect. If the Government exhibits its firm commitment and
determination to implement the scheme, most of the
resistance would be overcome and once introduced, with
proper understanding, everyone would gradually come to
welcome the scheme as measure of self empowerment.
2.2.10 The Commission is also aware that introducing such
a radical scheme would require ample planning, human
capital development and preparation. The same should be
undertaken immediately once the scheme is accepted. In
course of its implementation, the scheme may have to
undergo constant fine-tuning to make it more convenient,
transparent and result oriented. For the Government to
deliver results in a more effective manner, there is no
alternative to IBOP and only its implementation will ensure
that benefits truly flow down to the people.
2.2.11 It may be stated that the Sixth Pay Commission of
the Government of India has also endorsed a Performance
Related Incentive Scheme for the Central Government
employees. In fact, the Sixth CPC has spent considerable
time and effort in evaluating its PRIS proposal and sought
the help of some of the most well known experts in evolving
its proposal. The present Commission has drawn extensively
from the Report of the 6th Central Pay Commission in
suggesting the IBOP scheme for the employees of the
Government of Assam.
Evaluation 2.2.12 Designing a Performance Evaluation Scheme that
system under would meet universal approval is a complex endeavour.
IBOP While Performance Evaluation is being practiced universally,
rarely have any scheme been evolved that has received
unequivocal acceptance. Yet, the need to evaluate
performance is a necessity. Therefore, the Commission has
proposed the IBOP Scheme that is as objective as possible
and, at the same time, is also simple to implement and
operate.

2.2.13 Normally, there are three essential pre-requisites for

effective performance: Attitude, Skill and Knowledge (ASK).
The suggested IBOP basically judges the performance of an
employee on these three attributes.
2.2.14 It is also assumed that the distribution of the
Attitude, Skill and Knowledge components required in
employees would vary from level to level in the
Governmental hierarchy. Taking the five pay bands in the
proposed salary scheme as the five levels in the
Governmental hierarchy, the distribution of these three
performance judging attributes could be illustratively as
follows :

Pay Band levels Attitude Skill Knowledge

1 80% 15% 5%

2 50% 30% 20%

3 35% 35% 30%

4 20% 40% 40%

5 10% 45% 45%

2.2.15 The attributes required to perform different jobs in

the Government would vary. For example the job of a Police
Constable and a Junior Administrative Assistant, in the
same pay band, would be different and would require
different attributes which are to be evaluated under the
IBOP Scheme. However, some of the criteria would be
common even though the weightage given to them may
vary. For example, Attitude would be measured in terms of
Punctuality, Reliability, Regularity, Integrity, Service
Orientation etc. A Constable leading a regimented life,
would have Punctuality built in into the job while in case of
an Administrative Assistant, Punctuality would be an
attitudinal requirement. Similarly, in case of Skills, one has
to examine attributes like Communication Skill, Human
Relations Skill, capacity to work hard and having multi
functional ability. In addition, there would be skills that are
specific to the nature of the job being performed. In
knowledge, we may evaluate the specific knowledge
required to perform the job. This may also include
 knowledge about Departmental procedures, functioning and
systems. In ‘other factors’, we may examine an employee’s
sense of belonging, duty, pride in work, and overall
enthusiasm. In other work, we may also give marks for
performance during training, any specific attainments or
achievements during the period of review that deserve
mention.
A typical Evaluation form for two Government jobs at Pay
Band Two is given at Annex 2.2.1.
Implementation 2.2.16 The principal distinguishing feature of IBOP is that it
is an open face to face and on the spot assessment through
an interview and the result of the interview is to be given to
the assessed employee in writing at its conclusion. In order
to obviate any possibility of bias, the assessment process
will be reviewed by a Reviewing Officer at a higher level.
Finally the same would have to be approved by an
Approving Officer at a still higher level. This process of
initial assessment and subsequent two-stage review must
be carried out in a time bound manner.
2.2.17 The time lines for implementation of IBOP has
to be properly laid down and it should be carried out
every year in a time bound manner. There may be
apprehensions that introduction of the IBOP scheme
may result in delays due to the process involved.
Therefore, a time bound procedure has to be laid down
that the IBOP operations are initiated in time, by the
beginning of January every year so that by end
February of every year, the process is completed and
the actual quantum of increment is given when the
next increment falls due, which is uniformly planned on
1st July every year. Furthermore, to expedite the
process, it is recommended that the payment of the
variable component of the increment be made a State
Government Function. In that case, it has to be
ensured that the AG office is informed immediately
after the variable component of increment is decided
since the increment for the next year would be
dependent on the total increment given in the previous
year.
2.2.18 In order to ensure that the process is followed
scrupulously by the concerned officer, the IBOP of the
Evaluating Officers would not be finalized unless they have
finalized the IBOP of their subordinates.
2.2.19 The assessment process will comprise of three levels
of assessment. At the first level, the Assessing Officer would
carry out the assessment in the requisite assessment form.
The same would then be reviewed by a higher level
Reviewing Officer. Finally the same would have to be
approved by a higher level Approving Officer. This process
of initial assessment and subsequent two-stage review must
be carried out in a time bound manner. As has been stated
before, the assessment of the officers responsible for the
above process would be held up if the assessment of their
subordinates is delayed.

2.2.20 During the deliberations of the Commission on

IBOP, the practical difficulties in implementing IBOP
because of large span of control of Assessing Officers
in some departments and thereby preventing proper
application of mind were highlighted and given deep
consideration. The Commission expects that the
Government would, over a period of time, devise ways
to overcome the teething administrative problems in
the implementation of IBOP. In case of cadres, where
the span of control of the Assessing Officers may be
very large, the Commission recommends that the IBOP
system may be introduced after the system has
become stabilised in the other departments of the
Government, but in the shortest possible time.
2.2.21 The proposed IBOP scheme would indeed be a path
breaking endeavour to professionalise the functioning of the
Government and make it more accountable. The time to
discuss the efficacy of performance evaluation and IBOP is
past. The time has come to put a system in place. The
system suggested has been kept as simple as possible, so
that it can be implemented in uniform manner covering the
vast spectrum of Government employees. It is expected
that in the long run it would inculcate a new sense of
purpose amongst Government employees.
 Chapter 3

Allowances and Special Pay

Dearness Allowance

Current Position 3.1 The current position in State Government

regarding Dearness Allowance is as follows:
i) 100% neutralization of price rise is allowed for
all levels of Government employees in line with
provisions regarding Dearness Allowance in
Government of India as recommended by the
5th Central Pay Commission.
ii) Compensation is sanctioned twice a year on 1st
January and 1st July every year.
iii) The compensation is paid for the percentage
increase in 12 monthly averages of price index
for the period ending December and June each
year over index average of 1510, as on
1.1.1996, taken in whole numbers only with
fraction carried forward.
iv) The State Government merged 50% of the
Dearness Allowance out of total 74% of
Dearness Allowance with basic pay /basic
pension w.e.f 1-11-2005 in line with
Government of India.

6th CPC
3.2 Recommendations of 6th Central Pay Commission
recommendations are as follows:

i) The 6th Central Pay Commission recommended

that the AICPI (IW) with base 2001 may,
henceforth, be used for the purpose of
calculating DA till it gets revised and the base
year should be revised as frequently as
feasible. The Commission also looked into the
weightages assigned to various components of
consumption and the manner in which the
Labour Bureau conducts the survey. The
examination has revealed a direct correlation in
the movement of the price index for housing
and the movement of the HRA rates of
government employees. If a representative
sample is used for construction of the price
index for housing, there should not be such a
direct correlation keeping in view the fact that
for industrial workers, the escalation in rental
 should not be so steep for various obvious
reasons. Since housing has a large weightage in
AICPI (IW), there is a possibility of substantial
distortion in DA calculations. The Commission
recommended that the Government take
expeditious steps to rectify these noticed
distortions in the construction of the current
AICPI (IW) series. It also recommended that
the National Statistical Commission may also
take these factors into consideration while
evolving a separate index for Government
employees.
ii) The Commission recommended that the
conversion of dearness allowance as dearness
pay should invariably be accompanied with
simultaneous revision of the base index. This
conversion, however, is not necessary in the
revised structure being recommended where
increments are payable as a percentage of the
pay in the pay band and grade pay thereon and
provision has been made for all
allowances/benefits to be revised periodically
linked to the increase in the price index. The
Commission, therefore, did not recommend
merger of dearness allowance with basic pay at
any stage.
iii) The Commission recommended that Dearness
Allowance may continue to be sanctioned twice
a year as on 1st January and 1st July with the
salary of March and September respectively for
administrative convenience with inflation
neutralization being maintained at 100% at all
levels.
Decision of 3.3 Government of India has accepted the above
Government of recommendations. Government of India has further
India decided that Dearness Allowance admissible to all
categories of Central Government employees shall
be admissible as below:-

Date from which Rate of Dearness

payable Allowance
Per mensem
From 1-1-2006 No Dearness Allowance
From 1-7-2006 2% of basic pay +NPA,
 where applicable
From 1-1-2007 6% of basic pay +NPA,
where applicable
From 1-7-2007 9% of basic pay +NPA,
where applicable
From 1-1-2008 12% of basic pay +NPA,
where applicable
From 1-7-2008 16% of basic pay +NPA,
where applicable
From 1-1-2009 22% of basic pay +NPA,
where applicable
From 1-7-2009 27% of basic pay +NPA,
where applicable

Recommendation 3.4 In consideration of the above mentioned factors,

the Commission recommends no change in the
existing provisions regarding grant of Dearness
Allowance in accordance with policy followed
by Central Government.

House Rent Allowance (HRA)

Current Position 3.5 House Rent Allowance is admissible at the

following rates to the State Government
employees subject to the condition that:-
a. i) 12% of basic pay subject to a maximum of Rs.
1200/- per month for employees residing in own
house or rented house in Guwahati Municipal
Corporation area.
ii) 10% of basic pay subject to a maximum of Rs.
800/- per month for employees residing in own /
rented house in District or Sub-Divisional
Headquarters.
iii) 7.5% of basic pay subject to a maximum of Rs.
500/- per month in places other than those at I and
II above.

b.One HRA for serving husband and wife posted in

the same head quarter.
 c. Every Government servant shall have to produce
certificate identifying the mode of accommodation
availed by him such as rented house, own house,
Government quarter etc. The position may be
intimated to the D.D.O /A.G as and when any
change takes place in the mode of accommodation.

d.i) State Government employees residing in

Government quarters, shall have house rent
deducted from their salary @ 10% of Basic pay or
the standard rent whichever is less.

ii) State Government employees serving in the

Assam House, New Delhi/ Kolkata get HRA at the
rates admissible to Central Government employees
of similar pay range serving in those places.
6th CPC 3.6 The 6th Central Pay Commission has
recommendations recommended merger of C Class Cities (having
population of 50,000 to 5 lakh) with `Unclassified
Towns’ (having population of less than 50,000). The
existing population criterion for classifying towns and
cities for purposes of HRA as per Government of
India is retained. It further recommended the
erstwhile A, B-1 and B-2 categories to be merged.
Similarly C & Unclassified categories were also
recommended to be merged. These mergers were
recommended so as to give a better deal to the
employees posted in smaller towns in so far as their
housing requirement is concerned. The following
rates of House Rent Allowances were recommended
by the Commission:-

Revised Revised Rates of HRA

classification Classification as a
of Cities and of Cities percentage
Towns on /Towns of pay in the
population Pay Band +
criteria Grade Pay +
NPA

50 lakhs & Earlier Classified 30

above as A-1

5 -50 lakhs Earlier Classified 20

 as A, B-1 & B-2

Below 5 lakhs Earlier Classified 10

as C and
Unclassified
Decision of 3.7 The Government of India has accepted the above
Government of recommendations.
India
Demands 3.8 The major demand of various employee
associations is to increase the HRA suggesting
various rates in view of exorbitant house rent
prevalent even in smaller towns and rural areas of
Assam. Some associations have asked the 6th CPC
recommendations to be followed in this regard.
Analysis 3.9 Presently, the rate of HRA is seen to be
inadequate with respect to prevalent house rents
even in smaller towns and rural areas. This was
observed by the Commission during its field visit to
districts of lower Assam and Cachar. It is seen that
due to limited availability of houses on rent in
smaller towns and villages compared to demand, the
rates have gone up in recent past.

Recommendation 3.10 In consideration of the above mentioned

factors, the Commission recommends the
following:
1. House Rent Allowance be given at the rate of
15% of basic pay for all categories of
employees serving in Guwahati/ Dispur with
minimum of Rs.1250/- and maximum of Rs.
6000/- per month. This rate is applicable to
only those employees who are residing in
rented houses.
2. House Rent Allowance be given at the rate of
12% of basic pay for all categories of
employees serving in other places in Assam
with minimum of Rs.1000/- and maximum of
Rs. 4000/- per month. This rate is
applicable to only those employees who are
residing in rented houses.
3. House Rent Allowance be given at 10% of
basic pay for all categories of employees living
in own houses anywhere in Assam with
maximum of Rs. 4000/- per month.
 4. State Government employees serving in New
Delhi and other places outside the North
Eastern region may get HRA at the rate
admissible to Central Government employees
receiving equivalent pay and serving in those
places or the rate applicable to State
Government employees, whichever is beneficial
to them.
5. All other provisions remain unchanged.

City Compensatory Allowance (CCA)

Current position 3.11 The current position regarding CCA is as follows:

i) State Government employees serving in
Guwahati city, which is a B-2 Class City (5-10 lakh
population ) are drawing CCA at the following
rates:-
Pay Range (Basic Pay) Amount of
CCA

Below Rs.3000/- Rs. 50/-

p.m.
Rs. 3000/- to 4499/- Rs .35/- p.
m.
Rs 4500/- to 5999/- Rs. 65/-
p. m.
Rs. 6000/-and above Rs.120/-
p. m.

ii) The State Government employees stationed at

Mumbai, New Delhi and Kolkata are entitled to
CCA as applicable to the Central Government
employees posted in those cities.
6th CPC 3.12 The 6th Central Pay Commission has observed
Recommendatio that the CCA is basically due to city/locality specific
ns peculiarities of accommodation and transportation
and since it has recommended adequate revised rates
of House Rent Allowances and Transport Allowance
separately, the Commission finds no rationale in
continuation of CCA and hence recommended
abolition of the City Compensatory Allowance.
Decision of 3.13 Government of India has accepted the
Government of recommendation of 6th CPC regarding abolition of the
India City Compensatory Allowance.
Analysis 3.14 The Commission observes that the phenomenon
of high prices is not confined to cities only.
Nowadays, high prices are prevalent even in smaller
towns and rural areas of Assam. Hence the
Commission finds no rationale for continuing this
allowance as size of the population cannot be an
adequate index of the expensiveness of the localities.
The Commission is of the view that grant of better
HRA and other allowances along with better revised
pay as recommended by this Commission may take
care of additional expenses in the cities rather than
CCA.
Recommend 3.15 In view of the above mentioned factors, the
ation Commission recommends abolition of City
Compensatory Allowance.
Hill / Remote Area Allowance
Current 3.16 Hill Area Allowance is presently admissible to
Position the State Government employees at the rate of 5% of
basic pay subject to Rs. 250/-per month.

Recommendation 3.17 The 6th Central Pay Commission has

of 6th CPC recommended following rate of Special Compensatory
(Hill Area) Allowance:
Category Rate
For posts in Grade Rs. 600 per month
Pay of Rs. 5400/-
and above.
Other posts Rs. 480 per month
Demands 3.18 Major demand of the Associations is to enhance
the rate of Hill Allowance and also to give Remote
Area Allowance to employees working in remote areas
of the state.
Recommendation 3.19 In view of the above mentioned factors, the
Commission recommends the following:
i) Hill/ Remote Area Allowance be given to all
State Government employees serving in the
two hill districts of Assam i.e. North Cachar
Hills and Karbi Anglong district as well as
remote areas namely, Dhemaji district, Sadia
Subdivision, Majuli Subdivision,
Dhakuakhana subdivision, and South
Salmara Subdivision.
ii) This allowance may be given to employees in
receipt of different Grade Pay at the
following rates:

Category Rate
For posts in Grade Pay Rs. 600 per
of Rs. 5400/- and month
above.
Other posts Rs. 480 per
month
Daily Allowance
Current Situation 3.20 i) The present rates of Daily Allowance
given to the State Government employees is as
follows:

Grade of Officers Rates of Daily

Allowance
Senior Grade Rs.150/-
st
1 Grade Rs.125/-
2nd Grade Rs100/-
rd
3 Grade Rs.90/-
4th Grade Rs.70/-
ii) At present, one Daily allowance is also
given for travel above 40 KM in a day
when the Government servant returns to
headquarter after such travel.
iii) The Government servants belonging to all
grades are entitled to Daily Allowance at
the following rates while traveling outside
the State.
 a) States in North Eastern One and Half
Region comprising Meghalaya, times the normal
Nagaland, Tripura, Mizoram rate.
and Arunachal Pradesh.
b) Other than North Eastern
Region when accommodation Twice the normal
is made available by the rate.
Government.
c) Other than North Eastern (a) Reimbursement
Region when accommodation of Hotel room rent
is not provided by the subject to a ceiling
Government. of Rs.600/-per day
on production of
Hotel Receipt plus
one and half times
the normal D.A.
(b) One and half
times the normal
rate if hotel receipt
is not produced.

iv) A Government servant, whose headquarter is

outside the Dayang and Nambor Reserve
Forests and those bordering Nagaland,
Arunachal Pradesh and Meghalaya, and who
spends not less than 8 (eight) hours on duty
in any of these Reserve Forests, will be
entitled to one Daily Allowance and such a
Government servant spending a night in any
of these Reserve Forests will be allowed
Daily Allowance at one and a half times the
normal rate.
v) All India service officers in the Senior and
Junior Scale shall be treated as Senior Grade
and 1st Grade Officers respectively. Assam
Civil Service Officers in the Junior Scale and
Assam Judicial Service Officers in Grade-III
i.e. Judicial Magistrate, Munsif and Sub-
Divisional Magistrate) shall be treated as 1st
Grade Officers irrespective of their pay till
they reach the senior grade pay range
6th CPC 3.21 i) The 6th Central Pay Commission
recommendatio recommended the following entitlements of
ns accommodation while on official tour.
Grade Pay Daily Allowance
Reimbursement for Hotel
accommodation of up to Rs.
 Rs. 9000/- and 5000/- per day,
above reimbursement of AC Taxi
charge of up to 50 kms for
travel within the city and
reimbursement of food bills
not exceeding Rs.500/- per
day.
Reimbursement for Hotel
Rs. 6600/- to Rs. accommodation of up to Rs.
8400/- 3000/- per day,
reimbursement of Non-AC
Taxi charge of up to 50 kms
for travel within the city and
reimbursement of food bills
not exceeding Rs.300/- per
day.
Reimbursement for Hotel
Rs. 5400/- to Rs. accommodation of up to Rs.
6500/- 1500/- per day,
reimbursement of Taxi
charges of up to Rs. 150 per
diem for travel within the city
and reimbursement of food
bills not exceeding Rs.200/-
per day.
Reimbursement for Hotel
Rs. 4200/- to Rs. accommodation of up to Rs.
4800/- 500/- per day, reimbursement
of travel charges of up to Rs.
100 per diem for travel within
the city and reimbursement of
food bills not exceeding
Rs.150/- per day.
Reimbursement for Hotel
accommodation of up to Rs.
Below Rs. 4200/- 300/- per day, reimbursement
of travel charges of up to Rs.
50 per diem for travel within
the city and reimbursement of
food bills not exceeding
Rs.100/- per day.

ii) All rates of the components of Daily Allowance

shall automatically increase by 25% whenever
the Dearness Allowance payable on the revised
pay bands goes up by 50%.
Decision of 3.22 The Government of India has accepted the
Government of above recommendations.
India
Analysis 3.23 It is observed that Circuit Houses/Assam
Houses are not available to government employees
on many occasions due to limited accommodation
and full occupancy. The Commission is also aware of
the fact that State Government employees find the
present rates of Daily Allowance admissible to them
grossly inadequate while on official visits. It is also
seen that the room rates for hotel accommodation
have gone up several times in the recent past.

Recommendatio 3.24 In consideration of the above factors, the

n Commission recommends following rates
of Daily Allowance for the State
Government employees:

i) Rs. 120/- per day for employees in receipt

of Grade Pay up to Rs. 5100/- and Rs 240/-
for employees in receipt of Grade Pay of Rs.
5400/- and above for official visits to all
the places in Assam except Guwahati.
ii) Half the rate of Daily Allowance shall be
applicable for journey above 40 KM if an
employee returns back after such travel on
the same day, having spent not less than 6
hours on official visit.
iii) Rs. 180/- per day for employees in receipt
of Grade Pay up to Rs. 5100/- and Rs 360/-
for employees in receipt of Grade Pay of Rs.
5400/- and above for official visits to
Guwahati/ Dispur and other places in the
North Eastern region.
iv) Rs. 250/- per day for employees in receipt
of Grade Pay up to Rs. 5100/- and Rs 500/-
for employees in receipt of Grade Pay of Rs.
5400/- and above for official visits outside
the North Eastern region.
v) During official visits to places outside North
Eastern region, if an employee stays at
Assam House/ accommodation provided by
the Government, the above rates will apply.
If an employee does not get
accommodation at Assam Houses and
 therefore, stays in a hotel, reimbursement
may be made as per actual expenditure on
production of hotel receipt up to maximum
of Rs 500/- for employees in receipt of
Grade Pay up to Rs. 2800/-, Rs. 1000/- for
employees in receipt of Grade Pay between
Rs. 4200/-and Rs. 7200/- and Rs 1500/-
for employees in receipt of Grade Pay of Rs.
7400/-and above. This will be over and
above one Daily Allowance.
vi) All the other provisions remain unchanged.

Hazard Allowance

Current Position 3.25 Presently, Hazard Allowance is admissible at a

fixed rate of Rs.100/- per month for Government
employees drawing pay in pay scales below Rs. 4390-
11425 and a fixed rate of Rs. 175/- per month for
employees drawing pay in the pay scale Rs. 4390-
11425 and above. This is admissible to specific
categories of employees.
6th CPC 3.26 Risk Allowance is hitherto given to Central
Recommendatio Government employees engaged in hazardous duties
n or whose work will have delirious effect on health over
a period of time. Risk Allowance is also paid to
Sweepers and Safaiwalas engaged in cleaning of
underground drains, sewer lines as well as to the
employees working in Trenching Grounds and
Infectious Diseases Hospitals. The 6th Central Pay
Commission differentiates between jobs which face
possibility of contingent risk where the risk can be one
time event and jobs in which element of risk is
inherent and continuous with adverse effect on health.
The Commission recommended withdrawal of Risk
allowance in former types of jobs whereas it has
recommended replacing the existing benefit of Risk
Allowance with risk insurance in the later type of jobs.
The 6th CPC is of the view that any pecuniary
allowance cannot suitably compensate the element of
risk. What the Government as an employer has to
ensure is that the risk element in these jobs is
reduced to the maximum extent and an employee is
fully covered in case any mishap takes place.
Appropriate insurance cover, therefore, needs to be
provided free of cost to compensate for the risk of any
 immediate injury. The Commission recommended free
medical and life insurance of Rs.5 lakh for employees
in PB-1 pay band; Rs. 7 lakh for employees in PB- 2
pay band and Rs.10 lakh for employees in PB-3 pay
band/ higher pay bands/scales. To offset the effect of
inflation, amount of the insurance should
automatically be increased by 50% every time the DA
payable on the revised pay goes up by 50%. The
entire expenditure on paying premium for this
insurance will be borne by the Government. The
amount insured will be paid in case of any serious
injury / death sustained in the course of employment
and will be over and above the other benefits available
to all categories of Government employees. These
employees should also be provided with additional
health benefits with mandatory health check-ups
every quarter and enhanced leave, wherever the same
is necessary for proper recuperation.
Demands 3.27 Employees’ associations of different
departments like veterinary etc. have demanded
extension of Hazard Allowance to them. There is also
demand for enhanced rate.
Analysis 3.28 The element of Contingent Risk has been
recognised for the purpose of compensating police
personnel for loss of life in certain situations. In case
of other State Government employees, some are
exposed to continuous risks in discharge of specific
functions caused by the nature of their employment.
In case of some others the risks may be occasional in
nature. Whatever may be nature of the risks, it is
observed that no amount of monthly allowance can
compensate for the ill health/loss of life and limb
which may be attributable to the nature of
employment. Ideally the State Government as model
employer should ensure the safety of employees to
the maximum extent possible. Care should be taken to
ensure that employees are not exposed to such
hazards by improving the conditions of work, provision
of suitable hazard avoidance training along with
annual health check up. In cases of situational or
contingent hazard like cases of drowning due to boat
capsize etc., the element of hazard cannot be
minimised beyond a certain extent. Payment of the
small monthly allowance as has been the practice so
far does not appear to serve any purpose either in
prevention of the hazard or of compensating for any
loss to health.
Recommendatio 3.29 In consideration of the above mentioned factors,
n the Commission recommends that the present
system of Hazard Allowance may be
discontinued and replaced with Comprehensive
Risk Insurance for all categories of employees
who are likely to be exposed to occupational or
contingent hazards.

Travelling 3.30 There are different types of Travelling

Allowance Allowances as follows:

i) Fixed Travelling Allowance

ii) Conveyance/ Transport Allowance
iii) Journey on tour
iv) Journey on transfer

Fixed Travelling Allowance

Current Position 3.31 Presently Fixed TA is given to employees holding
specific posts in different departments who are
supposed to travel on duty within their jurisdiction at
least fifteen days in a month. The amount as Fixed TA
ranges from Rs.135/- to Rs 590/- in different grades.
Analysis 3.32 The Commission is of the view that more
categories of posts need to be given Fixed TA as
regular inspections and monitoring is indispensible for
effective implementation of various Government
schemes, and in the interest of service delivery. It is
also observed that morale and motivation of field level
functionaries goes down if their travelling expenses
are not reimbursed within time. It has been brought to
the notice of the Commission that reimbursement of
traveling expenses of many employees has been
pending for a number of years. Therefore, Fixed TA is
preferable for specific field level posts. The rate of
Fixed TA also needs to be enhanced in view of rising
fuel cost, Bus fares etc.

Recommendatio 3.33 In consideration of the above mentioned

n factors, the Commission recommends the
following:

i) Fixed Travelling Allowance may be given to

more categories of posts as given in Annex
3.1 in addition to the existing posts.

ii) Fixed TA may be given to employees in

various posts in receipt of different grade pay
as follows:
 Grade Pay Fixed TA
Up to Rs 1600. Rs 400/-
Between Rs 1800 to Rs 2800. Rs 600/-
Between Rs 4200 to Rs 5100. Rs 800/-
Rs 5400 and above. Rs 1000/-

iii) Fixed TA is in lieu of regular TA claimed

for travelling on duty within the district/
Jurisdiction. All those in receipt of Fixed
TA can claim normal TA only for official
travel outside their jurisdiction.

iv) Fixed TA shall not be applicable to

employees who travel in allotted car/
pool car.

v) Other provisions regarding Fixed TA

would continue.

Conveyance Allowance
Current Position 3.34 Conveyance Allowance is presently admissible
to various posts in different departments. The rate of
this allowance varies from Rs 40 to Rs 575 per
month. Officers whose nature of duties requires
them to undertake frequent journeys within 8 Km.
from their Headquarters for which no other
Travelling Allowance is admissible and who are
allotted Government vehicle for such journey with
the obligations to bear the fuel charges are also
given monthly conveyance allowance. 5% of basic
pay subject to a maximum of Rs.120.00 per month
is given as conveyance allowance to disabled
employees as well.

Analysis 3.35 The Commission is of the view that the better pay
package with many other higher allowances including
enhanced rates of TA/DA should adequately compensate
the daily expenses on travelling. Similarly, the Disability
Allowance recommended by this Commission will
compensate for Conveyance Allowance for disabled
employees.
Recommendatio 3.36 After careful consideration of all relevant factors, the
n Commission recommends abolition of Conveyance
Allowance for all categories of employees.

Journey on Tour
Journey by Air
Current Position 3.37 Officers in the rank of Principal Secretary/Special
Commissioner and Special Secretary/ Commissioner &
Secretary/Secretary/Additional Secretary/Joint Secretary to
the Government/Heads of Departments/Deputy
Commissioner and all Officers drawing basic pay of
Rs.10050/- are entitled to perform journey by air on tour.
Further, All India Service Officers in the Junior
Administrative Grade of pay are entitled to travel by air on
tour irrespective of their basic pay. The Chief Secretary or
officers in any post equated to secretary to the
Government of India is entitled to travel by Executive Class
of the Air lines. Officers entitled to travel by air will be
entitled to incidental expenses for the journey at the rate of
15% of the fare subject to a maximum of Rs.75.00.
Further, Government employees will be entitled to one full
Daily Allowance for the day of the journey if both the
starting point and the destination or either of them is
outside Assam and half Daily Allowance if both are within
Assam. When a Government servant travels by taxi/private
car/conveyance provided by the airlines to cover the
journey between the air port and destination/headquarters,
incidental expenses will be admissible at a flat rate of Rs
60.00 and Rs 90.00 each way for journey within and
outside Assam respectively.

Analysis 3.38 It is observed that the reduced cost of air

travel in recent times has led to faster mobility
resulting in saving a lot of time that would otherwise
have been spent on journeys by train or road. The
opportunity cost of this time is much more compared
to extra marginal expenditure on air travel.
Secondly, transportation bottlenecks that are unique
to North Eastern region makes it all the more
necessary to travel by air between points within the
state and in the region. Air travel is no more a luxury
but a necessity in today’s fast moving world.

Recommendatio 3.39 After due consideration of all relevant factors,

n the Commission recommends the
following:
i) All employees in receipt of Grade Pay of Rs
 7400/- and above shall be entitled to travel
on official duty by air in Economy Class
within or outside Assam.
ii) All employees in receipt of Grade Pay of Rs
6100/- and above shall be entitled to travel
by Air in Economy Class between Guwahati
and Silchar and vice versa on official duty.
This provision is made in view of present
transportation bottlenecks and it will be
reviewed after 2 years.
iii) No incidental expenses shall be given apart
from Daily Allowance as admissible.
iv) Travelling Allowance on LTC shall not be
given as per above.
v) Employees who are hitherto entitled to
travel by air shall continue to benefit from
this facility. Government may draw up
appropriate procedures to ensure prudent
and judicious use of this facility, avoiding
infructuous expenditure.
vi) All other provisions remain unchanged.

Journey by Train/ Road

Current Position 3.40 All Officers who are entitled to travel by air on
tour may be entitled to travel by Air Conditioned 1st
Class in the train for performing official duty on tour.
All employees drawing basic pay of Rs.4120/- per
month and above are entitled to travel by 1st Class by
railway and corresponding class by public transport for
the purpose of official tour. All officers drawing basic
pay below Rs.4120/-per month will be entitled to
travel by 2nd Class by railway and corresponding class
by public transport.
Recommendatio 3.41 After considering all relevant factors the
n Commission recommends the following:
i) All employees in receipt of Grade Pay of Rs.
7400 and above shall be entitled to travel by
1st Class AC by train and corresponding class
by road.
ii) All employees in receipt of Grade Pay
between Rs 5400 and Rs 7200 shall be
entitled to travel by 2 Tier AC by train and
corresponding class by road.
iii) All employees in receipt of Grade Pay
between Rs 4200 and Rs 5100 shall be
entitled to travel by 3 Tier AC by train and
corresponding class by road.
iv) All employees in receipt of Grade Pay up to
 Rs 2800 shall be entitled to travel by
Sleeper Class by train and corresponding
class by road.

Journey on Transfer

Current Position 3.42 A Government employee on transfer is entitled

to the following:
i) Travelling Allowance: A Government employee is
entitled to only one single fare of the admissible
class of accommodation either by rail or by private
transport including State Transport for himself. In
addition, one single fare for each adult member
and half of single fare for each minor member of
the family is also admissible at present.
ii) Transfer Grant: A Government employee on
transfer is entitled to a lump-sum amount in order
to meet the costs of packing, loading and
unloading etc. of personal effect including the
expenses that may be incurred on repairing or
replacing the personal effects damaged or lost in
transit as below:

Grade Transfer Grant

Senior Grade Rs. 1200.00
st
1 Grade Rs. 1000.00
2nd Grade Rs. 800.00
rd
3 Grade Rs. 550.00
4th Grade Rs. 400.00
All India Service officers when transferred
outside the State will get lump-sum transfer
grant and packing allowance as admissible to
Class-I officers of the Government of India.
iii) Transfer Incidental: On transfer a government
employee and members of his family are entitled
to one Daily Allowance each at the admissible rate,
the children below twelve years being given half
Daily Allowance for every 24 hours of journey or
part thereof.

iv) Transportation of Personal effect: The existing rate

of transportation of personal effect on transfer is
as below:
Grade Quantum carried by Goods
train.
 Senior Grade 6000 K.G.
Grade-I 4000 K.G.
Grade-II 3000 K.G.
Grade-III 1500 K.G.
Grade-IV 1000 K.G.
The actual cost as charged by the railways is
reimbursed to the Senior Grade officer on
engaging a four wheeler wagon in a goods train
irrespective of the weight carried. A Government
employee transporting personal effects by
passenger train or by road is allowed
reimbursement of the actual expenditure incurred
by him subject to the condition that such
expenditure should not exceed the cost of
transportation of the maximum permissible
quantity by goods train.
v) Journey on transfer by road: The journey on
transfer by road in public bus/State Transport, a
Government employee is entitled to actual bus fare
for himself and each member of family including
the minor in which case, half the single fare is
admissible.
vi) Travelling Allowance to retiring Government
employees: At present a government employee, on
his retirement, is entitled to Travelling Allowance
as on transfer, for himself and his family including
transfer grant, transfer incidentals and cost of
transportation of personal effects in respect of
journey from the last station of his duty to his
home town or village as recorded in his service
book or other record subject to certain conditions.
vii) Travelling Allowance to the family members of
deceased Government employees: Subject to the
existing conditions governing grant of Travelling
Allowance etc., the family members of deceased
Government employee are entitled to transfer
grant and transfer incidentals while on journey on
transfer.
Recommendatio 3.43 After due consideration of various factors
n involved in Journey on transfer, the Commission
recommends the following:
i) Existing provisions regarding Travelling
Allowance may continue with following
modifications:

a. Full fare shall be admissible to each member of

the family irrespective of age.
 b. Travelling Allowance on transfer shall not be
admissible if there is no change of place of
residence.

ii) Transfer grant may be given at enhanced rate to

employees in receipt of different grade pay as
follows:

Grade Pay Transfer

Grant

Up to Rs.1600 Rs.
600/-

Between Rs 1800 and Rs. Rs.

2800 900/-

Between Rs 4200 and Rs Rs.

5100. 1200/-

Between Rs. 5400 and Rs Rs.

7200 1500/-

Rs. 7400 and above Rs.

1800/-

iii) Existing provisions regarding grant of transfer

incidentals may continue. Daily Allowance shall
not be admissible if there is no change of place
residence.

iv) Enhanced rate of Rs 3 per 1000 KG per KM for

transportation of personal effect on transfer by
rail or road may be given to all employees.
Maximum quantity admissible to employees in
receipt of different rates of Grade Pay shall be as
follows:

Grade Pay Quantity

Admissible

Up to Rs 1600 1000 KG

Between Rs 1800 and 1500 KG

Rs 2800
 Between Rs 4200 and 3000 KG
Rs 5100

Between Rs 5400 and 4000 KG

Rs 7200

Rs 7400 and above 6000 KG

vi) Travelling Allowance admissible to the family

members of deceased Government employees
be same as Travelling Allowance admissible
to retiring Government employees.
vii) All India Service Officers when transferred
outside the State will get composite transfer
grant as admissible to corresponding posts of
Group A Officers of the Government of India.
viii) All other provisions relating to journey on
transfer will continue without change.

Department wise allowances

Inland Water Transport Department
Current Position 3.44 Floating Allowance: Presently, Floating
allowance is given at the rate 5% of basic pay subject
to a maximum of Rs.150/- per month is given to
various posts in this department.
Analysis 3.45 The Commission is of the view that this
allowance should be admissible only during the river
journeys. The better pay package recommended,
along with improved work conditions can compensate
this allowance for other employees easily.
Recommendatio 3.46 In view of the above, the Commission
n recommends abolition of Floating Allowance.
However, The Commission recommends
introduction of River Journey Allowance for
employees of IWT department who make
journeys by river extending beyond 4 hours in a
day at the rate of Rs. 120/- per day.
Health and Family Welfare Department
Current Position 3.47 i) Presently, Kit Allowance is given to the
Nursing Staff at the rate of Rs.1000 for the
1st Year and Rs.500/- for each subsequent
year.
ii) Messing and Dhobi Allowance is admissible
to Sister Tutor/Ward Sister/Public Health
Nurse etc. up to the rank of Matron at the
 rate of Rs.350/- per month.

Recommendatio 3.48 After considering of all relevant factors the

n Commission recommends that the
existing rates of Kit Allowance, Messing
and Dhobi Allowance be increased by
50%.

Home Department (Police)

Current Position 3.49 The present position of various allowances
admissible to the police personnel may be summarized
as follows:

(Rs per month)

Post Ration Batta Kit KMA

APS - - Rs 130/-
Senior 3000/-
in 1st
year &
Rs
2000/-
after
every 3
years
APS - - Rs 130/-
Junior 2500/-
in 1st
year &
Rs
1500/-
after
every 3
years
Inspecto 200/- 230/- Rs 110/-
r 2500/-
in 1st
year &
Rs
600/-
after
every
year
Sub 200/- 190/- Rs 90/-
Inspecto 1200/-
r in 1st
year &
Rs
600/-
after
every
year
ASI/ 200/- 150/- - 90/70/
Havildar

Constabl 200/- 130/- - 70/-*

e

Follower 200/- 90/- - -

Armed Free -
Branch Ration &
Cash
Allowan
ce Rs
50/
APBN Rs 75/- -
in lieu of
fresh
Ration
*Police personnel working in traffic branch get this
allowance at 50% higher rate.
Other Allowances:
a. Rifle Allowance to the Armed Branch Havildar/
Constable at the rate of Rs.20/- per month
b. Compensatory Allowance up to the rank of Inspector
at the rate of 5% of basic pay
c. Special Compensatory Allowance to various posts in
Fire Service department ranging from Rs 20/- to Rs
70/- per month
d. HRA is given to various categories ranging from Rs
400/- to Rs 700/- with an alternative to receive HRA
admissible to State Government employees
whichever is beneficial to them.
e. Commando Allowance is given to all the Police
Personnel including Class-IV service of the
Commando Battalion at the rate of 15% of basic pay
and this allowance is admissible to them only during
the period they serve in the Commando Battalion.
Analysis 3.50 During deliberations of the Commission, it was
pointed out that there will be difficulties in
discontinuance of present system of supply of free
ration, to police personnel such as in Assam Police
Battalions etc. It was also pointed out that the free
ration supply is on the basis of certain physical
quantities of food grains etc. and is cost neutral. In
consideration of this, the Commission is of the view
that present system may continue. Secondly, better
pay package coupled with performance related
increments and various other substantive allowances
should easily compensate various minor allowances
which are recommended to be discontinued.
Recommendatio 3.51 After due consideration of various relevant
n factors, the Commission recommends the
following:
i) The Present system of supply of ration may
continue and only those categories of
Police personnel who were in receipt of
ration allowance in cash would continue to
get ration allowance. Existing rates of all
the fixed allowances including ration
allowance be increased by 50%.

ii) Compensatory Allowance for Police

personnel and Special Compensatory
Allowance for Fire Service personnel be
abolished.

iii) The provision of different rates of HRA for

Police personnel is discontinued. They may
be given HRA as per the Commissions’
recommendation for other State
Government employees.

iv) Commando Allowance may continue at the

existing rate of 15% of basic pay.

Jail, Home Guards and Civil Defence, Forest and Excise Department
Recommendation 3.52 The Commission recommends that all the
existing allowances to the personnel working in
Jail, Directorate of Home Guards and Civil
Defence, Forest and Excise Department shall
continue at the enhanced rates as applicable to
the corresponding posts in Police department.
These allowances shall be applicable only to the
posts which are presently eligible for various
allowances. Allowances which are recommended
to be abolished in case of Police personnel shall
 also be discontinued for the personnel in above
mentioned departments.
Administrative Reforms and Training Department
Training Allowance

Current Position 3.53 Training Allowance is presently admissible at the

rate of 15% of basic pay instead of 30% to other than
the permanent faculty members of the Administrative
Staff College, Guwahati. This allowance is admissible
Analysis only to the faculty members who devote a minimum of
one hundred (100) hours per year for taking direct
training classes.
During deliberations, it was mentioned that it is
difficult to support payment of Training Allowances as
recommended.
Recommendation 3.54 After considering all relevant factors, the
Commission recommends Training Allowance to
all the Instructional and Directorial staff of all
the premiere state level training institutes of all
the departments at the enhanced rate of 20% of
basic pay.

Technical Departments
Technical Status/Allowance
Analysis 3.55 Various associations of employees had
represented before the Commission regarding grant
of Technical Allowance and/or recognition as
Technical departments. Some individual employees
have also raised this point. On examining the issue
and as per records made available to the
Commission, it was observed that even one very old
department, traditionally in charge of civil work and
related matters, namely PWD has not been declared
the technical department! On the other hand, the
present demand, in some cases, is for declaration as
technical post even for handling a computer which
has now become an essential tool for day today
functioning for all. In essence, there is a technique
to doing everything, and all Government employees
have to perforce master these techniques in order to
discharge their duties with any degree of
competence.
Recommendation 3.56 In consideration of above mentioned factors,
the Commission finds no rationale for
declaring any department or post as technical
or for grant of any technical Allowance. The
Commission recommends abolition of all the
existing technical allowances. All posts which
carry nomenclature ‘technical’ may be suitably
redesignated.
New Allowances
Rural Service Incentive for Medical and Ayurvedic doctors

Analysis 3.57 One of the primary concerns of the Government

is to provide health service to all, including those in
the remote and rural areas. However, it has been seen
that it has not been possible to attract sufficient
numbers of doctors to man the various rural health
establishments set up by the Government. The
Commission, during its visits to the field areas, also
found that many health establishments did not have
doctors. Without the presence of a doctor, the rural
health establishments normally would not be able to
project a feeling of assurance to the rural people who
generally repose a lot of faith in these establishments.
The Commission is of the opinion that in order to
achieve the health related objectives of the
Government, it is essential to provide impetus to
doctors to serve in the rural areas.
At the same time, the Commission is aware of the fact
that doctors are not the only professionals who are
required to serve in the rural areas. However, in case
of qualified doctors, the alternatives to not serving in
the rural areas are very apparent and very
convenient. Apart from the inconveniences posed by
inadequate infrastructure in rural areas, often the
doctors in rural areas have to serve under tremendous
operational, institutional, social and occupational
constraints. Apart from a sense of serving the rural
population who has limited access to health care and
deriving satisfaction from the same, doctors in the
rural areas may not have any other scope of deriving
professional satisfaction. Unlike in towns and cities,
doctors in rural areas serve in isolation and often have
to operate in areas beyond their professional
boundaries. Keeping the above in mind, the
Commission recommends a special scheme for doctors
posted in rural health establishment.
 Recommendatio 3.58 After consideration of all the relevant factors,
n the Commission recommends introduction of
“Rural Service Incentive for medical and
ayurvedic doctors” at the rate of Rs 4000 for all
the medical and ayurvedic doctors who are
posted and actually residing and working in
medical establishments in rural areas as notified
by the Government. Doctors who are posted in
rural areas but serve, on attachment, in urban
areas shall not be entitled to this allowance.
Disability and 3.59 The Commission recommends “Disability
Child Care Allowance” for disabled employees of the State
Allowance Government at the rate of Rs 500 per month.
The Commission also recommends extra “Child
Care Allowance” of Rs 500 per month only for
disabled women employees to take care of child
up to attaining the age of two years. This
allowance shall be admissible only up to two
children.
Constant Attendant Allowance
6th CPC 3.60 6th Central Pay Commission has recommended
recommendation Constant Attendant Allowance as follows: In the case
of disability pension for 100% disability attributable to
service or due to accidents in the performance of duty,
where the individual is completely dependent on
someone else for day to day functions, a Constant
Attendant Allowance needs to be extended to retirees.
Decision of 3.61 Government of India has allowed Constant
Government of Attendant Allowance at the rate of Rs 3000 per
India month.
Recommendation 3.62 In consideration of all the relevant factors, the
Commission recommends introduction of
Constant Attendant Allowance for all those
employees who retired due to 100% disability
attributable to the service or due to accidents in
performance of duty. This allowance shall be
given at the rate of Rs 1500 per month during
the lifetime of employees.

Special Pay
Current Position 3.63 Special Pay has been defined in 9(25) of the
State F.R. and S.R. as follows: “Special Pay” means
an addition of the nature of pay to the emoluments of
a post or of a Government employee, granted in
consideration of –
(a) The specially arduous nature of
duties; or
 (b) Specific addition to the work or
responsibility.
“Special Pay” is also granted in lieu of allowing a
higher scale of pay.
Presently, Special Pay is admissible to 406 posts
ranging between Rs 20 to Rs 375 per month.
Analysis 3.64 A lot of discussions were held on the matter of
Special Pay both in favour and against by almost all
the earlier Pay Commissions constituted by the State
Government. But every erstwhile Pay Commission
recommended continuing the system of Special Pay as
no alternative system could be recommended to
substitute the system of special pay.
The 1988 Pay Commission has observed as follows:
“…The number of posts with Special Pay has increased
enormously over the years forming an imposing list at
the moment. It has also been noticed that in many
cases, special Pay has been granted to posts on
considerations which apparently do not have any
linkage with the fundamental criteria. In some cases,
Special Pay has been sanctioned to all posts
comprising certain categories of services although the
appropriate course in such cases should have been to
take into consideration the special arduous nature of
duties and heavier responsibilities of these posts while
formulating their pay scales.”
The Commission has further recommended that the
State Government might constitute a committee to
explore the possibility of bringing down the number of
posts carrying special pay. A committee was
constituted accordingly which identified a large
number of posts where grant of Special Pay was not at
all justified on the basis of the criteria laid down for
grant of Special Pay under FR 9(25).
Further, 1994 Pay Commission observed that, “….For
discharge of normal duties and responsibilities
attached to a post, there is no justification for grant of
Special Pay; But this approach has not been always
adhered to in the past, resulting in haphazard growth
of Special Pay posts. In principle, we are not in favour
of Special Pay to a post where there is no adequate
justification in terms of criteria laid down under FR
9(25)…..”
The pay scale of a post is normally determined after
taking into account all the related aspects such as
educational qualification, mode of recruitment,
promotion avenues, duties and responsibilities of the
 post etc. The Special Pay therefore should not
ordinarily be a permanent feature. This commission is
of view that in the light of the changed circumstances
where on the one hand, there is considerable upward
revision of the pay structure, and on the other hand,
the special nature of Special Pay losing its
significance, no Special Pay needs to be attached to
any post under the State Government. The
Commission has separately recommended an
improved package of emoluments including Grade
Pay which is expected to take care of situations for
which Special Pay is granted now. Therefore, the
Commission finds no rationale in continuing Special
Pay for any post.
Recommendation 3.65 The Commission recommends abolition of
Special Pay for all categories of posts.
 Chapter 3.1

Benefits to Women employees and Disabled Employees

Benefits to Women employees

Current Provision 3.1.1 In the State Government, a woman government

employee gets all the benefits enjoyed by the male
government employees. A woman government employee
with less than two serving children may avail Maternity
Leave for a period not exceeding 135 days.

6th CPC 3.1.2 The 6th Central Pay Commission has considered
Recommendations benefits to the women employees of the Central
Government in following manner.

1. The concept of staggered working hours needs to

be introduced for women employees as it would
give flexibility to employees to work either early or
late depending on their requirements at the home
front. Under this scheme, 11 AM to 4 PM will be
core hours during which all women employees will
necessarily need to be present in the office. They
will, however, have the option of either coming up
to one and a half hours earlier or leaving up to two
hours late depending upon the actual time they
have clocked in. The time may be adjusted in case
the office follows different work hours. For this
arrangement to succeed, biometric entry/exit
would be required.

2. The concept of child care leave exists in countries

like Japan & Netherlands where women employees
are allowed leave to look after the needs of their
children. A similar facility needs to be extended in
Central Government as it will facilitate women
employees to take care of their children at the
time of need. All women employees having minor
children may, therefore, be allowed total leave of
up to two years (i.e. 730 days) for taking care of
up to 2 children whether for rearing the children or
looking after any of their needs like examination,
sickness, etc. Child care leave should also be
allowed for the third year as leave not due.
However, no child care leave shall be given for a
child who is eighteen years of age or older.

3. Although instructions exist in regard to setting up

 of day care-centres/crèches in offices or major
residential areas, most Departments have not
created such facilities. The setting up of these
crèches should be made mandatory in offices
where the employees, male and female, have
preschool or primary school going children. This
will enable male employees also to keep their
children in such crèches. These crèches could also
be run on contributory basis so that appropriate
standard of facilities is maintained.

4. Maternity leave of 135 days is presently permitted

to women employees for two children. Further,
leave up to a period of one year can be availed of
in continuation of maternity leave. Keeping in view
the guidelines of Ministry of Health & FW which
recommends nursing of children till the age of 6
months, the Commission recommends that
maternity leave should be increased from 135
days at present to 180 days. Further, the period of
leave which can be availed of in continuation of
maternity leave should be increased to 2 years
instead of one year at present.

5. One of the major problems faced by single working

women is that of residential accommodation. The
Commission recommends that Government should
address this issue in all seriousness and either
build or lease working women’s hostels so that the
initial years of service are smooth.

6. Government has enacted several legislations for

the protection of women such as the Domestic
Violence Act. It is recommended that the
provisions of these Acts may be incorporated in
the CCS (Conduct) Rules and violations should call
for disciplinary action. Government will, therefore,
serve as an example by ensuring that provisions of
these Acts are first implemented within.

7. Insofar as Transfer TA is concerned, only one

transfer grant is permitted if the transfer of
husband and wife takes place within 6 months of
each other from the same place to the same place.
This condition places unreasonable difficulty
because the transferred spouse has to take some
essential household items even for periods less
than six months. It is recommended that fifty
percent of the transfer grant on transfer should be
allowed to the spouse transferred later in case the
transfer takes place within six months but after 60
days of the transfer of the spouse transferred
 earlier. No such transfer grant shall be admissible
in case where both the transfers are ordered
within 60 days. The existing provisions shall
continue in case of transfers after a period of six
months or more. Other rules precluding transfer
grant in case of request transfer or transfer other
than on public interest shall continue to apply
unchanged in their case.

Demands 3.1.3 Some of the demands of the associations of women

employees are as below:

a. Enhancement of Maternity Leave up to 180 days.

b. Accommodation facilities for working women in

hostels and 30% of government quarters to be
reserved for women employees.

c. Extra allowance for disabled women employees to

take care of children up to the age of two years.

d. Women employees holding posts of

Nurse/Police/School Teacher should get higher pay
Scale.

e. 30% reservation in the cadre of A.C.S./A.P.S. as

well as in other services.

Analysis 3.1.4 Considering the absence of enacted law to

implement the directive principle of State Policy,
requiring the State to “make provision for securing just
and humane” condition of work contained in Article 42 of
the Constitution as also the requirements of Article 11 of
the U.N Convention on the Elimination of All Forms of
Discrimination against Women (CEDAW), the Supreme
Court laid down guidelines and norms “to prevent
commission of acts of sexual harassment at work places”
in Vishakha -Vs-State Of Rajasthan (1997) 6SCC241
dated the 13th August 1997. By this judgment, the
Supreme Court also issued binding directions to the
employers mandating strict observance of the
GUIDELINES AND NORMS in all workplaces until replaced
by suitable Legislation. Effective from the 26th of
October, 2006, another beneficial development in the
field of gender justice and equality occurred in the form
of the Protection of Women from Domestic Violence Act,
2005.
Recommendations 3.1.5 After consideration of all the aforesaid factors and
the present scenario in Assam, the Commission
recommends benefits to the women employees as
follows:

i) Maternity Leave may be increased from 135

days at present to 180 days up to two children.
Maternity leave may be combined with leave of
any other kind as due up to 6 months in
addition to 180 days.

ii) Accommodation facility may be made available

for women employees by either building or
leasing working women’s hostels so that the
initial years of service are smooth. 15% of
Government quarters may be reserved for
women employees.

iii) Government may initiate prompt action to

implement the VISHAKHA GUIDELINES to
prevent or deter commission of sexual
harassment at workplaces. Government
may also take urgent steps to amend the
Assam Services Conduct Rules, 1965 and
the respective Service Rules as directed in
VISAKHA case.

iv) Child Care Allowance at the rate of Rs. 500/-

per month is recommended for disabled
women employees to take care of a child up to
attaining the age of two years. This allowance
is admissible up to two children.

v) The Government may effectively

implement provisions of The Assam
Women (Reservation of vacancies in
services and posts) Act, 2005 which
provide for 30% reservation for women
candidates in filling up vacancies by direct
recruitment.

Benefits to the disabled employees

Current Position 3.1.6 At present the disabled employees (blind and

orthopedically handicapped) who generally require
physical assistance for going to and coming from the
place of their duty are entitled to the benefit of
 Conveyance Allowance at the rate of 5% of basic pay
subject to a maximum of Rs.120/- per month.

6th CPC 3.1.7 Facilities available in Government of India prior to

Recommendations 6th CPC were as follows:

(i) Relaxation in upper age limit of up to 10 years when

recruitment is made through open competitive
examinations and of 5 years when recruitment is
made otherwise through competitive examination.

(ii) As far as possible, they are to be posted near their

native places.

(iii) Exemption from typing test in case of clerical posts.

(iv) Transport allowance at double the normal rates.

(v) An employee who acquires a disability during his

service cannot be dispensed with or reduced in rank.

(vi) Promotion cannot be denied to a person merely on

the ground of his/her disability.

(vii) Employees who are disabled or incapacitated on

account of causes attributable to or aggravated by
Government service are eligible for special benefits
under the CCS (Extraordinary) Pension Rules.

3.1.8 The 6th Central Pay Commission has considered

benefits to the disabled employees of the Central
Government in following manner.

(i) Number of Casual Leave available for employees

with disabilities should be 12 days as against 8 days
for other employees.

(ii) Aids and appliances like Dictaphones, Braille writing

equipments, CD player/tape recorder, low vision
aids and other learning equipments that will enable
the employees with disabilities to discharge their
official functions better should invariably be made
available free of charge.

(iii) The office environment should be made user friendly

for employees with disabilities.

(iv) A higher interest subsidy (4%) has been

recommended for automobile loans for employees
with disabilities in the relevant chapter.
 (v) Liberal flexi hours should be allowed for these
employees. Concept of flexi week should be
introduced in their case wherein these employees
will need to put in the stipulated hours of duty every
week which can be calculated with reference to their
time of arrival and departure in the office and the
number of days they actually attend the office. This
is necessary because these employees face
difficulties in commuting and also are susceptible to
higher medical problems necessitating frequent
hospital visits. As such, maintaining regular working
hours in their case poses many problems that can
be alleviated by liberal flexi hours. This will not have
any adverse effect on their output or productivity as
they will still need to put in the stipulated weekly
hours of duty prescribed.

(vi) Women with disabilities have to face even higher

problems while looking after their children. An extra
allowance of Rs.1000 per month (to be called
Special Allowance for Child Care) is recommended
for women with disabilities. The allowance shall be
payable from the time of child’s birth till the child is
two years old. It will be payable for a maximum of
two children. This allowance will go up by 25%
every time the DA crosses 50%. Education
allowance for disabled children of Government
employees shall be payable at double the normal
rates prescribed.

(vii) Higher Transport allowance at double the rates

subject to a minimum of Rs.1000 p.m. for persons
with disabilities employed in the Government.

Demands 3.1.9 A group of disabled employees placed their

demand to allow them Disability Allowance in lieu of the
present benefit of Conveyance Allowance. There is also
demand to provide extra allowance for disabled women
employees to take care of children up to the age of two
years.

Recommendation 3.1.10 After consideration of all the aforesaid factors and

the present scenario in Assam, the Commission
recommends benefits to the disabled employees as
follows:

i) Disability Allowance may be given to the

disabled employees at the rate of Rs. 500/-
 per month.

ii) Child Care Allowance at the rate of Rs. 500/-

per month is recommended for disabled
women employees to take care of child up to
attaining the age of two years. This allowance
is admissible up to two children.

iii) Introduction of Disability Pension for all

disabled employees of the State Government
at the rate of 50% of the amount admissible as
Disability Allowance.

iv) Provision regarding 3% quota for disabled

candidates should be implemented in letter
and spirit.

v) As far as possible, disabled employees may be

posted near their native places.

vi) An employee who acquires a disability during

the service period cannot be dispensed with or
reduced in rank provided he/ she is
performing duties.

vii)Number of Casual Leave available to the

disabled employees may be 12 days as against
8 days for other employees.

viii) Interest subsidy of 4% is recommended for

disabled employees only to purchase disabled
friendly conveyance (car/two wheeler) which
costs higher due to modifications.

ix) Aids and appliances like Dictaphones, Braille

writing equipments, CD player/tape recorder,
low vision aids and other learning equipments
that will enable the employees with disabilities
to discharge their official functions better may
invariably be made available free of charge.

x) The office environment may be made user

friendly for employees with disabilities by
construction of ramps, modified toilets etc.
 Chapter 3.2
Other Benefits
Leave Travel Concession (LTC)
Current Position 3.2.1 The existing provisions regarding LTC are as
follows:
i) Home Town: At present, LTC is allowed to the
State Government employees for journey to
their home town/ village within the state with
their family members once in a block of two
years and the fares or mileage or both as the
case may be are reimbursement by the
Government.

ii) Any place in India: The scheme of LTC for visit to

any place in India is allowed once in the block of 8
years before retirement.

6thCPC 3.2.2 The 6th Central Pay Commission has

Recommendations recommended as follows:
i) The Commission recommends that Central
Government employees should be allowed to
travel to their home towns along with their
families on three occasions in a block of four
years and to any place in India on the fourth
occasion. This facility shall be available to the
Government officers only for the first two blocks
of four years applicable after joining the
Government for the first time. The blocks of
four years shall apply with reference to the
initial date of joining the Government even
though the employee changes the job within
Government subsequently. The existing blocks
will remain the same but the entitlements of the
new recruit will be different in the first eight
years service.
ii) Travel entitlements, whether for the purpose of
 official tour/transfer or LTC, should be same but
no daily allowance shall be payable for travel on
LTC.
iii) Parents and/or step parents ( Stepmother and
stepfather) who are wholly dependent on
the Government employee shall be included in
the definition of family for the purpose of LTC
irrespective of whether they are residing with
the Government employee or not. The definition
of dependency is being linked to the minimum
family pension for all purposes. Accordingly,
all parents and /or step parents whose total
income from all sources is less than the
minimum family pension prescribed in Central
Government and dearness relief thereon would
be included in the definition of family for this
purpose.
iv) While encashment of Earned Leave up to 10 days
along with LTC to the extent of total of 60 days may
be continued, the leave encashed at the time of
availing LTC should not be deducted from the
maximum amount of Earned Leave encashable at
the time of retirement. Consequently, the
Employees would be eligible to encash 300 days of
Earned Leave at the time of their retirement, even
though they may have encashed Earned Leave of up
to 60 days during their career while availing LTC,
whether to their home town or to any place in India.

Decision of 3.2.3 The Government of India accepted the above

Government of recommendations.
India
Demands 3.2.4 The major demand of employees’ associations
is that an employee should be entitled to three LTCs
during the entire period of service. The Pensioners’
Association has also demanded one LTC during
retirement period. The Teachers’ Association has
demanded that LTC should be given during the early
years of employment rather than at the age of
retirement.
Analysis 3.2.5 The scheme of LTC was introduced to enable
government employees to discharge their social
obligations at their home towns/villages as well as
to acquaint themselves with different regions and
cultures of the country. The Commission is of the
view that the problem of travelling to home towns
is more acute for young officials as at that time,
 the requirement to visit home town is higher and
also the salaries are not sufficiently high to permit
even annual travel at their own cost to their home
town. Clearly, a more liberal LTC package needs to
be given to the officers during their early career in
the Government.

Recommendation 3.2.6 In consideration of the above mentioned

factors, the Commission recommends that the
present system of LTC may continue with
some modifications as follows:

i) LTC to any place in India may be given

to an employee after completion of five
years of service once during the entire
period of service.
ii) The definition of family for the
purposes of LTC shall also include
dependant parents. The definition of
dependency is linked with the minimum
family pension for all purposes.
Accordingly, all parents whose total
income from all sources is less than the
minimum family pension prescribed and
dearness relief thereon would be
included in the definition of family for
this purpose.
iii) Travelling Allowance may be given as
per entitlement on Journey by train.

Medical Facilities and benefits

Present Position 3.2.7 The present medical facilities admissible to the
State Government employees/ Pensioners including
family pensioners are covered under the provisions
of the Assam Medical Attendance Rules, 2008 as
below:
1. Free medical treatment is available to the
Government employees/ pensioners in State
Government hospitals.
2. Free Medical treatment is also admissible in
the recognized medical hospitals inside and
outside the state for specialized treatment in
respect of certain types of diseases with the
approval of the Authorized Medical Attendant
and D.H.S. wherever applicable.
 3. Monthly Medical Allowance of Rs. 350/-per
month is admissible to the serving State
Government employees/Pensioners/Family
Pensioners.
Position in 3.2.8 As per the 6th Central Pay Commission
Government of Report, the existing Medical Facilities for the Central
India Government employees/ pensioners are as below:-
1. The Central Government Health Schemes
(CGHS) is a compulsory contributory Health
Scheme for the Central Government
employees available in 24 Cities only.
2. Central Government employees have to
contribute varying sums between Rs.15/- to
Rs.150/- per month for this facility.
3. Pensioners/ Family Pensioners can also avail
these C.G.H.S. facilities on payment of
registration fee. It is not necessary for them
to live in the area covered by the C.G.H.S. for
joining it.
4. The C.G.H.S. does not cover the Central
Government employee living outside these 24
cities. They are entitled to re-imbursement for
medical treatment for medical attendance and
treatment under the Central Services (Medical
Attendance) Rules. Pensioners are not covered
under these rules.
5. Pensioners living in Non-C.G.H.S. area are
allowed a sum of Rs.100/-per month for
meeting their medical expenditure that does
not require hospitalization. In cases requiring
hospitalization, the pensioners living in non-
CGHS areas are eligible for reimbursement of
expenditure incurred on hospitalization in
accordance with the prescribed rules.
Recommendations 3.2.9 The Sixth Central Pay Commission
of the 6th CPC recommended as below:-
(i) That the Government should revise
entitlements for treatment in IPD for CGHS
card holders so that private ward facilities
are available at least to the employees in
PB-2 pay band.
(ii) The Commission was not in favour of
extending CS(MA) Rules to the pensioners
 as not only it will prove to be very costly
but will also suffer from problems relating
to submission of bills, its verification and
subsequent payment, etc. This will pose
additional problems for the pensioners
claiming reimbursement and will generate
additional administrative work with
attendant problems for the Government.
(iii) The Commission was of the view that an
insurance scheme should be devised for
meeting the OPD needs as well. In the
interregnum, the Government should
consider enhancing the amount of medical
allowance for pensioners living in non-
CGHS areas appropriately.
The Commission Further recommended a
Health Insurance Scheme for Central
Government employees / Pensioners as
under:-
(iv) For the existing employees/ pensioners the
Insurance scheme would be available on
voluntary basis subject to paying the
prescribed contribution. Contributions
should be based on the actual premium
paid. Group A, B and C employees should
contribute 30%, 25% and 20% of the
annual premium respectively with the
Government paying the remainder. This
arrangement should be reviewed
periodically.
(v) The Health Insurance Scheme would be
compulsory for new Government
employees who would be joining service
after the introduction of the scheme.
Similarly, new retirees after the
introduction of the Insurance Scheme
would be covered under the scheme. The
new recruits and pensioners will
consequently not be provided CGHS/ CS
(MA) facilities. The new recruits and the
new retirees may be paid an appropriate
amount for meeting their OPD expenditure
till the time an insurance scheme for
providing OPD facilities is devised.
(vi) Serving employees and existing pensioners
 shall have the option to opt out of CGHS
and subscribe only to the Insurance
scheme, thus making their own
arrangements for OPD needs. In such
cases, they will not pay contribution to the
CGHS. On par with new recruits, they will
need to contribute only amounts prescribed
for similarly placed class of employees/
pensioners under CGHS and may also be
paid an appropriate amount for their OPD
expenditure till the time an insurance
scheme for providing OPD facilities is
devised. The serving employees in non-
CGHS areas may also opt for Health
Insurance scheme and subscribe to the
same.
(vii) All personnel of the Central Government
including All India Service Officers, serving
and retired and others who are covered
under the existing CGHS and under CS
(MA) Rules may be offered the health
insurance scheme on a voluntary basis.
Demands 3.2.10 The major demands related to the medical
facilities are as below:
1. Health Insurance Scheme for meeting O.P.D.
needs should be introduced. In the interim
period, the rate of Medical Allowance
(Rs.350/-per month) should be enhanced
corresponding to the revised pay structure.
2. In comparison to the price hike of life saving
drugs, the existing medical allowance is not
sufficient for O.P.D. needs. Various
associations have suggested that monthly
Medical Allowance should be revised from
existing rate of Rs.350/-per month to Rs
1000/- per month.
3. Constitution of referral boards in each district.
4. A Geriatric Outpatient Unit and indoor ward to
be opened in every district and sub-divisional
hospitals for patients above 60 years of age.
5. Allowing treatment in larger number of private
Analysis hospitals and for larger number of illnesses
and in cases of accidents/emergent illnesses.
 3.1.11 There has been a persistent demand from all
sections of employees for higher Medical Allowance.
The increase has been sought on two grounds.
Firstly, that there has been a very steep increase in
the prices of all medicines. The second ground is
that with increasing age, the ailments increase and
expenditure on medicine is much higher. The second
ground is more relevant for employees in the higher
age group, pensioners and family pensioners. The
Commission spent considerable time deliberating on
these issues.
Viewed in isolation, in view of higher medicine
prices, the increase sought would appear to be
justified. However, the matter has to be seen in the
perspective of the pay revision adopting the Central
scales, the payment of Dearness Allowance at
Central rates, increase in House Rent Allowance and
other benefits recommended and the ability of the
State Government to pay and the general provisions
for health services to all sections of the people of
the state. The question of increase sought on the
ground of ailments with higher age, which are of
chronic nature, however, remains to be addressed.

Recommendation 3.2.12 After considering all the above mentioned

factors, the Commission recommends as
follows:
1) A Comprehensive Health Insurance
Scheme covering both indoor and
outdoor treatment in respect of State
Government employees and pensioners
be introduced. As an experimental
measure, this scheme may be
implemented for employees in receipt of
grade pay of Rs 5400 and above,
including pensioners retiring from posts
carrying equivalent pay. In case this
scheme is found to be successful,
gradually the scheme be extended to all
other categories of employees and
pensioners. The medical allowance paid
to the employees may cover the cost of
the premia paid to the insurance
company.
2) Till the Comprehensive Health Insurance
Scheme is introduced, as an interim
measure, the following be done:
i. Reimbursement of the cost of
medicine for all chronic ailments
purchased on medical advice by
employees, pensioners and family
pensioners be made. A list of chronic
ailments should be prepared, which may
include illnesses such as blood pressure,
diabetes, rheumatism, neurological
disorders, Alzheimer’s and Parkinson’s
disease etc., based on expert medical
opinion. The process of reimbursement
be made more patient friendly.
ii. Conditions be created to enable the
employees, pensioners and family
pensioners to increasingly seek medical
assistance, including outdoor treatment
and supply of medicines from
Government hospitals etc.
iii. Under the circumstances, the
existing rate of Medical Allowance to
employees be continued.
This may be treated only as an interim
measure. A new comprehensive health
insurance scheme may be put in place at
the earliest, preferably within one year
and practice of payment of Medical
Allowance may be discontinued.
2) In case of accidents in which Government
employees are seriously injured which
precludes him/her from going to
Government hospitals or authorized
private hospitals, treatment at the
nearest hospital, private or otherwise be
allowed without referral. In case further
treatment should be advised, the usual
system of referral be followed.
3) The above recommendation be followed
in case of Government employees on duty
going outside the places of their posting,
if any sudden serious illness occurs
precluding removal to an authorized
 hospital.
4) The provision for making medicine
available to the people of the state be
increased, making it double at the first
stage, so that the amount provided bears
the same proportion to the total
population as expenditure on medical
allowance to State Government
employees, till this system is followed.
5) The Government may take up review of
the list of private hospitals inside and
outside the state where State
Government employees may go for
medical treatment.
6) The Government may review the list of
illnesses for which treatment outside the
state could be permissible for the State
Government employees.
7) The Government may review the matter
of State Government employees availing
diagnostic facilities.
8) The question of setting up referral boards
in each district was examined. It is
observed that specialists with requisite
qualifications, in all disciplines required
for setting up referral board, are not
available in the districts. One reason for
this is that the state health service
recruitment is presently not done on the
basis of specializations but all are
recruited as Medical Officers regardless
of specializations. However, formation of
referral boards at zonal levels appears to
be feasible. The Government may,
therefore, examine the issue of setting up
referral boards at the zonal basis for the
convenience of State Government
employees and pensioners at the
following places: Silchar, Diphu,
Kokrajhar, Dhubri, Barpeta, Tejpur,
Jorhat and Dibrugarh.

Group Insurance Scheme (GIS)

Present position 3.2.13 Presently, the rate of monthly subscription
for the employees of different groups to be covered
under Group Insurance Scheme (GIS) is as follows:
Group A: Rs 120 per month with insurance
coverage of Rs 1, 20,000/-

Group B: Rs 60 per month with insurance coverage

of Rs 60,000/-

Group C: Rs 30 per month with insurance coverage

of Rs 30,000/-

Group D: Rs 15 per month with insurance coverage

of Rs 15,000/-

Recommendation 3.2.14 After due consideration of all the relevant

factors, the Commission recommends enhanced
insurance coverage for employees in receipt of
different grade pay as follows:

Grade Pay Insurance

Coverage
Up to Rs 1600 Rs. 1, 00, 000/-

Between Rs 1800/- and Rs Rs 2, 00,000/-

2800/-
Between Rs 4200/- and Rs Rs 3, 00,000/-
5100/-
Between Rs 5400/- and Rs Rs 4, 00,000/-
6600/-
Rs 7200/- and above Rs 5, 00,000/-

The monthly rate of subscription may be

increased accordingly.
General Provident 3.2.15 After considering all the relevant factors, the
Fund (GPF) Commission recommends that the Government
may examine introduction of Pass Books for
better administration of the GPF system as
demanded by the employees.
Advances
Present position 3.2.16 Presently, advances are given for house
 building, festivals and other purposes. Some
advances are interest free while some bear interest.
Recently, a Memorandum of Understanding has
been signed with a public sector bank to facilitate
loans at subsidised interest for various needs of the
employees. The Commission is of the view that
Government may tie up with public sector banks to
make soft interest loans available to the employees
in view of the large numbers of Government
employees.
Recommendation
3.2.17 After due consideration of all the relevant
factors, the Commission recommends the
following:
i) All advances be discontinued except festival
advance for employees in receipt of Grade
Pay up to Rs 1600 and bicycle advance for
employees in receipt of Grade Pay up to Rs
2800.

ii) Government may tie up with a public sector

bank to provide loans to employees.

iii) In case of disabled employees, interest

subsidy up to 4% be given only to purchase
personal conveyance (Car/ Two wheeler)
whose cost is higher due to required
modifications.

Advance increments for acquiring higher academic qualification

Present position 3.2.18 The principle for grant of advance increments to

various categories of posts in different departments has
been examined at length by the Assam Pay
Commission, 1979 and they observed as below:
“We feel that advance increment should be
granted only in those cases where educational
qualification of the incumbent is of greater use
in due discharge of the official duties in that
particular post. While acquisition of higher
qualification is always to be encouraged, we are
not recommending advance increment in all
such cases of acquisition of higher qualification,
unless it has direct link with actual performance
 of duties in the post.”
The Pay Commissions, 1988 and 1994 also
recommended for continuing the provision for grant of
advance increment from time to time. Presently, this
benefit is available to specific posts in some
departments.
Analysis 3.2.19 The Commission is of the view that advance
increments should not be given only on acquiring
higher qualification but only after evaluating actual
contribution to the public good by the employee owing
to the additional qualification acquired. This is
necessary because it is observed that in many cases,
acquiring additional qualification has no necessary
correlation with improved performance etc.
Recommendation 3.2.20 After due consideration of all the relevant
factors, the Commission recommends the
following:
a. Acquisition of additional qualification,
during the course of employment be allowed
by the department concerned, wherever
required, only if such additional qualification
has tangible utility in discharge of public
service.
b. Once an employee is allowed to acquire
higher qualification, the department shall
place him/her in suitable positions where
the employee can make adequate use of
his/her increased expertise to achieve
improved performance.
c. After 3 years of acquiring higher
qualification, the performance of the
employee during that period shall be
evaluated. If the evaluation indicates that
additional qualification has actually resulted
in better performance, the employee may be
given advance increment at the rate of 1%
as follows:

i) One advance increment for any qualification

which requires one year of study.
ii) Two advance increments for any
qualification which requires two years of
study.
iii) Four advance increments for any
qualification which requires minimum
three years of study.
d. The following categories of employees is
 illustrative of eligible employees who may
be allowed advance increment for
acquiring higher educational qualification:
i) All teachers/instructors including teachers
in schools, educational, professional and
training institutions such as DIET, SCERT,
Medical Colleges, Sanskrit tols, Survey
School, ITI etc.
ii) Librarians only for obtaining Masters
Degree in Library Science.
iii) Medical, Ayurvedic, Homeopathic and
Veterinary Doctors
iv) Scientific Officers of Directorate of Forensic
Science only for acquiring Ph.D. degree.
v) Scientists/ Technical personnel in Research
Institutes
vi) Agriculture, Fishery and Sericulture officers.
e. The qualification must be obtained from or
approved by a statutory body or a nationally
recognised institute.
f. Benefit of Advance Increment shall not be
given to employees who have acquired the
higher qualification with financial assistance
from the Government.
 Chapter 4

Pension and other retirement benefits

Present position 4.1 The pension benefits to the State Government
employees are mainly regulated by the following
rules, viz. Assam Services Pension Rules, 1969,
Assam Services (Extraordinary) Pension Rules, 1963,
Assam Services (Commutation of Pension) Rules,
1965, Assam Payment of Arrears of Pension Rules,
1963. Periodic changes regarding grant of pensions
and other retirement benefits have been made from
time to time on the basis of recommendations of
respective Pay Commissions. At present, more than
one lakh fifty thousand pensioners are dependent on
the pension benefits provided by the State
Government. The present status of pension and
various pension related benefits given to the State
Government employees are given below.
1. Superannuation Pension: The amount of
Superannuation Pension of the Government
employees retiring from service on or after January,
1996 is determined at the rate of 50% of last 10
months’ average emoluments with a qualifying
Service of 33 years or more. For a Government
employee who has rendered qualifying service of 10
years or more but less than 33 years at the time of
retirement, the amount of pension would be
proportionately less than the maximum admissible
pension. Superannuation Pension is also available at
Voluntary Retirement after 20 years of service. The
minimum pension is Rs.1225/- and the maximum
pension is Rs.8500/- at present.
2. Family pension: Provisions regarding Family
Pension are as follows:
i) In case of a Government employee who
dies while in service after having rendered
not less than seven years continuous
service, the rate of Family Pension payable
to the family is equal to 50% of the pay last
drawn or twice the Family Pension as
admissible under the normal Rules,
whichever is less, and the amount so
admissible is payable from the date
following the date of death of the
Government employee for a period of seven
years or for a period up to the date on
 which the deceased Government employee
would have attained the age of 65 years
had he survived, whichever is less.

ii) Further, in the event of death of a

Government employee after retirement, the
Family Pension on above mentioned rate is
payable for a period of seven years or for a
period up to the date on which the retired
deceased Government employee would
have attained the age of 65 years had he
survived, whichever is less.

iii) The rate of Family Pension after the period

mentioned in (i) and (ii) above is admissible
at 30% of last basic pay.

3. Commutation of Pension: Commutation of pension

to the pensioners is regulated by the Assam Services
(Commutation of Pension) Rules, 1965. The rate of
Commutation of pension is one third of basic pension
in respect of State Government employees. The
commuted pension is restored after 14 years from
the date of commutation of pension.
4. Special Family Pension: There is a scheme for
granting Special Family Pension to the family of a
Government employee who is killed while
discharging his duties by the extremists/dacoits and
other anti social elements. It is at the rate of full
monthly salary including increments, DA and all
other allowances as were admissible to the deceased
Government employee till the date of
superannuation of that employee had he remained in
service. The rate of Special Family Pension is last
pay drawn with all emoluments with the increments.
5. Ex Gratia: At present, an ex-gratia amount of Rs
one lakh in case of Gazetted employee and Rs fifty
thousand in case of death of non gazetted employee
is sanctioned to the families of deceased
Government employee killed while engaged in
discharge of his/her duties. This is over and above
the gratuity available under normal pension rules.
6. Gratuity:

i) The types of gratuity payable to

employees of Government of Assam are
 Death, Retirement, Service and Terminal
Gratuity.

ii) Service Gratuity is payable to a

permanent employee retiring before
completion of 10 years of service (Such
employees get no Superannuation
Pension because of retirement before 10
years of qualifying service.) It is payable
at the rate of half month’s emoluments
for every six months of qualifying
service.

iii) Death-cum-Retirement gratuity is

payable at the rate of one fourth of
emoluments for each six monthly period
subject to maximum of 16.5 times the
emoluments including DA or Rs 3.5
lakhs, whichever is less.

7. Age of retirement/superannuation: The present

age of retirement is 60 years.
8. Voluntary Retirement: Presently, Voluntary
Retirement is permissible for State Government
employees after 20 years of service.
6th CPC 4.2 The Sixth Central Pay Commission has
Recommendation recommended as follows:
s 1. Superannuation Pension:
i) No change in the present rates of pension
which is payable at 50% of emoluments on
completion of minimum prescribed years of
qualifying service.
ii) It suggested that the employees can perhaps
utilize new pension scheme which envisages a
second tier, where contributions can be made
on voluntary basis by the employee to increase
their future pension.
iii) It recommended older pensioners to get a
better deal because of their needs relating to
health that increase with age. Thus following
increase is recommended:

On attaining Additional Quantum of

age of Pension
80 Years 20% of basic pension
85 Years 30% of basic pension
 90 Years 40% of basic pension
95 Years 50 % of basic pension
100 Years 100 % of basic pension

iv) It recommended that linkage of full pension

with 33 years of qualifying service be
dispensed with. The pension should be paid at
50 % of average emoluments received during
the past 10 months or the pay last drawn
which ever is beneficial, once an employee
renders minimum qualifying service of 20
years. This will take effect only prospectively.

2. Commutation of Pension: It did not

recommend any change in the maximum percentage
of commutation allowed i.e. 40% or in the period of
restoration i.e.15 years. However, it recommended
that all future cases of commutation of pension to be
considered as per the revised commutation table.
3. Family Pension:
i) In case of a Government employee dying in
harness, Family Pension at enhanced rate
may be paid for a period of 10 years.

ii) The dependency criteria for all purposes

should be the minimum family pension along
with the dearness relief thereupon. This
should be followed in the case relating to
payment of family pension as well.

iii) In accordance with the recommendation

of higher quantum of pension to the old
pensioners, quantum of Family Pension is
also proposed to be increased as follows.

On attaining Additional Quantum of

age of Family Pension
80 Years 20% of basic family pension
85 Years 30% of basic family pension
90 Years 40% of basic family pension
95 Years 50 % of basic family pension
100 Years 100 % of basic family
pension

iv) For the purpose of nomination for

eligibility to get family pension etc. the term
 family is divided into two categories. The
widowed daughters have been placed at a
disadvantage by putting them in second
category, whereas sons, whether married/
unmarried/ widowers/divorced are placed in
first category. The widowed daughters are
proposed to be placed in the first category.

v) The childless widow of a deceased

Government employee should continue to be
paid family pension even after her
remarriage subject to the condition that the
family pension shall cease once her
independent income from all sources
becomes equal to or higher than the
maximum prescribed family pension in the
Central Government.

4. Extraordinary/ Disability Pension: In case of

death or disability due to acts of violence by
terrorists, anti-social elements etc., whether in
performance of duties or otherwise, Extraordinary
family pension equal to last pay drawn up to
remarriage or death is payable. After remarriage
rules governing ordinary family pension are
applicable. If the deceased employee has no widow
but leaves behind only children, then all children
together get 60% of basic pay subject to minimum
of Rs 2500. In case of bachelors, family pension
equal to 75% of pay last drawn is payable in case
both the parents are alive or at the rate of 60% in
case of only one parent is alive irrespective of their
income. The 6th CPC recommended no changes in
extraordinary pension rules. It only recommended
that, in the case of disability pension for 100%
disability, where the individual is completely
dependent on someone else for day to day functions,
a Constant Attendant Allowance of Rs 3000 per
month needs to be extended to civilian retirees
which is accepted by Government of India. The detail
provisions in Government of India are as follows:
1. In case of death or disability attributable to
service or due to accidents in the
performance of duty, extra-ordinary family
pension equal to last pay drawn up to
remarriage or death is payable.
 2. In case of disability, normal pension and
gratuity is payable along with disability
pension equal to 30% of pay for 100%
disability, which is proportionately reduced
for reduced disability. This is subject to the
condition that aggregate of service and
disability elements is not less than 60% of
the basic pay last drawn.

3. In case a Government employee is

discharged from service on account of
injuries sustained in specified operations as
a result of attack by or action against
extremists, anti social elements or in
international war or border skirmishes then
he is entitled to a disability pension that
comprises of service element and disability
element. The service element comprises of
the amount of retiring pension plus gratuity
counting service up to the date on which
the employee would have retired in normal
course. The disability component payable is
equal to the normal family pension for
100% disability with the aggregate of
service and disability component not being
less than 80% of pay last drawn.

5. Ex Gratia: The 6th CPC recommended the

enhancement of existing rates to Rs 10 lakhs in case
of death occurring due to accidents in course of
performance of duty whether attributable to acts of
violence by terrorists, anti social elements etc. or to
Rs 15 Lakhs in case of death occurring due to enemy
action in international war or border skirmishes and
death while on duty in case of natural disasters,
extreme weather condition while on high altitude
etc.
6. Gratuity:
i) The provision of Service Gratuity is
allowed in addition to the retirement
gratuity.

ii) Retirement Gratuity is payable to all

employees retiring after minimum 5
years of qualifying service. It is payable
at the rate of one fourth of emoluments
 for each six monthly period subject to
maximum of 16.5 times the emoluments.

iii) Death Gratuity is payable in case of

death in service. It is paid at the rate of
twice the emoluments for service less
than one year. In case of service
between 1-5 years it is paid at the rate
of six times the emoluments. For service
between 5 to 20 years, it is payable at
twelve times the emoluments. In case
the service exceeds 20 years, the death
gratuity is payable at the rate of half the
emoluments for every six months period
subject to a maximum of 33 times the
emoluments.

iv) The maximum limit on the gratuity

payable is increased to Rs 10 Lakhs.

7. Fitment benefit to past pensioners: The 6th

CPC recommended all past pensioners to be allowed
fitment benefit equal to 40% of the pension
excluding the effect of merger of 50% dearness
relief. This was subjected to the condition that the
revised pension in any case should not be lower than
fifty percent of the sum of the minimum of the pay
in the pay band and the grade pay corresponding to
the pre-revised pay scale of the post from which the
pensioner had retired. The pension/family pension of
past retirees (pre 2006) is consolidated by including
the following:
i) The effect of merger of 50% dearness relief w.e.f.
1-4-2004
ii) Dearness pension wherever applicable
iii) Dearness relief at 24% of basic pension/family
pension
iv) Fitment weightage at 40 % of existing
pension/family pension by excluding merged
50% dearness relief from the pension.
The recommendations of the 6th CPC in this regard is
quoted below:
“The Commission, accordingly, recommends that all
past pensioners should be allowed fitment benefit
equal to 40% of the pension excluding the effect of
merger of 50% dearness allowance/dearness relief
 as pension (in respect of pensioners retiring on or
after 1/4/2004) and dearness pension (for other
pensioners) respectively. The increase will be
allowed by subsuming the effect of conversion of
50% of dearness relief/ dearness allowance as
dearness pension/dearness pay. Consequently,
dearness relief at the rate of 74% on pension
(excluding the effect of merger) has been taken for
the purposes of computing revised pension as on
1/1/2006. This is consistent with the fitment benefit
being allowed in case of the existing employees. The
revised pension, in no case, shall be lower than fifty
percent of the sum of the minimum of the pay in the
pay band and the grade pay thereon corresponding
to the pre revised pay scale from which the
pensioner had retired.”
8. Age of Retirement/Superannuation: The 6th CPC
recommendations in this regard are as follows:
“The Commission recommends that the current age
of superannuation at 60 years should be maintained.
Further, except in the case of Scientists and Medical
Specialists, no extensions should be given in any
other case. Tenure based posts should be filled by
incumbents who have sufficient period of service left
before the stipulated age of retirement. Medical
Specialists and Scientists may, however, be allowed
extension of Service of up to 2 years on a case to
case basis”.
9. Voluntary Retirement: The 6th CPC has
recommendations in this regard are as follows:
“The Commission, accordingly, recommends that all
Central Government employees seeking voluntary
retirement on completion of qualifying service equal
to or more than 15 years but less than 20 years
should be paid one time, lump-sum, retirement
benefit equal to 80 months’ salary last drawn or
average salary, whichever is more beneficial to the
retiring employee inclusive of benefits like service
gratuity and death cum retirement gratuity that shall
stand subsumed.”
Decision of 4.3 The Government of India has accepted all the
Government of above mentioned recommendations of the 6th CPC
India with regard to various aspects of pension and other
benefits.
Major Demands 4.4 Various associations of employees including
pensioners’ association have placed different
demands before Commission relating to pension.
 These are summarised as follows:
i) Employees rendering minimum 5 years of
continuous service be given pension benefits
regardless of whether permanent or
temporary.
ii) Pension at enhanced rate is sought as many
other countries have pension rates up to
75% of basic pay. Periodical upward revision
of pension without any ceiling is also
demanded.
iii) Increase in pension for pensioners as they
grow older.
iv) Age of retirement to be increased to 62
years.
v) Commuted portion should be interest free
and only the commuted portion be deducted
in 12 years in equal monthly instalments.
vi) The deduction of Commutation of Pension
should start from the date of drawl of the
amount and not from the date of medical
examination, in cases where medical
examination is necessary.
vii) The family pension should be the same as
the last pension drawn by the deceased in
case of death after retirement.
viii) Special family pension at the rate of Rs
10,000 for the families of police personnel
dying in violent act etc.
ix) The basic pension of the past retirees should
not be less than the revised pay of the
corresponding post held by the pensioners at
the time of retirement.
x) Voluntary Retirement after completing 15
years of service instead of present minimum
Analysis of 20 years.

4.5 During the deliberations, it was pointed out that

since the State Government has already decided to
introduce the New Pension Scheme, the existing
Defined Benefit Pension Scheme is actually a dying
scheme. Hence, further revision of it’s parameters,
particularly after automatic revision of basic pension
corresponding to revision of basic pay, is not
necessary. In this connection, the Commission
observes that in Government of India also, the New
 Pension Scheme has been introduced and made
operational and there also it is a dying scheme.
Despite this, the 6th Central Pay Commission has
recommended some additional benefits to the
pensioners and family pensioners which have been
accepted by Government of India.

Recommendation 4.6 After careful consideration of all the above

mentioned factors, the Commission recommends
the following:
1. Superannuation Pension:

a. The Superannuation Pension of all

Government employees be determined at
the rate of 50% of the last emolument
received or average of last 10 months
emoluments whichever is beneficial to the
employee.

b. Qualifying service for receiving full

pension be fixed at 20 years instead of
present 33 years.

c. Minimum amount of full pension be Rs

3000/-. Maximum amount of full pension
be Rs. 27500/-.

d. Additional quantum of pension be given in

accordance with increase in age as
follows:

On Additional Quantum of
attaining Pension
age of
75 Years 15% of basic pension
80 Years 25% of basic pension
85 Years 30% of basic pension
90 Years 40% of basic pension
95 Years 50 % of basic pension
100 Years 100 % of basic pension

e. Those employees who have completed

more than 10 years but less than 20 years
of qualifying service shall be entitled to
proportionate pension.
2. Family Pension:

a. In all cases, Family Pension at Full rate of

Superannuation Pension be given for a
period of 10 years or till the
employee/pensioner would have attained
the age of 70 years, whichever is earlier.

b. Thereafter, the Family Pension will be

determined at the rate of 30% of the last
emolument drawn by the employee which
in no case be less than minimum family
pension as prescribed.

c. Additional quantum of pension in

accordance with increase in age of the
present recipient of the family pension
may be given as follows:

On Additional Quantum of
attaining Pension
age of
75 Years 15% of basic pension
80 Years 25% of basic pension
85 Years 30% of basic pension
90 Years 40% of basic pension
95 Years 50 % of basic pension
100 Years 100 % of basic pension

d. All provisions regarding definition of

family shall be as per recommendations of
the 6th Central Pay Commission.

e. Minimum Family Pension be Rs. 2200/-.

3. Special Family Pension:

Current provisions regarding Special Family

Pension may remain unchanged. Special
Family Pension shall be followed by normal
family pension later on. In case there is no
widow, recommendations of the 6th Central
Pay Commission may be followed.

4. Gratuity:

Present limit of Death cum Retirement

Gratuity be enhanced up to maximum of Rs 7
lacks. Service Gratuity may be given at
 present rate if an employee retires before
completing 10 years of qualifying service.
Other provisions regarding Gratuity may
remain unchanged.

5. Commutation of pension:

The current provisions regarding

Commutation of Pension may continue with
some modifications as follows:

a. The Commission recommends that all

State Government employees have to
necessarily apply for Commutation of
Pension at the time of submitting
pension papers. However, if it appears
to the satisfaction of the Controlling
Officer that the employee was unable to
apply for Commutation due to some
genuine reasons, a reasonable period
up to 6 months may be allowed for
applying for Commutation. In such
exceptional cases, the provision of
medical examination may be kept. This
shall also address the issue of
deduction of commuted portion, which
would henceforth start from the date of
drawl of the commuted pension.

b. The Commission also recommends

adoption of revised Table of
Commutation Value (Annex 4.1) as
adopted by Government of India, if
found suitable.

6. Ex Gratia:

The Government may review the provisions

regarding Ex Gratia.

7. Fitment benefit to the past pensioners:

All past pensioners be allowed fitment benefit

equal to 40% of the pension. The increase
will be allowed by taking into account the
effect of conversion of 50% of Dearness
Relief as Dearness Pension. Consequently,
Dearness Relief at the rate of 86% on pension
has been taken for the purposes of computing
revised pension as on 1/1/2006. This is
consistent with the fitment benefit being
 allowed in case of the existing employees.
The fixation will be subject to the provision
that the revised pension, in no case, shall be
lower than fifty percent of the sum of the
minimum of the pay in the pay band and the
Grade Pay thereon corresponding to the pre
revised pay scale from which the pensioner
had retired.

8. Introduction of disability pension:

The Commission recommends
introduction of Disability Pension for
disabled employees as follows:
i) All disabled employees of the State
Government be given Disability
Pension after retirement.
ii) In addition to normal pension and
gratuity, Disability Pension shall be
payable at the rate of 50% of the
amount of Disability Allowance as
admissible to Disabled employees.
iii) In case a Government employee is
discharged from service on account
of injuries sustained during
performance of duty, then the
employee shall be entitled to a
disability pension that comprises of
service element and disability
element. The service element
comprises of the amount of retiring
pension plus gratuity counting
service up to the date on which the
employee would have retired in
normal course. The disability
component payable is equal to 30%
of last emoluments for 100%
disability with the aggregate of
service and disability component
not being less than 80% of pay last
drawn. The rate of disability
component shall be reduced in
proportion to reduction in degree of
disability.

9. Age of Superannuation:

The Commission recommends no change in

 current provision of age of superannuation at
60 years.

10. In respect of all provisions relating to

emoluments, Superannuation Pension,
Gratuity, Family pension, Commutation of
Pension, Ex Gratia, unless specified as
above, shall be in accordance with decision
of Government of India on the
recommendations of the 6th Central Pay
Commission.
 Chapter 5
Leave matters
Present Position 5.1 In respect of the State Government employees,
whether in a permanent or other capacity, the
admissibility of leave of any kind is governed by
the Leave Rules, 1934. Following are the
categories of leave admissible to the Government
employees:
1. Casual Leave: 15 days’ Casual Leave is
admissible to a regular Government employee in
a calendar year
2. Earned Leave: Provisions regarding Earned Leave
are as follows.
(i) Government employees other than those who are
serving in the vacation departments are entitled to
Earned Leave for 30 days in a calendar year. The
maximum accumulation of Earned Leave is allowed
up to 300 days.
(ii) Earned Leave is credited to leave account of
employees in two instalments of 15 days each on 1st
January and 1st July every year.
(iii) Government employees serving in vacation
departments are entitled to 10 days’ Earned Leave
in lieu of 20 days Half Pay Leave. The maximum
accumulation of Earned Leave for such employees is
allowed up to 80 days.
3. Half Pay Leave: 20 days’ Half Pay Leave is
admissible for every completed year of service to an
officer in permanent and temporary capacity.
4. Commuted Leave: Commuted Leave is granted
only on medical grounds not exceeding half the
amount of Half Pay Leave to the credit of an
employee on the following conditions:
(i) He/She has to complete one year of service at
the time of proceeding on leave.
(ii) When Commuted Leave is availed of, twice the
amount of such leave shall be debited against
the Half Pay Leave due.

5. Extraordinary Leave: Extraordinary Leave may be

granted to an officer without allowances in the
following circumstances:-
(i) In cases where no other leave is admissible by
rule.
(ii) Although other leave is admissible, the official
concerned applies for Extraordinary Leave.
 Except in the case of permanent employment, the
duration of Extraordinary Leave on any one occasion
shall not exceed the following limit:
(i) Three months.
(ii)Six months in cases where an employee has
completed 3 (three) years of continuous service
on expiry of leave of any kind due and has
requested for such leave supported by a medical
certificate.
(iii) Eighteen months Special Leave for undergoing
treatment for (a) Pulmonary Tuberculosis (b)
Leprosy and (c) Cancer.
6. Special Disability Leave: 120 days Special
Disability Leave is admissible to a Government
employee who is disabled by injury caused during
his duty or in consequence of his official position.
7. Maternity Leave: Provisions regarding Maternity
Leave are as follows:
(i) A female Government employee with less than
two serving children may avail Maternity Leave
for a period not exceeding 135 days.
(ii) Maternity Leave shall not be debited to the leave
account.
(iii) Maternity Leave may be combined with leave of
any other kind.
8. Study Leave: Twenty four months study leave
with leave salary is admissible if duly certified to be
in the interest of public service on completion of 5
years’ service by the Government employee.
9. Leave Encashment Benefits: Provisions regarding
Leave Encashment are as follows:
(i) Cash payment of unutilized Earned Leave is
admissible for 300 days at the time of retirement
for all Government employees other than those
serving in vacation department.
(ii) In case of Government employees serving in
vacation Department, leave encashment benefit
up to maximum 80 days of unutilized leave is
allowed.
6th CPC 5.2 The 6th Central Pay Commission has
Recommendation recommended as follows-
1. The number of Casual Leave, Half Pay Leave
and Earned Leave shall remain unchanged.

2. The Commission has recommended 12 days

casual leave for physically disabled
employees. The number of casual leave for
 this category of employees, therefore, will
stand increased to 12 days.

3. From 1/9/1981, Principals, Head Masters and

teachers, working in schools and from
28/7/1984, Librarians, Laboratory Assistants
and Watermen working in schools have not
been allowed the facility of half pay leave. This
facility needs to be restored for these
categories as the present rules place them in
difficulties in times of sickness, etc. These
categories should be made eligible for half pay
leave on par with other Central Government
employees.

4. Maternity leave of 135 days is presently

permitted to women employees for two
children. Further leave up to a period of one
year can be availed of in continuation of
Maternity leave. The Maternity leave should be
increased from 135 days at present to 180
days and the period of leave which can be
availed of in continuation of Maternity leave
should be increased to 2 years instead of one
year at present.

5. The concept of child care leave exists in

countries like Japan & Netherlands where
women employees are allowed leave to look
after the needs of their children. A similar
facility needs to be extended in Central
Government as it will facilitate women
employees to take care of their children at the
time of need. All women employees having
minor children may, therefore, be allowed
total leave of up to two years (i.e. 730 days)
for taking care of up to 2 children whether for
rearing the children or looking after any of
their needs like examination, sickness, etc.
Child care leave should also be allowed for the
third year as leave not due. However, no child
care leave shall be given for a child who is
eighteen years of age or older.

6. No change is recommended with regard to

Paternity Leave which is 15 days at present.
Decision of 5.3 The Government of India has accepted the
Government of recommendations relating to disability, maternity
India leave, child care leave and extension of half pay
leave facility to teachers.

5.4 The commission received various demands from

Demands different associations regarding leave matters as
follows.
1. Various associations of teachers have
demanded increase in the number of Earned
Leave admissible in a year from 10 to 30 just
like other Government employees. They have
also demanded enhancement in Leave
Encashment facility from maximum 80 days
presently to maximum 300 days as in the case
of other Government employees.

2. Many Associations have asked for unlimited

encashment facility of unutilized Earned Leave
instead of the present limit of 300 days. They
have also demanded partial encashment
during service period itself.

3. Employees of various departments have

demanded increase in facility of Study Leave
to increase their academic qualifications.

4. Maternity Leave may be increased to 180 days

from 135 days at present.

5. Introduction of Child Care Leave on lines of 6th

CPC recommendations.

6. Paternity Leave of 15 days may be allowed.

Analysis 5.5 The Commission has taken following aspects

into consideration while arriving at its
recommendations.
1. Presently, Principals of Central Government
schools are allowed 30 days earned leave in a
year along with 20 days half pay leave
because they are supposed to be working
even during vacations whereas other teachers
are entitled to only 10 days of earned leave in
a year and 20 days of half pay leave. Both
 Principal and teachers are allowed leave
encashment up to 300 days at retirement.

2. 6th CPC found no justification in increasing

the number of days from the present 300 for
leave encashment.

3. It is observed that principals, Headmasters of

schools, colleges which come under vacation
departments have to work even during
vacations in view of increased workload and
stress on improving quality of academic input.
Principal and Headmasters of vacation
departments may be allowed leave and leave
encashment benefit in line with entitlement of
Central Government employees working in
vacation departments.

4. It is observed that Study Leave is very

essential for teachers, lecturers and all those
who are engaged in academic and educational
fields. They need to improve their
qualifications and stay updated about various
developments in different branches of
knowledge to impart better quality of
academic input to the students.

5. Maternity leave may be increased up to 180

days in line with provision for Central
Government women employees but provision
of 2 years child care leave may hamper
smooth running of Government office as
number of women employees is approximately
one lakh at present.

6. Casual Leave may be brought down to 8 days

in line with provision for Central Government
employees.

7. The Commission is of the view that demands

for unlimited encashment of Earned Leave is
not justified because it should not be
considered as source of financial benefit. The
basic purpose of Earned Leave is to ensure
leave facility to the employee without any
financial loss in terms of salary etc. In fact,
the Commission encourages the employees to
 go on periodic leave which helps in better
work-life balance and physical and mental
rejuvenation which consequently leads to
better productivity. The Commission also finds
no rationale in unlimited accumulation of
Earned Leave or partial encashment of Earned
Leave during service period.

Recommendation 5.6 After considering all the relevant factors, the

Commission recommends as follows:
1. Number of Casual Leave admissible to an
employee may be 8 days in a year instead of
present limit of 15 days. This limit may be
enhanced to 12 days in case of physically
disabled employees.

2. Enhancement in Earned Leave facility only for

principals and headmasters working in
schools and colleges to 30 days in a year
from the present limit of 10 days. Present
limit of 10 days may continue in case of
teachers and other employees of vacation
department.

3. Enhancement in the benefit of encashment of

Earned Leave for all the employees of
vacation departments from the present limit
of 80 days to 150 days.

4. Accumulation of Earned Leave may be

allowed up to maximum of 300 days for
the State Government employees except
those working in Vacation departments
and the same may be encashed only after
retirement. The other provisions
regarding Earned Leave may remain the
same.

5. Extension of Half Pay Leave facility to the

principals, teachers and other staff of schools
and colleges on par with other Government
employees.

6. Introduction of Special Study Leave for

academic staff, provisions of which are as
follows:

i) This leave may be granted to principals,

teachers and other academic staff of
academic institutions including
institutions like DIET, SCERT etc. to
 acquire higher academic qualification
like B.Ed., Ph.D. etc.

ii) This leave may be granted up to

maximum period of 4 years in which 3
years shall be with leave salary and 1
year shall be without leave salary.

iii) This Leave can be taken up to 2 times

for maximum of 2 years at a time with
exception of Leave for Ph.D. in which
case it may be availed up to maximum
of 4 years.

iv) There shall be a gap of minimum 5

years between grant of two study
leaves.

v) Study Leave under this facility shall not

be granted after 45 years of age.

vi) An employee can avail this facility only

after completion of 5 years of service.

vii) The grant of Special Study Leave is

subject to smooth functioning of the
school or college in the absence of the
concerned employee as well as
functional utility of the degree course
for imparting better teaching.

viii) The concerned employee shall have to

execute a bond with the State
Government for mandatory service for
10 years after the completion of degree
course. Breach of provisions of the
bond should result in non admissibility
of any retirement or other benefit.

7. All other provisions regarding Study Leave

may remain the same.

8. Enhancement in the present limit of

Maternity leave to 180 days from 135 days at
present. Maternity Leave may be combined
with leave due of any other kind up to a
period of 6 months in addition to 180 days.

9. Introduction of 15 days Paternity Leave up to

maximum of 2 children. Leave under this
facility shall not be debited to leave account.

10. Current provisions regarding Commuted

Leave, Extraordinary Leave, Special
 Disability Leave, Leave without pay etc. may
continue.

Chapter 6

Holidays and office timings

Current Position 6.1 Presently, holidays and office timings of the State
Government offices are as follows:

i) 33 Gazetted holidays along with 2 Restricted

holidays in a year.

ii) Holidays on 2nd & 4th Saturday of each month.

iii) 15 days' Casual Leave, 20 days' Half Pay Leave & 30

days' Earned Leave is allowed for a State
Government employee per year.
 iv) Office Timings are 10 AM to 5 PM from 1st March to
30th October & 10 AM to 4:15 PM from 1st
November to 28th February.

v) Deputy Commissioner of the district may announce

any local holiday under current provisions of
Government Notification.

vi) State Government occasionally allows Special

Casual Leave for some employees to attend
meetings of service associations, Sahitya Sabha etc.

Position in Central
6.2 Prior to recommendations of the 6th Central Pay
Government prior
Commission, the position in Government of India was as
to 6th CPC
follows:
recommendations
i) 17 closed days in a year including 3 National
holidays & 14 Gazetted holidays.

ii) 2 Restricted holidays in a year

iii) 8 Days' Casual Leave, 20 Days' Half Pay Leave &

30 Days' Earned Leave is allowed in a year.

6th CPC
6.3 The 6th Central Pay Commission considered all the
recommendations
relevant factors and recommended as follows:

i) Continuation of present system of 5 working days

a week with office timings from 9 AM to 5 PM,
thus observing International norm of 40 hours
per week.

ii) Government Offices to remain closed only on

3 National Holidays.

iii) Restricted holidays are increased from 2 to 8

covering all the erstwhile Gazetted holidays.

iv) Every Head of Department, in consultation with

employees can declare office closed on
maximum 2 restricted holidays in a year for the
entire office. In such a case, all employees shall
be deemed to have availed 2 restricted
holidays.

v) The number of days of Casual Leave, Half Pay

Leave & Earned Leave remains unchanged.
 vi) 12 Days' Casual Leave for physically
handicapped employees.

vii) Facility of Half Pay Leave is granted to

Principals, Headmasters, teachers, Librarian,
Laboratory assistants & watermen working in
schools which was not available earlier.

Demands
6.4 It is noteworthy that many employees’ associations
have stressed the need to reduce the number of holidays
and introducing 5 working days week in view of its
increasing the quality of service delivery and customer
satisfaction.

Analysis 6.5 The Commission has taken following factors into

consideration before arriving at its recommendations.

i) Comparative statement regarding total working

hours in a year for both Government of Assam
and Government of India is as follows:

a. Government of India:

245 Working days * 8 Hr = 1960 Hrs

b. Government of Assam:

172 Working Days * 7 Hrs= 1204 Hrs

84 Working Days*6:15 Hrs = 517 Hrs

Total = 1721 Hrs

Thus, offices of State Government have around

239 less working hours than that of
Government of India. To bridge this gap, the
working hours of the State Government offices
need to be increased suitably.

ii) As the entire country has only one time zone,

Assam could have been in an advantageous
position as there is generally one hour to one
and half hours’ difference from the rest of the
country. Although the sun rises early at around
4 to 5 AM, we do not make effective use of
sunlight as there is a long waiting period till 10
O’ Clock till offices open. This is in sharp
 contrast with rest of the country where the sun
rises much later but Government offices open at
9 AM.

iii) Even though offices in Government of Assam

close by 4:15 PM (45 minutes before the normal
timing) for 4 months during winter, the opening
time remains the same at 10 AM.

iv) 87% of Assam’s population resides in rural

areas. Generally villagers come early in the
morning for some official work related to
Government offices but have to wait till 10 AM
and many times even up to 11 AM in case of
lack of punctuality amongst employees. Their
woes increase further by the fact that in most
cases, the last public transport available to go
back to their villages is available up to about
5PM. All these factors justify revised timing and
early opening of Government offices in the
public interest.

v) As Assam needs to catch up with rest of India,

we need a better work culture with more hours
of work and Government employees can set an
example by working longer hours.
vi) It is evident that the growing number of holidays
has adversely affected the effective delivery of
various services and also led to further
deterioration of Governments’ image in the
minds of general public who comprise mainly of
farmers, shopkeepers, daily wage workers etc.
who toil throughout the year with hardly any
holidays. Various bandhs, strikes have further
reduced the number of working days in a year.

vii) Increasing the number of gazetted holidays has

only led to a growing demand of various
communities/sects to declare more gazetted
holidays for their festivals or in the names of
their revered personalities. People of Assam
belong to diverse castes, communities, sects,
religions etc. The idea that plural cultures can
thrive only if government offices are closed
needs to be revisited. It is important to show
respect for the sentiments of various
communities without compromising the quality
of public service. This is possible only with a
more flexible system of holidays wherein there
is clear distinction between employee centric
personal restricted holidays and collective
 holidays of National or State importance.

viii) It is important to make Government

businesslike. Ad hoc grant of the Special Casual
Leave etc. adversely affects the work culture.

Recommendations
6.6 After considering all the relevant factors, the
Commission recommends the following:

1. In respect of the offices of Assam

Government, office timings be 9 AM to 5
PM from 1st March to 31st October and 9 AM
to 4:30 PM from 1st November to 28th
February. The Government may examine
measures to effectively increase the
number of working days and hours even
further as there is large development gap
between Assam and rest of the country.

2. The Government may also examine putting

a cap on the number of holidays.

3. It has also been observed that sometimes

local holidays are declared in case of
VIP/VVIP visits which cause inconvenience
to public coming to Government offices and
hence such practices should be stopped in
future.

4. The practice of grant of Special Casual Leave

for attending meetings of service
associations etc. should be stopped.
Employee may avail Casual Leave available
to them for such purposes.

Chapter 7
Reorganisation of Services
Levels for all 7.1 It is observed that the Assam Pay
Heads of Commission, 1979, recommended the rationalization
Departments of the pay scales of different Heads of Departments
and their categorisation by grouping them into three
levels based on the importance of each Directorate
on the basis of its position in general administration
of the State, its importance for providing services to
the public, the total budgetary transaction, the total
number of employees and such other relevant
factors.
7.2 The APC 1988 in their turn rationalized the
pay scales of all posts from the level of Assistant
Director to the level of Director.
7.3 The APC 1994 recommended the
corresponding revised pay scales for all the
administrative posts from the level of Assistant
Director to the Director under three levels namely
Level I, II and III and the continuance of the
classification of Heads of Departments in three
levels which was mentioned in ROP Rules 1998.

7.4 Officers and staff of various Directorates in level II

and III have demanded upgradation of the levels of
these Directorates in view of wider ambit of their
functioning.

7.5 The Commission found that there has been a sea

change in the situation on the basis of which 30 years
ago the then Pay Commission classified the Directorates,
and the subsequent Pay Commissions till 1994 continued
the practice. The enormous changes that have taken
place in the functioning, scope and nature of duties of
various Directorates during the last decade, not to speak
of during thirty years, indicate the urgent need to review
the present position. Many Directorates in Level II and
III have gained significant importance compared to some
Directorates in level I. Budget, manpower and such
factors do not necessarily represent the importance of a
particular HoD in this knowledge age. For instance, the
earlier Pay Commission considered the Planetarium,
Directorate of Museums and the Directorate of Historical
and Antiquarian Studies as lower level Directorates. In
present times, the increasing importance of such
institutions has to be appreciated in the sp
read of knowledge, in dissemination of a scientific bent of
mind and imparting a sense of history and pride in
Assam’s

Past among the children and youth in the State. Hence,

the situation calls for an urgent review.

7.6 One of the primary requirements for smooth

functioning of the Government is the need for effective
coordination among various departments. In today’s
context, where functional boundaries between
 departments are becoming less and less prominent,
departments often have to complement and supplement
each other’s functions. In such a situation, if most of the
departments are not put on an equal footing, inter
departmental coordination cannot be on a common
platform which may give rise to malfunctioning of the
system. Sharing of knowledge and expertise between
departments will be the order of the day in the coming
days and putting most of the directorates at the same
level will ensure the same.

7.7 After considering all the relevant factors, the

Commission recommends that there should be only
two levels of Directorates in regard to pay and
allowances and pay related benefits of officers and
staff of all the Directorates. All the Directorates are
reclassified into two levels as given at Annex 7.1.
The following shall not be covered by this
recommendation:

(i) Offices of department such as Police, Forest

etc. which are traditionally and functionally
headed by officers belonging to the All India
Services, and such officers will continue to
draw pay in the scales of pay of those
services.

(ii) Officers of Assam Civil Service, Assam Police

Service, Assam Forest Service posted in any
Directorate, who will draw pay in the scales
of pay of those services.

(iii) Engineers in Works Departments and medical

doctors, including ayurvedic and homeopathic
Pyramidal doctors, who will draw pay in the pay scales
structure recommended by the Commission.

(iv) All other officers and staff, including those

posted in offices headed by State Government
officers other than those mentioned above
will draw pay in the common scales
recommended by the Commission.
The Commission observes that some
Directorates appear to have outlived their
utility. For example, The Directorate of State
Lotteries and the Trade Advisor and Director
Movements, Kolkata. The Government may
examine the question of closing down these
Directorates and redeploying the staff.
7.8 Pyramidal structure for all Heads of
 Departments including field offices: It has come
to the notice of the Commission that various
departments have structures that are different in
respect of number of promotion posts at various
stages. This has resulted in a situation where
promotion prospects in different departments vary,
leading to comparative stagnation and resultant
frustration. With a view to ameliorate this problem,
uniformity in structures is the solution. The
Commission is conscious of the fact that in some
departments with very small strength of posts, such
a solution might not be practical. The Commission is
of the view that it would be possible to bring about
uniformity in the structures of departments where
the strength of officers is around 100.
7.9 After considering all relevant factors, the
Commission recommends that all departments
with strength of about 100 or more officers in
the Directorate, should follow a structure in
the ratio of 1:2:4:8:16:32. The post at the top,
the post of Director may be taken as Tier 1. In cases
where, the post of Directors is filled up by members
of the All India/Assam Civil Services the second
stage i.e. posts at Tier 2, such as that of Additional
Director, will be considered the starting point for
descent in the pyramid. This pattern may not be
followed in respect of posts borne in the AIS cadre
and the Works departments. It is also true that
geographical factors such as districts/subdivisions
determine the strength of certain posts in so far
there have to be officers at the district and sub
divisional levels. Care has to be taken to see that
such geographical factors do not result in a skewed
structure and as far as possible a uniform structure
in the shape of a pyramid be followed to the extent
practicable.
Statistical 7.10 It has been observed that the Directorate of
Services Economics and Statistics under the Planning and
Development Department is entrusted with the
responsibility of collecting, processing and
dissemination of statistics in the State. At the same
time, many other departments also collect and
produce statistics and have posts with job titles
similar to those in the E&S Directorate. However,
the statistics of such departments are in many cases
not given credence e.g. in case of statistics relating
to agricultural production in the State. To go into
further detail, in the Agriculture department there
used to be personnel deputed from E&S Directorate
for statistical work, but over time the system of the
Agriculture departmental personnel collecting the
data and producing statistics appears to have
developed. This has led to an anomalous situation.
Collection, processing and production of statistics
are specialized functions and those who are not
qualified and trained for this special work cannot do
justice to this work. Departments sometimes
contend that the statistical work of the department
does not get the priority it deserves as the E&S
Directorate is unable to complete the required work
in time to meet the requirements of various
schemes. It is true that over time schemes have
proliferated and particularly in respect of Central
Sector and Centrally Sponsored schemes, lot of
statistics is required at frequent and regular
intervals. It is felt that this problem can be resolved
through awareness of requirements, discussion and
appropriate prioritization.
7.11 After thorough consideration of all these
factors, the Commission recommends that all
posts dealing with statistics except posts in
the subordinate cadres in various departments
of the State Government be filled up by
qualified and trained personnel from the E&S
Directorate. All existing incumbents may be
allowed to complete their present tenure, upon
completion of which the posts be filled up on
deputation from E&S Directorate. In case any of the
present incumbents are appropriately qualified and
trained and there are no insurmountable difficulties
in their absorption in the Directorate of E&S on
mutually agreed terms, the question of such
absorption may be considered. The question of
declaring the ES&S Directorate as the Nodal
Authority in the State for all statistical purposes may
be examined by Government in due course. The
Commission also recommends that the
Government may examine reorganisation of
functions and related services in respect of
publicity, planning and library services etc.
These functions, across all departments, could
be made responsibility of departments such as
Information and Public Relations, Planning and
Library Services on lines similar to
 recommendations made for Directorate of E&S
as mentioned above.

Job Enrichment 7.12 The Commission is of the view that we have to be

conscious of the environment in the twenty first century
and of the fact that organizations in most countries are
moving forward towards a world where jobs are more
meaningful and enriched. The functions hitherto carried
out by various grades of employees are being reviewed
and attempts made to convert these jobs into purposive
ones with largest possible degree of measurable direct
output. One significant step taken in this direction by
many institutions is computerization and paperless
offices. Many jobs hitherto considered as “staff” jobs can
become enriched and become “line” jobs with the help of
technology and the incumbents can derive greater
degree of satisfaction from their jobs. The supporter can
become a doer and at the end of the day can be aware of
having delivered a tangible benefit. This is possible in a
world which is by and large paperless. The Commission
feels that the State Government, being a progressive
organisation would certainly like to move towards
functioning in keeping with the developed world. Many
job functions may be revisited to bring about enrichment
in all jobs in the state.

7.13 In this context, examination of the role of the

category of posts known as Class IV is relevant. In many
institutions world over, this function has been
reorganized. Even in our own country the Central
Government is doing away with the institution of what
was known as Group D. There is adequate justification
for reviewing the question of continuance of Class IV in
the state. No doubt the jobs of Class IV meet one
objective, of providing unskilled employment. However, a
progressive society and Government should aspire for a
situation where employment provided is productive and
provides satisfaction, rather than in soul deadening
functions carried out repeatedly and monotonously.

7.14 After considering all the relevant factors, the

Commission recommends the following:

(i) The Government may examine enrichment

of jobs, including multi tasking which
could be meaningfully performed by
qualified incumbents of Class IV.
(ii) The Government may examine outsourcing
such of the jobs presently carried out by
Class IV employees as are not essential to
the core functioning of departments or
 security related.
(iii) In the interim, there should be no further
recruitment to Class IV.
(iv) The revised Pay Bands for Class IV
employees in PB1 be treated as Terminal
Pay.

Creation of Assam Administrative Service

Introduction 7.15 The Assam Civil Service is the premier civil service
in the State. This service has contributed significantly to
the establishment of an effective administration in the
state. ACS officers occupy posts such as EACs, Circle
Officers, SDO, DC etc. at the cutting edge level and also
discharge duties in various posts ranging from Deputy
Secretary up to Commissioner and Secretary in the
Secretariat with crucial roles in policy formulation and
implementation. But over a period of time, due to
various factors, the stature, dignity and leading role of
ACS has been seen to be diluted in recent times. The
Commission is of the view that it is important to address
the situation in a forward looking manner and ensure
that the state and the people get the benefit of a premier
generalist service which is a sine qua non for growth and
development of the state. In this context, the
Commission recommends creation of a new civil service
which may be named as ‘Assam Administrative Service’
(hereafter referred as AAS). The Commission is
suggesting the following concept note on the new Service
for examination by the Government.

Rationale 7.16 One of the attributes of a premier service is

behind that it is a service which attracts the brightest
creation of a youth of the State, who are highly motivated and
new Premier oriented towards making contribution to society.
Service Another attribute of a premier state civil service,
in the Indian administrative context, is how long it
takes for members of such a service to be
considered for induction into the AIS. During this
period, members of the state premier service have
to be trained suitably and their service path
chalked out to prepare them for discharging duties
appropriate to higher echelons.

7.17 The proposal for the AAS is formulated in

the background of the reported current thinking in
Government about creation of some new services
such as Revenue Service and Rural Service. This
proposal for AAS fits in with this line of thinking. It
is presumed that when the Revenue Service and
Rural Service are formed, the future of ACS will be
reviewed. The formation of these services and AAS
when decided will have to necessarily imply
putting an end to the ACS as it is at present. Once
that decision is firmed up, it will mean that no
further recruitment to ACS should take place.

7.18 Stagnation has been a very big problem of

the ACS. ACS officers have to stagnate at junior
level posts like Circle Officers, EACs etc. for 10 to
15 years. This has understandably led to
demoralisation amongst members of the recent
batches of ACS as their batch mates in other
services have been promoted to higher posts even
though ACS was the first preference of majority of
the top rankers in the combined examination
conducted for recruitment to ACS and other
services. AAS would ensure fast track promotions
in contrast.

7.19 The ratio between IAS and ACS officers in

the state stands at about 1:6 which is possibly one
of the highest in the country. It has also led to
deterioration in the prestige, service conditions
and promotion prospects of the ACS. In many
other states like Tamilnadu, Kerala etc. the state
civil service officers get inducted into the IAS in 8
to 10 years because of the intake is small in each
batch and there is regular recruitment. It is
observed that in Assam it takes anything from 20
years to 25 years for an ACS officer to be
considered for IAS. Smaller cadre strength of AAS
would lead to induction of the qualified AAS
officers into IAS within a reasonable period which
hopefully may be as low as 10 to 12 years of
 service.

7.20 The AAS officers should be asked to prove

themselves in challenging assignments and in
posts in remote and backward districts of Assam,
as the highest degree of dedication and
professionalism would be expected to be the
hallmark of this new premier service.

7.21 Presently, many batches in ACS suffer from

lack of training and reorientation. All officers of
AAS would be given intensive training for 1 year
on the lines of IAS training as it would be easier to
properly train and motivate a small group of
officers. Their performance in training would also
determine inter se seniority and future career
prospects as happens in the case of IAS.

7.22 Recruitment to AAS should be entrusted to

an institution which has unquestionable reputation
and integrity and a rigorous selection process, as a
part of which, interviews by top bureaucrats and
reputed personalities in the state should be
provided for, to ensure entry of the best talent.

7.23 Thus this new superior civil service would be a

premier service in true sense of the term and would
address most of the lacunae and anomalies in the
current ACS.
Proposed 7.24 The total cadre strength of newly created
Modalities of AAS shall be limited to around 180. This would
initial ensure efficient cadre management. In the new
composition set up, AAS shall replace ACS as the premier
and further service of the state. The following ideas are put
recruitment forward in respect of recruitment to AAS:

7.25 It is necessary that the position of the

present batches of ACS officers who were
considered the premier service so far be given a
reasonable degree of protection. It is therefore
suggested that initial recruitment to the AAS shall
be from among ACS officers who are young
enough to undergo effective reorientation, subject
to ensuring that the brightest officers in the ACS
are inducted. The following indicative process may
be considered:
1. First batch: There may be 30 recruits in the first
year from ACS through a selection process of
internal departmental examination from the 1992,
1993 and 1995 batches of ACS.

2. Second batch: There may be 15 recruits in the

second year through selection from the 1997 and
1999 batches of ACS.

3. Third batch: There may be 15 recruits in the third

year though selection from the 2002 and 2004
batches of ACS.

4. Fourth batch: There may be 20 recruits from all

ACS officers regardless of batches, within the
maximum age limit to provide an opportunity to
those officers who might have missed the
opportunity earlier.

7.25 The batches of ACS up to 1986 are not

being considered as the officers are already in the
zone of consideration for IAS or most of them are
likely to be above the suggested upper age limit of
45 years.

7.26 It has been observed that one of the

problems in respect of the ACS has been that
there has not been regular annual recruitment
with reasonably uniform batch sizes. Recruitment
to the AAS must necessarily be every year as in
the case of that of the IAS, on a pre-fixed date
every year and the batch size shall be 10 every
year.

7.27 The selection procedure would have two

stages namely, written examination and interview.
Interview shall be conducted by eminent
personalities and senior beauracrats. All ACS
officers between the age of minimum 30 years and
maximum 45 years can appear for the internal
departmental examination for selection into AAS.
Minimum 8 years of completed service in ACS
would be mandatory to appear for the internal
examination for AAS to ensure due weightage for
experience.

7.28 After initial recruitment, the intake to AAS

 will be 10 annually and the recruitment shall be
done entirely through a rigorous process. At the
cost of repetition, it is emphasised that
recruitment shall be by open competitive
examination to be held by an institution of highest
credibility to select the brightest candidates. The
age limit to appear for the exam shall be minimum
21 years and maximum 29 years. The examination
would be followed by interviews by experienced
beauracrats and reputed experts. Recruitment to
the AAS shall be done every year without fail as in
the case of Central Group A/ All India Services.

Service 7.29 The initial recruits from ACS shall undergo 6

Conditions months reorientation training on the lines of Phase
II and III of All India Services. The new direct
recruits in AAS shall undergo intensive training of
one year in line with the training for IAS. Their
performance in training would also determine inter
se seniority and future career prospects as in the
case of IAS. The entry level salary for open market
recruits to AAS will be comparable with that of All
India Services and they would continue to have an
edge in salary in recognition of its premier status.
Recruits from the ACS shall be suitably placed in a
pay band comparable to PB 3 of Central
Government pay structure.

7.30 After initial training, the officers of the first

4 batches who have been recruited from ACS will
be directly given higher responsibilities. The direct
recruits to AAS shall serve as EACs/ Circle Officers
for about two years and then would be given SDO
(Sadar) or SDO posting for around 2 years and
thereafter would be made ADCs. However, AAS
officers who are inducted from ACS should get
higher responsibilities as outlined above. Direct
recruits may become DCs after 10 years of
completed service. Posts may be suitably encadred
for AAS.

7.31 It is expected that officers in the AAS shall

be inducted into IAS after 10-12 years of service if
not earlier. It is also expected that AAS shall
become the principal feeder service for IAS. In the
interim period, as there will be those ACS officers
who were beyond the age of 45 and could not
appear for AAS, both AAS and ACS will be feeders
to the IAS. Only such officers of the ACS who
could not be considered for the AAS due to higher
age, will constitute the small group of ACS officers
eligible for consideration for the IAS along with the
AAS officers. After the consideration of these
officers of ACS cadre is over, AAS will be the sole
feeder service to IAS. In the interim period,
induction into IAS may take place from AAS, ACS
and non ACS officers with respective quota of
60%, 25% and not more than 15%. Once the
consideration of those ACS officers who could not
be considered for the AAS due to age factor is
over, the AAS may be considered for 85% of the
vacancies for induction into IAS.

7.32 It may be borne in mind that creation of

AAS is primarily for better administration and not
to be viewed only as a panacea for solving existing
problems of ACS. Incidentally, recruitment of 80
officers from ACS into AAS would help in reducing
the existing stagnation to considerable extent.
Secondly, it would also provide a golden
opportunity for best performers in ACS, apart from
the brightest youth of the state to secure an
avenue for fast track promotions and better career
prospects. The Commission sincerely hopes that
creation of AAS would bring about much needed
reform in the higher echelons of administration.
 Chapter 8

Administrative Reforms and Training

Administrative 8.1 One of the mandates given to the Commission was

Reforms ‘to suggest re-organisation of the existing services with a
view to improve rationalisation of workload and
efficiency’. In order to treat this requirement
meaningfully, the Commission has interpreted this
mandate in a slightly broader context. It has assumed
that the Government’s overriding concern is to make
itself more effective. Hence, the Commission thinks that
mere re-organisation of the existing services may not be
adequate. While recommendations for reorganisation
have been given in a separate chapter, the Commission
has also addressed some of the persistent problems that
hinder smooth functioning of the Government. The
Commission, during its prolonged deliberations, found
some fundamental issues that need to be addressed and
set right, which would facilitate improvement in the
functioning of Government machinery to a great extent.

8.2 The Commission also noted that the State

Government had set up the ‘Assam Administrative
Reforms Commission’ under the chairmanship of Shri
Jatin Hazarika IAS (Retd.). The said Commission
submitted its Report in 2005. The Government of Assam
had submitted a Note to the Pay Commission outlining
the steps taken by it to implement the various
suggestions made by the Reforms Commission. However,
it was noted that only a few of the Commission’s
suggestions have been implemented, while most of the
major and crucial suggestions are still in the process of
implementation. The Pay Commission is of the opinion
that a concerted and time bound implementation
programme for administrative reforms is of crucial
importance to the State.

8.3 It is interesting to note that Shri Jatin Hazarika, in

his introduction to the Assam Administrative Reforms
Commission Report has quoted from Machiavelli as
follows:

There is nothing more difficult to arrange, more doubtful

of success, more dangerous to carry through than
initiating changes.
The innovator makes enemies of all those who prosper
under the old cover, only lukewarm support is
forthcoming from those who would prosper under the
new.

Men are generally incredulous, never really trusting new

things unless they have tested them by experience.

Nicholas Machiavelli, The Prince, 1513

8.4 Hence it is not surprising that the pace of

introducing reforms as suggested by the Administrative
Reforms Commission has not been exactly at the speed
that might have been preferred by the Government. The
positive feature that is observed is the total commitment
towards reforms in the top echelons of the Government.
Normally, no change is possible unless it is whole-
heartedly and demonstratively supported from the top. It
is now necessary for the top echelons, both at the
political level as well as the administrative level, to
renew their whole hearted commitment to the process of
reforms on a continuous basis and take effective steps
for materialising the same.

8.5 One of the reasons for slow implementation of the

proposed reforms may be that the recommendations of
the Administrative Reforms Commission are being
implemented on a piece-meal and pilot experiment basis.
Resistance to change and development of a feeling of
insecurity due to change is normal in most human
beings. Thus when change is introduced on an
experimental basis, those who feel threatened by the
proposed changes would not show any enthusiasm
towards its success. In such situations change normally
fails to see the light of the day.

8.6 In this case, since change is imperative and is of

urgent necessity, the best way is for change to be
introduced encompassing one and all, simultaneously,
with clear policy direction from the highest authority with
time bound action plans, demanding compliance and
conformance. In order to avoid a situation wherein mere
lip service is paid to the required changes, there should
be an awareness programme. The proposed changes, the
implications of the changes, the benefits that would
accrue and the need to change oneself to accommodate
change must be communicated in elaborate detail to all
those who are going to be affected by the changes.

8.7 Many groups and individuals had submitted

representations to the Commission. The Commissions
 heard almost all of them and also made field visits to find
out the ground situation in outlying areas. It was
interesting to note that many employees in the field were
interested in changes being made in the way the
Government functions and very positively stated that
they would welcome any change that would not only
improve their own service conditions, but also improve
the delivery mechanism for providing service to the
people. Most of them were also willing to undergo the
requisite training that would help them to perform their
jobs better. Thus, the Commission is of the opinion that
if communicated properly, any change initiated would be
welcomed by the employees.

8.8 One common phenomenon that emerged from the

deliberations during the hearings and the field visits was
that a large number of vacancies exist at various levels
in the departments and at the same time, a large
number of employees languish due to stagnation in the
absence of promotion opportunities. It was also seen
that in some departments, direct recruitment of officers
has not taken place for more than a decade. This has
given rise to a demographic imbalance, mainly amongst
the officer cadres and shall result in an acute shortage of
employees at the higher level in the long run. This was a
curious phenomenon and the Commission felt necessary
to address the issues of appointments in Government
and Service Rules, which were the main factors for such
a state of affairs.

Service Rules and 8.9 The Commission is of the view that it is important
related issues to ensure effective implementation of well established
systems and procedures which are not only time tasted
but also have strengthened the administration over the
years. In this regard, the Commission recommends
the following:

1. Timely Office inspections be carried out

regularly.

2. Provisions like FR (56) relating to periodic

assessment and compulsory retirement of
employees be implemented in letter and
spirit.

3. Departmental proceedings be completed

within maximum period of 3 years. The
Government may further examine taking
action on the employees entrusted with
holding the proceedings if they do not
 complete the proceedings within due time.

4. Sensitisation and reorientation of employees

at cutting edge level about established
systems and procedures to be done.

8.10 The Commission noted that in many Departments,

there are no Service Rules. Personnel administration was
carried out through some Executive Orders. It was also
found that in one Department, the draft Service Rules,
prepared long ago, are still to be approved. Even in
Departments where Service Rules are in existence, they
are often found to be inadequate. In some cases, the
Service Rules did not cover all the employees of the
Department. In other cases, it is found that the Rules are
not modified to accommodate changes that have taken
place. The result is that the departments are mired in
court cases involving promotions and filling up of
vacancies.

8.11 Therefore, the Commission recommends that

the Government may immediately take up a time
bound programme of action as follows, to be
completed at the earliest:

1. Review the existing Service Rules and

make necessary modifications, changes
and corrections necessary to ensure
litigation free application in future.
2. Where draft Service Rules are awaiting
approval, the Draft Rules be reviewed and
wherever necessary, changes be made and
approved and put in operation;
3. Where no Service Rules exist, the concerned
Departments should undertake the exercise
of preparing Draft Service Rules on a war
footing and get the same approved and make
them operational.

8.12 The Commission further recommends that in

the Service Rules, the procedure of appointment to
various posts in the Department should be
specified in clear and unambiguous terms. The job
requirements, the qualifications and experience
necessary and the recruitment procedure should be
stated in clear terms so that there is no scope for
any misinterpretation in future. Service rules may
also include minimum graduation and Computer
literacy as indispensable qualifications in all the
posts which require basic academic knowledge for
effective performance.
 8.13 The Service Rules should include all the
employees of the Department, including jobs that
may not be in line with the main activities of the
organisation, like those of the Information Officers,
Research Officers, Accountants etc. The mode of
their appointment in the Departments should be
clearly stated in the Service Rules. Their probable
career progressions should also be properly
defined so that they do not suffer from frustration
due to stagnation or non-progression in their
career.

8.14 Another feature that needs to be

incorporated in the Service Rules is documentation
and records. The time frame for completion of
various documents like writing the Annual
Assessment Reports, preparing Departmental
Annual Reports etc should be clearly laid down so
that at the time of promotion, all documents are
ready and accessible.

Attachments 8.15 The Commission also noted that a large number of

field level posts in some rural outlying areas were
attached to other establishments in Guwahati or other
urban places. This has resulted in deprivation of
availability of service to people in these outlying areas,
for which the posts were originally created.

8.16 The Commission recommends that the

practice of attaching Government officials to other
departments/establishments should be
discouraged to the maximum extent. The
Commission further recommends that henceforth,
the officers who get attached to another
department or establishment would not be entitled
to any of the allowances that the incumbent was
entitled to in the original post.

Appointment 8.17 Regarding appointment of personnel at all levels of

the Government, the Commission recommends the
following:

i) Each and every appointment in the

Government, including school teachers
should be made through a regular, rigorous
and laid down process of recruitment only.
The job requirements, qualifications and
pertinent experience required, the skills
 essential for the performance of the job
must be clearly specified before a
recruitment process is undertaken and
there should be no scope for relaxation of
these requirements.

ii) Departments should undertake periodic

review of its vacancy situation and timely
anticipatory action must be taken to
ensure that vacancies are filled up as soon
as they occur.

iii) All Appointments should be made through

Commissions that may be set up, with
rigorous provisions that preclude
interference from any quarter. There
should be separate Selection Commissions
for posts like that of teachers, nurses,
constables etc. The Staff Selection
Commission should be revived. It should
also be ensured that all the Selection
Commissions are manned ONLY by
experienced persons of impeccable
integrity.

iv) The Commission further recommends that

incorporation of provisions for recruitment
similar to those under Regulation 3 (f) of
APSC regulations should be avoided in the
constitution of the various Selection
Commissions or in the departmental
Service Rules.

v) Maximum age limit of recruitment should

be 29 for open category which may be
relaxed up to 5 years for reserved
categories.

Promotions 8.18 It is observed that in many departments there is

provision of promotion from subordinate services to
senior positions by way of percentage reservation. As the
Commission has recommended longer spans of Pay
Bands under which the employees shall not face
stagnation even if they do not actually get promoted,
the Government may review the existing provisions
in various service rules and consider setting a limit
beyond which the members of subordinate services
should not be promoted. This is necessary to avoid
dilution of state level services.
 8.19 Many departments are facing problems in effecting
promotions in their departments due to various reasons.
There should be no difficulty in application of a
promotion policy that is sound, transparent and well laid
out. However, the frequent problems being faced at
various levels indicate that the promotion policies being
followed need review and modifications. Hence the
Commission recommends that a comprehensive
review of the existing promotion policies of various
departments be undertaken on an urgent basis and
where necessary, changes be made in the existing
Service Rules to ameliorate the situation.

8.20 While promotions are being considered, it is often

found that the process cannot be initiated because of
lack of proper documentation. In the IBOP system
recommended by the Commission, it is laid down that
keeping documentation up-to-date would be one of the
primary responsibilities of senior officers. Officers in their
annual review would be assessed on the basis of
complying with the requirement of maintaining
documentation up-to-date.

Application Forms 8.21 The Standard Application form for application for
Government posts is found to be inconvenient. The
Commission recommends that the form be changed
into a more elaborate form incorporating more
information about the applicant. A new form is
given at Annex 8.1 that may be used with
immediate effect.

Advent of IT and 8.22 The whole world is undergoing an upheaval due to

Government the advent of IT which today impacts almost every
aspect of our lives. The main advantage of Information
Technology (IT) is that at very low cost, IT can speed up
transactions and information flow, facilitate control
processes and bring out deviations and aberrations that
may hold up action. We have already witnessed the
impact of IT in the banking sector. The so called ‘paper-
less’ office is becoming a reality.

8.23 The Commission notes that the State Government

has taken many initiatives to introduce e-governance
and make the benefits of IT available even to the
remotest corners. It has also been observed that many
IT savvy officials have taken initiatives to introduce IT
oriented administrative processes in different areas. It is
however necessary that all such efforts are made in a
 concerted manner in order to have the desired benefit to
people and there is compatibility amongst the efforts
made by different people.

8.24 The Commission specifically recommends

that departments in the State Secretariat are taken
up for complete computerisation in a time bound
manner. A few of the most important departments,
beginning with Personnel and Administrative
Reforms may go in for complete computerisation
within one year, and paper files in these
departments should be history within this period,
except as record. This may be viewed as “too much
too fast” but the only way to put new ideas into
practice is to go forward resolutely and
comprehensively. A well executed time bound
action plan can make Government of Assam the
first State Government in the country to become
entirely ‘paperless’. A compilation regarding best
practices in E-Governance in other states is given
at Annex 8.2

8.25 The above recommendations are made by the

Commission as part of its mandate to improve the
functioning of the Government. The Commission
sincerely believes that in consideration of the very large
outgo of public funds implicit in pay revision, the
Government and the employees should deliver more,
deliver better and deliver satisfactorily. The reforms
recommended are essential steps in that direction. The
Commission reiterates that the recommendations are to
be implemented in toto and at one go. Any
fragmentation or dilution would go against the nature
and spirit of the suggestions and would defeat the very
purpose of change for which the people of the State are
earnestly hoping for.

Training 8.26 The recommendations of the Commission, as part

of a package, essentially hinge upon better service
delivery to demonstrate to the tax payers that the State
Government employees deserve the benefits flowing out
of this report. Service delivery by an implementing
mechanism depends to a great extent on how well
equipped the personnel who man it are to do what is
expected to be done.

8.27 An employee’s ability to perform depends upon

three attributes: firstly, the employee must have the
requisite knowledge pertaining to the job to be
performed. Secondly, simply having the requisite
knowledge is not enough to perform one’s job; the
employee also must have the skills required for the job.
Thirdly, the employee also must have the motivation that
provides the drive towards action. A combination of
these three ingredients results in the effectiveness of an
employee although the quantum of these factors may
vary from job to job and level to level. While motivation
is of crucial importance at the lower levels of hierarchy,
knowledge and skills become paramount at the higher
levels. For best results, there has to be a system that
ensures that an employee is well endowed with these
three characteristics that comprise an effective
employee, and in the right mix.

8.28 Knowledge is something that is acquired

through formal education and training. Also,
knowledge undergoes constant change and
therefore, it is essential that an employee’s
knowledge is regularly updated. Thus, knowledge
based training becomes necessary in an employee’s
work life. Further, Skills are of two types: there are
skills which are pertinent to the performance of a specific
job, like that of a driver having driving skill or an
accountant having accounting skill. In the other category
are skills of a general nature like communication skills or
interpersonal skills. The amount and mix of skills
required would also vary from job to job. However, it is
important to remember that skills are something that can
be acquired through constant practice and training. Also,
with changes in technology and other environmental
factors, often skills need to be upgraded. Thus skill
training is the second essential attribute required to
become an effective employee.

8.29 The third factor is Motivation, which can be simply

described as a desire to achieve positive results and
having the requisite level of motivation to work to
achieve the positive results. Motivation is something that
is internal to a person, yet conditions can be created and
training can be imparted that would help develop self-
motivation in a person. It has also been seen that often
motivation becomes the driving force that makes an
employee effective. A person may have the best of
knowledge and be highly skilled, but if the person lacks
motivation, the utility of being highly endowed becomes
nullified. It is very important that we have a highly
motivated work force to achieve the numerous goals of
the Government.

8.30 It has been seen that most of the countries in the

developed world lay special emphasis on training. Some
countries have mandated training through their
Constitution and Laws. It has been seen that in most
developed countries, almost the entire work force
undergo some form of training on a regular basis. Pre-
employment training, even for jobs of very temporary
nature, or jobs normally considered low down in the
scheme of priority, such as a menial job, is undertaken
by most organisations in these countries. The general
level of efficiency seen at various levels in the developed
countries can be singularly attributed to the amount of
training imparted to the people.

8.31 Training also helps in developing the individuality

of a person, contributing to the quality of life. Training
often assists an employee to develop a different
perspective of one’s work and life and helps the trainee
to see his own job in a different context, in the totality of
the organisation’s mission and goals. Training also helps
a trainee to have a respite from the routine drudgery of
work, share and exchange views and ideas with others,
all of which contributes to the quality of one’s life. Thus
training also has benefits which cannot be quantified, but
which helps an employee to lead a better life, both inside
and outside the work place.

8.32 Therefore, to build up the capacity of the State

Government employees in developing their knowledge,
skill and motivation levels, training plays a very
important part. Professionalism is something which is
desired in any Government employee. One of the pre-
requisite of professionalism is pre-entry training in one’s
field or profession. Training is best given at the stage
when an employee enters service, as the fresh recruits
are likely to be more attuned to receiving, absorbing and
internalising the contents of training courses. It is seen
that at present, very few State Government employees
undergo regular training. Very few services in the state
have provision for induction training immediately on
appointment. The Commission was also informed that in
many cases, the level and intensity of training have been
diluted and duration of training has been reduced. This is
an unfortunate state of affairs.

8.33 While such training is useful and necessary for all

categories of employees, it is most essential for teachers
and other academic staff as what they impart to future
generations depends greatly on what inputs they have
received. There used to be regular pre-service training
for teachers in the past. However, it is observed sadly
that this is not so any longer. Numerous national level
surveys have indicated that one of the biggest
 shortcomings of our education system is the absence of
inadequacy of teacher training. Another glaring
deficiency is the lack of administrative acumen in
teachers who are placed in administrative positions in
educational institutions such as principals. This situation
definitely needs to be remedied and the Commission
would like the Government of Assam to take the lead in
this regard.

Recommendations 8.34 After considering all the relevant factors, the

Commission makes following recommendations:
1. Adoption of a Training Policy which specifies
that training for all the State Government
employees is essential and that all employees
will be trained regularly without fail.
2. All departments/organizations of the State
Government should allocate a minimum of
1.5% of their Plan budget to be spent on
training of employees. Utilization of this
budget should be periodically reviewed and
any under utilization should result in cut in
the budget of that department.
3. The measure of participation in the process
of training should be an input into the
assessment of employees for grant of
additional increment under IBOP. Controlling
officers who do not release employees in
their control deserve an adverse entry in
their IBOPs.
4. A dedicated cadre of trainers should be built
up in all departments.
5. Training Need Analysis (TNA) should be
conducted in all departments, to be repeated
periodically to fine tune the design and
content of training courses which would be
appropriate for different levels of employees.
6. All employees should be put through
Induction Training upon joining which should
have an examination with award of marks
and assessment at the end of the course. The
marks obtained should be added to the marks
of the recruitment examination and these
marks should form roughly 35-40% of the
total to be taken into consideration for
determination of seniority, as is done in the
case of the All India Services.
7. A time-bound concrete plan should be
prepared within which all employees of the
 State Government should be trained.
8. In case of ACS inductees, the duration of
training should be of adequate length,
comparable to the IAS/Assam Police.
9. All major departments should set up training
institutions for training their employees.
Groups of departments may also share
training institutions, jointly set up and run
e.g. all works departments such as PWD,
Water Resources,
Irrigation, PHE could jointly set up and run a
training institution.

10. In order to cover the employees in the field,

district/zonal training institutions may be set
up in due course with increasing availability
of trainers and building up of required
infrastructure.

11. The Commission has also recommended that

directorial and instructional staff in Training
Institutions be given a training allowance of
20% of their basic pay.

12. The Government may organize training

programme for concerned employees about
the new system of running pay bands, IBOP
etc. as recommended by the Commission for
smooth transition into the new system.
 Chapter 9
Financial Implications

Date of effect 9.1 The Commission recommends the revised

pay structure to take effect from 1.4.2009 but
the revised pay for employees shall be
notionally fixed as on 1.1.2006. The pay of the
employees would be fixed along with
increments at 1%, Dearness Allowance etc.
with effect from 1.1.2006 but no arrears would
be paid for the period up to 31.3.2009. In view
of the assessment of economic and financial
condition of the state as per information
available to the Commission, the Commission
does not recommend payment of arrears for
the period between 1.1.2006 and 31.3.2009.
All recommendations regarding allowances
and other benefits will take effect only
prospectively.
Financial 9.2 The broad estimate of the additional annual
implications financial implication of the recommendations made
by the Commission is as follows:
(Rs. In Crores)
Items Additional annual
financial implications
Pay 3500
Pension 700
Allowances 300
etc.
Total 4500

9.3 The additional annual financial implication is

estimated to be Rs 4500 Crores for 2009-10 which
is estimated to increase by 10% during each
subsequent year due to increase in Dearness
Allowance, annual increments etc.
9.4 The Terms of Reference of the Assam Pay
Commission, 2008 includes a reference to the
AFRBM Act. The Commission has taken note of the
implications of the AFRBM Act in the matter of pay
revision. In this connection the Commission
observes that the present recessionary tendencies
have impacted the major countries of the world,
barring India and China to an extent. India has
faced some adverse consequences such as drop in
exports and many jobs have been lost in the export
oriented sectors. The Government of India has
relaxed some of the provisions of the FRBM Act this
year. In Assam no steps in this direction have been
taken yet. The matter of pay revision and the
AFRBM Act have to be viewed in a broader context.
Salaries and allowances of Government employees
are not Zero Budget items. While hypothetically
salaries and others benefits to government
employees need not be increased periodically, in
reality such revisions are taken as given, at least in
India. Particularly in the Indian context, the Central
Government, having access to funding of a
magnitude not available to states, periodically
revises the rates of pay and allowances of Central
Government employees at regular intervals. The
states, even though they do not have funds to the
same extent, have to invariably follow suit, sooner
or later. Thus, the regulation of government
expenditure that is mandated by the provisions of
the AFRBM Act would have to be substantially
sought in other areas. Potential for reduction in
expenditure exists in rationalization of jobs and of
departments, job enrichment, increasing revenues,
and if necessary, freezing recruitment for some
time.
9.5 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.
1. 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.
2. Better collection of user charges like
water, electricity bills etc.
3. All pending settlement operations should
be speeded up and completed at the
earliest which would earn land revenue at
higher rates. As settlement operations of
late have been taking inordinately long,
 till the rates are revised, Government may
examine measures to revise land revenue
rates on ad hoc basis.
4. Reforms in the land revenue
administration and registration processes
to ensure collection of Stamp Duty with
respect to actual market value.
5. Speedy completion of all time bound
programme/ schemes to avoid cost
overruns.

6. The Government may set up a review

committee for right-sizing all the
departments. All posts which have lost
their functional utility should be abolished
and terminal scales may be given to the
present incumbents. Surplus manpower
may be retrained and redeployed in other
departments if required. This
rationalisation of manpower to be taken
up in a time bound manner. Progressive
rationalisation by about 10% of existing
manpower in next 5 years may be
considered.
7. The Government may examine the
suggestions for job enrichment and
outsourcing the non core functions as
separately recommended. In the interim,
No further recruitment should take place
in existing Class IV services.
8. Existing employees of Class III may be
retrained and made multi-skilled and
multifunctional to increase their
productivity.
9. Increasing productivity by introducing
total computerization, paperless offices,
and use of technology wherever feasible
should be taken up.
10. Restructuring of departments like Inland
Water Transport etc. to confine role of
Government only as regulatory and safety
authority.
 Chapter 10

Department wise Recommendations

General recommendations

The Commission has considered various demands of different associations of

employees. The recommendations on common issues included in other
chapters and general recommendations as enumerated below shall
address most of the demands.

1. There should be no direct recruitment in future at level higher

than PB 4 with Grade Pay 5400.

2. Minimum Entry qualification for any post should be Graduate

except for posts in PB1 where it should be Higher Secondary
and posts where vocational/ professional qualification (e.g.
Diploma Engineering/ITI Certification etc.) is required.

3. New posts, without any functional utility, should not be created

only to facilitate promotions.

4. Isolated posts shall not face stagnation due to longer spans of

Pay Bands.

5. The Commission observes that pay scales cannot be

qualification driven only. Duties and responsibilities of jobs,
mode of recruitment including holding of competitive
examination etc. are more important criteria.

6. The respective departments may look into demands regarding

redesignation of various posts in accordance with changed
times, new job requirements, duties & responsibilities etc.
District level posts should bear a nomenclature which indicates
the functions of an officer more clearly.

7. It is observed that many posts in different departments have

lost their functional utility. The Commission recommends that
respective departments may conduct comprehensive review of
all the posts and take time bound action for restructuring.

8. The Commission does not recommend any specific percentage

as promotion quota for various posts. The respective
departments may decide this percentage subject to the
condition that the educational qualifications required for the
posts to which promotion is proposed are invariably met. Direct
recruitment, as an interim measure, can be provided for posts in
the promotion quota if adequate number of candidates from
 subordinate services does not have requisite educational
qualifications.

9. A common cadre may be set up for posts such as Programmers,

System Analysts etc. in the IT department from where they can
be placed in different departments.

10. All recruitments for all posts must be made through statutory
commissions set up for the purpose and appropriately
constituted.

11. Minimum qualification for recruitment of constables and

equivalent categories should be Higher Secondary.

12. Wherever the Commission has recommended higher Grade Pay

for specific posts, the fixation in the pay band shall be done only
on the basis of existing basic pay and then higher grade pay be
added to the revised pay in the pay band.

13. The Government should examine bringing about uniformity in

the designations of various district officers to rectify the
situation where officers of some departments have designations
such as Joint Director or Deputy Directors while in some other
departments, officers are known as District Officers. The officers
in the field should not be given Directorial designations since
they do not actually perform Directorial functions.

14. It is observed that in some departments, there are cases where

the promotion and feeder posts are in the same pay scale. The
Commission has recommended higher Grade Pay to promotion
posts in specific cases. If more such cases are found, The
Government may examine the possibility of giving higher Grade
Pay to promotion posts provided there is no change of Pay Band
or the relativity with higher posts is not disturbed.

Specific issues pertaining to concerned departments, considered

important, are addressed below. No mention is made of departments in
respect of which there are no specific issues pertaining to its
employees. Departments are mentioned in alphabetical manner.

Gauhati High Court

The Officers and Servants of the Gauhati High Court (Principal Seat)

Article 229(2) of the Constitution provides that the conditions of service of

Officers and Servants of a High Court shall be such as may be prescribed by
rules made by the Chief Justice of the court or by some other Judge or Officer of
the court authorized by the Chief Justice to make rules for the purpose. Rules so
made are subject to the provision of any law made by the Legislature of the
State and in so far as such rules relate to salaries, allowances, leave or pensions
they require approval of the Governor of the State.

In this constitutional background the mandate of this Pay Commission set up by

the State Government, as that of any previous Pay Commissions, does not
extend to dealing with Pay, Allowances etc. of the employees of the High Court.
This is for the first time that the Gauhati High Court (Principal Seat) Employees
Association on permission being granted by the Chief Justice represented their
case of revision of Pay, Allowances etc. by responding to the Commission’s
Questionnaire and appearing before the Commission at the oral hearing. Despite
the constitutional constraint, especially when the Chief Justice has not asked the
Commission to make recommendations relating to revision of pay, allowances
etc of the employees of the High Court, the Commission honouring the
permission granted to the employees by the Chief Justice indicated above
observes as follows:

In the representation the Association highlighted the arduous nature of

continuous duty without regularity of hours of work and without break even on
holidays relating to job requirement of staff like Private Secretaries, Court
Officers, Court Masters, Stenographers and the Protocol Staff. The Association
generally supports the usual demand for upward revision of pay/ allowances etc.
in line with the recommendations of the 6th Central Pay Commission. The
principal demand however is to de-link the pay parity of the High Court Staff
with that of equivalent posts in the Secretariat. The pay parity has been in
existence for the last 45 years since 1.4.1964. Schedule 1 to Rule 11 of the High
Court Services Rules, 1967 show that the Chief Justice had after each revision of
pay by the State Government for its employees maintained the parity and
compensated for the extra work by providing special pay in deserving cases. The
Commission has adopted the system of running Pay Band and Grade Pay as
devised by the 6th Central Pay Commission and has also done away with Special
Pay. The Grade Pay may be suitably adjusted to meet the demand for
compensation for extra work.

The Commission has not been presented any material justifying any disturbance
to the existing parity of pay/ allowances of equivalent post in the High Court and
the Secretariat.

Agriculture Department
The Commission noted that under the Directorate of Agriculture, there are
eight levels in the officers’ cadre whereas in other similar Directorates,
the levels are generally six. The organisational structure of the
Directorate is rather skewed. While there are a large number of vacancies
in the higher echelons, there is stagnation at the lower levels.
The Commission recommends that the Directorate of Agriculture
be reorganized and the levels of cadres be reduced to six from the
present eight. The Commission recommends that the posts of Sr.
ADO and Assistant Director of Agriculture (ADA) be abolished. It
may be mentioned that the post of Assistant Director is not there in
Directorates like the Medical and Health Directorate, Soil Conservation
Directorate or the four Works Directorates.
The Commission recommends that all the existing Sr. ADOs be
upgraded to Sub Divisional Agriculture Officer level. The
Commission was informed that about 100 Sr. ADOs have already been
upgraded to SDAO level.
The Commission also recommends that the posts of ADAs be abolished. It
is also observed that almost 100% posts of ADAs are vacant at present.
In case there are any ADAs in place in the Directorate, they may
be retained in their personal capacities till they can be promoted
as DDAs.
Similarly, in view of the renewed emphasis on agriculture and introduction
of new schemes, the Commission is of the opinion that there is need for
creation of smaller agriculture circles. This would also ensure better
monitoring of various agriculture development projects at ADO level.
Almost 50% of the DDA posts appear to be vacant at present because as
per the current Service Rules, there are not enough eligible candidates to
fill up the vacant posts. It is recommended that the vacant DDA
posts be filled up immediately, from the SDAOs and Sr. ADOs as a
onetime measure.
The Commission recommends that in future recruitment in the
Directorate should be only at the ADO level. The earlier practice of
direct entry at Assistant Director level be discontinued. The Commission
noted that the last direct recruitment of Assistant Director took place way
back in 1980s.
In case of the Agriculture Statistics Posts the Commission recommends as
follows:
The Commission has earlier recommended that the Statistical
functions in various Government departments be performed by
the professional cadre of officers belonging to the Assam and
Economics Service (ASES) only. Hence all officers from the level of
Inspector of Statistics upwards should be manned by officers
belonging to the central pool of Assam Statistical and Economics
Service only. While the existing officers of the wing in the level of
Inspector and above will continue in their existing posts and
maintain their departmental seniority, on their retirement, their
vacancies will be filled by officers from the ASES only.
Direct entry into this wing in future should be only at the Field
Assistant level. Post of Inspector of Statistics/ equivalent posts
be filled up by promotion from subordinate statistical posts to the
maximum extent of 30%. The entry qualification should be either
graduation with mathematics or requisite professional
qualification from a recognised technical/professional/vocational
institute requiring minimum three years of study after
matriculation.
Regarding the narrow salary difference between SAS-III and SAS-II, the
Commission is of the opinion that the Grade Pay System would take care
of the same.
The group of Research Assistants of the Department made a
representation to the Commission in which they stated that twenty three
of them were recruited in the late 1970s as non-cadre officers to
implement a World Bank scheme. Twenty one of them now still serves in
the Agriculture Directorate in the pay scale of Rs. 4120-9750. All are
stagnating in the top of their scale. Being non-cadre, they had no
promotion prospect. The last Pay Commission encadred them with
Agricultural Inspectors, but they did not get any benefit in terms of pay or
career progression. The Commission recommends placing the post
of Research Assistant in Pay Band 3 with Grade Pay of Rs. 4700.
The Commission is of the view that in future no such recruitments should
be made where the posts are temporary in nature and meant for specific
projects or schemes which may be for a finite period only.
Animal Husbandry and Veterinary Department

Issues

The main issues raised by the department are as follows:

1. Higher pay scale for VFA and allied services.

2. Memorandum by All Assam Veterinary Shramik Union.

Recommendations

After considering all the relevant factors, the Commission recommends as

follows:

1. The new system of running Pay Bands and Grade Pay will provide
increased benefit to the employees in posts of VFA and allied
services. In order to enable these employees to keep up with the
developments in the field of Animal Husbandry and Veterinary, the
entry qualification should be Higher Secondary.

2. Terms of Reference of this Commission do not include issues

related to Muster Roll workers. The Commission has been
informed that Government has taken certain decisions regarding
Muster Roll workers.

Directorate of Dairy Department

Issues

The main issues raised by the department are as follows:

1. Pay anomalies in the post of Refrigerator Mechanic at Guwahati. This post
is getting lower pay scale than that of Refrigerator Mechanic at Town Milk
Supply Scheme (TMSS) at Dibrugarh and other places.

2. Individual Memorandum: Shri J P Barua, Information Officer demanding

higher pay scale on par with that of Veterinary Department.

Recommendation

After considering all the relevant factors, the Commission recommends as

follows:

1. The Refrigerator Mechanic at Guwahati be placed in PB 2 with

Grade Pay of Rs 2800 on par with other Refrigerator Mechanics.

2. Post of Information Officer be placed in PB 4 with Grade Pay of Rs.

5900. Terminal pay be given to the present incumbent. In future,
this post may be filled up by Officers on deputation from IPRO.

Cooperation Department
In a rural oriented economy like ours with high population density,
Cooperation Department is ideally suited to drive the development
process of the state. As a follow up of the Report submitted by the Prof.
Vaidyanathan Committee, it appears that the co-operative movement has
received a fillip in recent times. It is now expected that the department
would be in a position to revitalize, strengthen and develop the Co-
operative movement in the state.
The Commission has already recommended upgradation of this
Directorate, which would take care of the pay scale variations of the
various officers of the Department.
Inspectors and Auditors of the department have demanded pay parity
with auditors of other departments. After consideration of all the relevant
factors, the Commission recommends that the post of Junior
Inspector/ Junior Auditor be placed in Pay Band 2 with Grade Pay
of Rs. 2800 and the post of Senior Inspector/ Senior Auditor be
placed in Pay Band 3 with Grade Pay of Rs. 4500. It will also be
necessary for the auditors to submit half yearly reports of work
done by them and action taken on their reports to the registrars of
Cooperative societies.
Fixed TA is recommended for the Auditors and Inspectors of the
department.
The suggestion for creation of additional posts, including that of Principal
of the Training College at Joysagar is left to the department to initiate
after thorough work assessment, manpower requirement and the financial
implications.
Department of Cultural Affairs
The ambit of the Department of Cultural Affairs has grown substantially
with the Directorates of Museum, Archaeology and Historical and
Antiquarian Studies being brought under its purview along with Library
Services.
The Commission has recommended upgradation of this department which
will address most of the issues raised in the individual representations.
Culture
Individual memorandum is received from Shri N. Deka and others from
the Teachers’ Unit, Government College of Arts and Crafts. The
Commission was informed that the College was upgraded as a
Government College of Art and Crafts on 18th August 1990. The
Commission, therefore, recommends that the teachers of the
Collage be given pay on par with the Government College of Music.
The following pay structure is recommended for their teaching staff:
Designations Pay Grade Pay
Band
Principal 4 Rs. 6300
Lecturers 4 Rs. 5900
Demonstrators 3 Rs. 4300

In respect of the post of Sr. Technical Assistant (Rabindra Bhavan) as

mentioned in RoP Rules, 1998, the Commission recommends that the
mistake committed while issuing retention of the post be rectified and
sanction order as Senior Technical Assistant be issued.
Archaeology
Individual memoranda submitted by Dr. Hemendra Nath Dutta, Director
of Archaeology and Shri Datta and Smti Dipti Rekha Kouli and others
asking for upgradation of the Directorate of Archaeology is taken care of
by the Commission’s recommendation regarding reclassification of
Directorates in Chapter 7 on Reorganisation of Services.
Shri Sona Ram Saud, Archaeological Engineer in the Directorate of
Archaeology has requested that being the senior most technical person in
the Department, he be given the pay scale and status of an Executive
Engineer. The Commission suggest to the Department to examine the
need of a higher level post, equivalent to that of an Executive Engineer, in
the Department. If the need of an Executive Engineer level post is
established, the Department may examine the suitability of Shri Saud to
be considered for the post.
Library Services
The representatives of various associations suggested a change in the
nomenclature of their department in view of the recent development in
Information Science. The Commission would leave it to the Government
to take a decision in the matter.
The stagnation cases in the department would be taken care of by the
new system of running Pay Bands as recommended by the Commission.
The Commission notes that there are many isolated posts of Librarians in
various departments where the employees face stagnation with no career
prospects. Further, not being part of the Directorate of Library services,
they do not get any professional satisfaction or scope for personal
development. The Commission suggests that all such Librarians posts
should be filled up from the cadre of Library Service officials who may be
sent on deputation to other departments.
Regarding the demand for Parity in the pay scales of District Librarian and
Sub divisional Librarian with that of other district/ sub divisional level
officials, the Commission is of the view that if its recommendation
regarding bringing all librarians under Directorate of Library Services is
implemented, the Government may consider enhanced Grade Pay for the
posts of District Librarian and Sub divisional Librarian.
Categories of staff common to departments

Typists

Issues

The major issues in respect of the Assam Secretariat Typists' Association are as
follows:

1. Higher pay scale for Senior Grade Typists. At present Senior Grade typists
are in the scale of Rs. 3850- 7350. Typists are in the scale of Rs. 3010-
6075. For attaining various Speed levels in typing, typists get benefits of
increment.

2. Typists represented that Class IV employees of the Assam Secretariat

have two avenues of promotion to Junior Administrative Assistant; one
route through becoming Typist and another route directly whereas typists
have only one avenue. They demanded 50% promotion quota for typists
in the Junior Administrative Assistants' cadre. At present the percentage is
30%.

Recommendation

After considering all the relevant factors, the Commission recommends as

follows:

1. Typists and Sr. Typists will get the benefit of new system of
running Pay Bands wherein they are not likely to face stagnation.

2. The Commission has separately recommended complete

computerisation in all State Government offices and job
 enrichment for Class IV employees, which will involve
discontinuance of the functions of typing and those performed by
Class IV employees at present. In accordance with this
recommendation, the pay of Typists as well as Class IV employees
will be treated as terminal. In the interim, in respect of the
demands of the typists, the following recommendations are made:

i) In principle, there should not be two avenues of promotion for

any cadre of employees. In future, promotion from Class IV
cadre to the Cadre of typists should be the only avenue for
Class IV employees.

ii) The avenue of promotion of Class IV employees directly to the

cadre of LDA/ Junior Administrative Assistant may be
discontinued. The percentage based quota of promotion from
Class IV to typist be increased to 10%.

iii) Subject to the implementation of (i) above The quota of

promotion from typist to JAA/ LDA be increased to 50%.

iv) Henceforth, there should be no recruitment to the cadres of

Typists and Class IV.

Drivers and Handimen

Issues

The major issues raised by the All Assam Government Drivers' and Handimens'
Association are as follows:

1. Introduction of Grade system for the drivers on the basis of seniority. At

present the State Government drivers have gradation based on the nature
of the driving licence such as for Heavy Vehicle or Light Vehicle.

2. Conveyance Allowance.

Recommendation

After considering all relevant factors, the Commission recommends as

follows:

1. The present grade system may continue. Drivers would get

financial benefit under the new system of running Pay Bands.

2. It is observed that drivers posted in Delhi and other Metro

cities and those attached with ministers and senior officers
often have to travel fairly long distances to attend duty. In
case of Protocol Officers, Receptionists and drivers of Assam
Houses, sometimes they have to stay very late for Airport
pick up duties. In consideration of all the relevant factors,
the Commission recommends as follows:
i. Drivers’ Commuting Allowance be given to the drivers posted
in Metro cities outside North East region at the rate of Rs.500
per month.
ii. Drivers’ Commuting Allowance be given to the drivers
attached with ministers and officers in the rank of Secretary
or above, at the rate of Rs. 300 per month.
iii. Protocol Officers/ Receptionists/ drivers posted outside
North East region be given ½ Daily Allowance for pick up
duty provided they spend more than 4 hours at the airport in
the daytime or they have pick up duty between 7 PM and
9AM.

Class IV
Issues
The Commission heard the representatives of three associations of Class IV
employees. The main issues arising out of the hearings are as follows:

1. Higher promotion quota at 15%.

2. Higher scale of pay.

Recommendation

After careful consideration of the issues, the Commission recommends as

follows:

1. The commission has separately recommended quota of 10% for

the promotion to the cadre of Typists.

2. The Commission has separately recommended Job Enrichment

which would be applicable to all classes of staff jobs. The
employees presently in Class IV would also get the benefit of Job
Enrichment and have career advancement. All existing Class IV
employees shall get benefit of new system of running Pay Bands.

Education Department
Education is fundamental to the growth and development of any society
and the base on which entire society stands. The Commission, therefore,
felt it necessary to examine the Education Department of the State
Government thoroughly and noted that the largest number of
representations was received from various group of employees belonging
to the Education department.
Today, Education is being recognised as a fundamental right. The
Government has undertaken numerous schemes to vigorously pursue the
educational objectives of the nation. The state of Assam does not figure
very highly in terms of various educational indices. Literacy levels
continue to be low; school dropout rates are very high. It is also being
stated in various quarters that most of our educated youth are also
‘unemployables’. Assam has one of the highest rates of educated
unemployed in the country.
The Commission recognises that the teachers are the mainstays of
education. Highly ambitious educational developmental schemes may be
drawn up, but it is the quality of teachers that would ultimately determine
the quality of education being imparted. How the future generations will
turn out would be entirely dependent on the quality, motivation and level
of competence of today’s teachers. It is imperative that our teachers
should not only be adequately educated, but also trained to discharge the
challenging responsibility they are required to shoulder. The Commission
is conscious of the fact that teachers comprise the largest group of
Government employees. Taking cognizance of the fact that it is teachers
who would determine the destiny of our society, the Commission felt it
imperative to consider the case of the teachers in greater depth.
The Commission notes that a large number of teachers in the schools of
Assam are undergraduates, especially at the primary levels. The
Commission believes that even to teach at the primary level is a challenge
by itself. The formative years of a child are spent at the Primary School
level and the education the child receives at this stage basically
determines how the child is going to develop in future. Thus the teacher
at the primary level requires adequate maturity and skill to understand
the requirements of a child and develop the child accordingly. The
Commission feels that a Higher Secondary passed youth may not be
mature enough to mould the young school children in a proper manner.
Further, the Commission also believes that teaching requires certain skills
on part of a teacher without which the teacher cannot be effective. Thus,
teacher training is an important component in the development of a
teacher. The scope and level of training that can be imparted to a Higher
Secondary passed youth would be limited. This would also inhibit scope of
future training for these youth as they progress in their lives, when the
requirements, demands and challenges of education are also expected to
undergo change in a dynamic world. During deliberations, it was pointed
out that introduction of graduation as the entry qualification for the
recruitment of primary school teachers is fraught with certain difficulties.
This was deliberated upon in detail.
Accordingly, the Commission recommends that in future ALL school
teachers must have minimum graduation as the required
educational qualification, to be followed by formally recognised
and approved training in teaching or a formal Bachelor level
Degree in Education/Teaching. The Commission recommends that
all the school teachers, who are undergraduates, would continue
to draw their current salary and be fixed in the corresponding Pay
Band and Grade Pay till they acquire a Graduation Degree and
undergo the requisite teacher training. Their pay will be treated as
Terminal Pay since the future incumbents to their posts would be
graduates. Even in case of Art and Crafts Teachers, the
Commission recommends that in future they must be graduates
and they must have formal training in teaching.
For the non-graduate teachers in the Government, the Commission
recommends the following:
One of the ways conceived by the Government to spread education and
make education available to those who are already in employment or are
located in remote and distant areas is by encouraging the distant mode of
learning. Apart from IGNOU and the KK Handique Open University, a large
number of Universities have set up distant education centres, making
higher education available to one and all. Therefore, the Commission
recommends that all non graduate teachers, who are below the
age of 45, need to complete their graduation through the distant
or any other mode and undergo training before becoming eligible
to the higher Grade Pay proposed for them.
Since the Commission believes that training is very vital for teachers, it is
recommended that the Government draws up a comprehensive
training programme of appropriate content and duration and
ensures that all untrained teachers are made to go through the
training process accordingly. To make training meaningful, it is
necessary that there is adequate evaluation after the training process and
only those who attain minimum qualifying standard in the evaluation
process should be deemed to have been trained to become eligible for the
new scales. All teachers who are already graduates must go through this
training programme successfully before being eligible for the new scale
proposed.
Those undergraduate teachers above the age of 45 years would be eligible
for Grade pay of Rs. 2300 only after successfully undergoing the laid down
training process. Thus, it would be imperative not only to draw up the
training programme immediately, but also to draw up training schedule
giving adequate priority to the older teachers to be trained first.
The undergraduate teachers without graduation and training will be fitted
in the new pay scheme based on their existing pay scales. Those who
would not complete their graduation or undergo the requisite training
would continue to draw pay in the new scheme corresponding to their
existing pay till they retire. Their pay would be treated as a terminal scale
of pay.
Craft Teachers, both Matric and undermatric above the age of 45 years,
will also get Grade Pay of Rs. 2300 in Pay Band 2, after undergoing
training.
The Commission further recommends that the teachers who
already have a formal qualification in Education, like B. Ed. Or B.T.
will be exempted from undergoing the above training process. The
Commission further recommends that in future teachers who have
B.T. / B.Ed. qualification that can be acquired after one year of
studies be given one advance increment while those who have
acquired the same qualification that requires two years be given
two advance increments subject to detail guidelines in respect of
grant of Advance Increment in Chapter 3.2.
The Commission also recommends the abolition of the posts of
Subject Teachers/Elective Subject Teachers in Higher Secondary
Schools. The Commission recommends that ALL teachers with
Post Graduate Qualifications must teach their own subjects as
well as allied subjects, not only in Class XI and XII, but also in
other classes of the School, just like any other full-time teachers,
to be eligible to draw the grade pay recommended for them.
The Commission recommends the following pay structure for school
teachers in the revised scheme:
Category Recommended Pay Structure

Pay Band Grade Pay

Trained graduate teachers in Primary, ME/MV 2 2300

and equivalent schools

Graduate teachers in High schools and above 2 2800

Head Master/ Mistress of ME/MV and 2 2800

equivalent schools*

Assistant Head Master/ Mistress of High 3 4300

schools

Head Master/ Mistress of High schools* 3 5100

Post Graduate Teachers (Where post 3 5100

Graduate qualification is an essential
requirement or where teachers with post
graduate qualification who also teach Class
XI and XII besides other classes)

Vice Principal of Higher Secondary schools 3 5100

Principal of Higher Secondary schools 4 5900

(*) The existing Headmasters of ME/MV and High schools will get an
additional increment at the time of fixation of revised pay. Teachers shall
get an additional increment on being appointed to the aforesaid posts in
future.
In respect of the present teachers below age of 45 and who are
undergraduate/ untrained and undergraduate teachers above the
age of 45 who have not yet successfully completed training, the
following Terminal Pay shall be applicable:
 Category PB Grade
Pay

Craft Teachers Non-Matric PB 2000

2

Craft Teachers Matric PB 2100

2

Undergraduate Teachers PB 2200

2

The Commission recommends that Service Rules for Teachers, where they
are in existence, be reviewed from their practicality and relevance point of
view. In case Service Rules are absent in some categories, they should be
framed in a time-bound manner.
The Commission has allowed Leave accumulation and leave
encashment benefit for all categories of teachers up to 150 days.
The Commission has recommended a special dispensation to the teachers
recognizing their role in moulding the future generations of the society.
While the ultimate results of what a teacher delivers would be felt only in
the long run, systems have to be put in place now and followed
consistently to ensure the likelihood of the desired outcome. In this
connection, during the deliberations of Commission, it emerged that non-
holding of classes regularly is a common phenomenon in educational
institutions. The Heads of Institutions are to ensure that all teachers take
classes as per the laid down time table on all working days. The academic
calendar should be strictly followed. It also came to the notice of the
Commission that classes are often not held as examinations, in-house or
public, are held in the classrooms. This is not a new phenomenon. The
Commission recommends that a solution to this problem be found so that
classes are not suspended due to extraneous reasons. If necessary, the
question of construction of separate halls for holding examinations may
be considered. The cost of investment made in such constructions would
be offset by the tremendous gain in the matter of holding of classes
regularly and consequent benefit to the students.
The Commission recommends that school teachers, if they meet
the eligibility criteria, be allowed to apply for posts like S.I. /
Education Officers etc.
The Commission recommends that the Principal of the Hindi
Teachers’ Training College be put in Pay Band 4 with grade pay of
Rs. 6300. The Commission recommends the Lecturers be placed in
Pay Band 4 with Grade Pay of Rs. 5900.
The Commission notes the need to preserve our heritage and the
importance of classical languages and recommends that all teachers
of the Sanskrit and Pali/Prakit Institutes be placed in Pay Band 2
with Grade Pay of Rs. 2800. In addition, the Commission
recommends that the Pradhan Adhyapak of these Institutes be
placed in Pay Band 3 with Grade Pay of Rs. 4200.
In case of the Basic Training Centres and Normal Schools, the
Commission recommends that all the instructors who are
graduates and have formal training, and who are in pay scales
whose maximum is Rs. 8750 or less, be placed in Pay Band 2 with
Grade Pay of Rs. 2800. The Commission also recommends that the
Principals of Basic Training Centre be placed in Pay Band 4 with
grade pay of Rs. 5900.
The Commission also recommends that the Department may review the
designations of posts like Computor, etc. and may redesignate the same if
felt necessary.
The Committee recommends that the Librarians in SCERT and
DIET, if they have Graduate Qualifications in Library Science, be
placed in Pay Band 2 with grade pay of Rs. 2800. The new system of
Pay Bands would take care of their stagnations.
The State Government should identify special degree/ training
courses for teachers of the Blind Schools and Deaf and Dumb
Schools. The Commission recommends that the teachers and the
Head Master of the Blind Schools and Deaf and Dumb School who
have undergone such courses, be given 20% of their basic pay as
Special Teaching allowance.
The Commission recommends Fixed TA for the Adult Education
Supervisors.
Many teachers of various Government Colleges approached the
Commission requesting UGC or equivalent pay scales. The Commission is
of the opinion that it is for the Government to decide whether to give UGC
pay scales or not and hence the Commission has not given any opinion on
any such requests.
The Commission recommends that the Unit Leaders of Scouts & Guides,
who are otherwise regular teachers of schools, be given an additional
increment for the additional duties they perform as Scouts and Guide Unit
Leaders.
Ms. Indusmati Narzary, the EMO of the Elementary Education Department
represented before the Commission about the enhancement of her post.
The posts of Evaluation & Monitoring Officer (EMO) and Planning Officer
(PO) in the erstwhile Education (Development) Department were created
in March 1982 in the same scale. However in the Revision of Pay Rules of
1990 and 1998, the EMO post was omitted, probably due to there being
no incumbent. The Commission recommends placing post of EMO in
the same Pay Band and Grade pay as that of the PO, i.e. Pay Band
4 and Grade Pay of Rs. 5900.
Shri Kulen Das, Physical Instructor of Cotton College, who is in the scale
of Rs. 3490-8100, represented to the Commission seeking enhancement
of his salary scale to be at par with others higher salary. The
Commission recommends that post of Physical Instructor be
placed in Pay Band 2 with Grade Pay of Rs. 2800. The Commission
further recommends that the authorities examine the future possibility of
filling up such posts from the common cadre of Physical Education
Instructors of the Sports & Youth Development Department.
Shri Kamal Kumar Goswami, Laboratory Technician, Department of
Botany, Cotton College is working as Laboratory Technician since 1983
has sought time scale promotion, which shall be taken care of by new
system of running Pay Bands as recommended by the Commission.
Shri Apurba Kumar Das and Shri Ashok Sharma, Technical Operators in
the Assam Engineering College have joined in 1986 after graduating in
Engineering and having Post Graduate Diploma in Computer Applications.
It seems that their counterpart posts in the Jorhat Engineering College
have been abolished. The Commission has recommended the new
system of Pay Bands which would mitigate their career progression issue.
Regarding their possible absorption as faculty members, the Commission
would like the College authorities to examine the same, based on their
qualification and eligibility. Their fitment in corresponding pay band and
grade pay should be treated as terminal pay.
Individual memorandum is received from Shri Ajit Chandra Baruah,
Production Officer, Directorate of Madrassa Education asking for higher
pay scale. He shall get benefit of new system of Pay Band.
Excise Department

Issues

The following are the main issues relating to Excise department:

1. Certain percentage of posts of Sub-Inspector be filled up from the cadre of

Excise constables through competitive examinations.

2. Issues related to uniform.

Recommendation

After consideration of all the relevant factors, the Commission recommends

the following:

1. The Government may examine the feasibility of promotion of

Excise Constables and similar grades in other departments subject
to required educational qualification and rigorous selection
process. This does not mean a specific quota for Excise constables.

2. The department may ensure strict implementation of the

provisions regarding dress /uniform for effective discharge of
duty.

Forest Department
The Commission notes that forests are one of the most important assets
of the state of Assam. The preservation, conservation and protection of
the forests of the state have very critical long term bearings on the state’s
 survival and growth. Therefore, the Commission felt it imperative to
examine the department in depth within the time constraints.

The Commission observed that the frontline staff of the Department

spends almost their entire service period posted inside forests or wild life
inhabited areas with arduous duties and responsibilities. As the mandate
given to the Forest Department has increased, a large number of frontline
posts were created in the last thirty years, with no additional posts
created at the higher levels. This has resulted in severe stagnation in the
lower ranks of the department.

The Commission also observed that at the frontline level, there are a
number of posts where the job content variation may be minimal. For
example, apart from Forest Guard, there are posts like Patrolling Guard,
Depot Guard, Anti-poaching guard, Gate Keeper etc which may be
interchangeable. At this level, posts should be multi-functional so that
work exigency related redeployment, reallocation of duties etc. becomes
easy. In addition there are many posts whose relevance and need for
continuance need to be examined. In the Assam Junior Forest Service
Rules, notified as recently as in January 2006, the Department carries
posts like Lady Welfare officers, Forest Village School Teachers, PT
instructors, cinema operator, saw mill personnel, Barber, Water Carrier
and many such posts. Similarly, it seems that there are many posts in the
department with provisions for direct entry, which are isolated jobs. Posts
like Research Officers, Surveyors, and Radio Mechanic etc. appear to
operate in isolation in the Department with no scope of promotion or
development.

These posts should be examined from the view-point of their relevance,

need for continuance and the possibility of outsourcing some such
functions or getting the work done by people on deputation.

Recommendations:

After considering all the relevant factors, the Commission recommends

the following:

1. All posts of Forest Guards and equivalent be amalgamated into a

single cadre of Forest Guards and this force of Forest Guards be
developed as a multi-skilled multi-task force. The need for
continuing the miscellaneous posts below the level of Forest
Guards be reviewed and such of these posts which are found to
be redundant, anachronistic or irrelevant be abolished. The rest
of these posts be amalgamated with Forest Guards. The entry
qualification for Forest Guards should be higher secondary.
2. The post of Forester II should be redesignated as Head Forest
Guard and that of Forester I be redesignated as Forester. The
question of creation of more posts of Head Forest Guards, in keeping
with functional requirements should be examined by Government.

3. The Forest Guards, Head Forest Guards and Foresters should be

given the same pay and allowances as applicable to Constables,
Head Constables and Assistant Sub Inspectors of Police. The
revised pay of these four categories of Forest Personnel would be
as follows:

Posts Pay Band Grade Pay

Forest Guards 2 Rs. 2000

Head Forest Guards 2 Rs. 2100

Forester 2 Rs. 2200

Deputy Ranger 2 Rs. 2600

4. The present strength of the frontline staff is reported to be around 7500.

It is suggested that the department devises a symmetrical
pyramidal organisational structure in the light of the broad
framework suggested by the Commission with a ratio at different
levels (e.g. 1:2:4:8) from Ranger down to Forest Guard level.

5. The Commission observes that apart from the Indian Administrative

Service and the Indian Police Service, the Indian Forest Service is the
only other Central Service that operates in the State Government along
with officers from the State Service, i.e. the Assam Forest Service (AFS).
Posts of Conservator of Forests and above are manned only by officers of
the Indian Forest Service. Like in other services, officers from the Assam
Forest Service can, in due course of time, get nominated to the Indian
Forest Service. The Commission therefore recommends that the
practice of direct recruitment of Assistant Conservator of Forests
should be resumed forthwith and bright young officers be
recruited in this cadre so that the Indian Forest Service cadre in
Assam has a good mix of all India Service Officers and officers
nominated from the Assam Forest Service in future. The
Commission also recommends that the Assistant Conservator of
Forests be placed in Pay Band 4 with a starting Grade Pay of Rs.
5400.

6. For all future recruitments at Ranger level, minimum Educational

Qualification be Graduation with major in Science Subjects and
recruitment should be through a rigorous process of selection.
Post of Ranger be placed in Pay Band 3 and Grade Pay of Rs.
4500.
7. The Assistant Instructor in NE Forest College/Botanist will be
placed in the Pay Band 4 with Grade Pay of Rs. 5400.

8. Individual memorandum is received from Dr. Rita Chaudhury. The

Commission recommends that the post of Scientist Grade B in the
Department be redesignated as Scientist and fitted in the corresponding
Pay Band and Grade Pay in the new pay structure.

9. Individual memorandum is received from Shri Gopal Chetry and others.

The Research Officers posted in the Wild Life Sanctuaries be
placed in Pay Band 4 with Grade Pay of Rs. 5900.

10. In keeping with the recommendation that all training/instructional staff

be given appropriate incentive, all Forest Departmental personnel
who are posted as instructors in the training institutes of the
Department be given 20% of their basic pay as Training
Allowance.

Finance Department

Issues

The main issues relating to the department are as follows:

1. Entry qualification of Junior Account Assistant of Treasury be graduation

with computer education.

2. Higher pay scale for Treasury staff.

3. The Commission observes that placement of Accounts and Audit officers

in all offices where financial transactions take place is important for
financial propriety. It is seen that in many offices where substantial
financial dealings are taking place, no Accounts Officer of Assam
Subordinate Accounts Service is posted; Secondly, Audit Officers from
Assam Subordinate Local Fund Audit Service are also required to be
posted in such offices for proper auditing.

4. Pay scale of Superintendant, Taxes.

Recommendation
After considering all relevant factors, the Commission recommends as
follows:
1. The Commission has separately recommended minimum
qualification of Graduation with computer education for all
ministerial staff which also includes JAA of Treasury.

2. Pay of Treasury staff be on par with corresponding posts in

Deputy Commissioner’s establishment. All fresh recruits in
Treasury establishment be given pay accordingly. The present
pay of existing treasury staff shall be personal to them.

3. All spending departments should have Accounts Officers from

Assam Accounts Service only. All such departments should also
 have Assistant Audit Officers from Assam Subordinate Local Fund
Audit Service. The Commission also recommends that Audit
functions in these departments should be carried out on regular
basis and reporting on the action taken on the Audit reports be
furnished to the Finance Department at least twice a year.

4. Post of Superintendant, Taxes be placed in Pay Band 4 with

Grade Pay of Rs. 5400.

Food and Civil Supplies Department

Issues

The main issue relating to this department is provision of uniforms for Inspectors
and Sub-inspectors of Supply.

Recommendation

After considering the relevant factors, the Commission recommends that the
department may provide uniforms for Inspectors and Sub Inspectors if
required by the laws these employees are meant to implement.

Fisheries Department
Issues

The main issues relating to Fisheries department are as follows:

1. Amalgamation of the cadre of ADFDO and DFDO.

2. Separate pay scale for Sub Divisional Fisheries Development Officers

(SDFDO) who are in the Pay Scale of Fishery Extension Officers.

3. Merging of Fishery Information Officer (State level), Fishery Marketing

Officer (State level), Superintendent of Training Institute (State level)
and Special Officer (Planning) in the cadre of DFDO.

Recommendations

After considering all the relevant factors, the Commission recommends as

follows:

1. The post of ADFDO and DFDO be amalgamated.

2. Revised Pay for the following posts of Fishery Officers shall be as

follows:

Post Pay Grade pay

Ban (Rs.)
d
 Sub Divisional Fishery 4 5900
Development Officer

DFDO/ equivalent 4 6300

3. Subject to fulfilling the required criterion of educational

qualification, posts of Fishery Information Officer (State level),
Fishery Marketing Officer (State level), Superintendent of Training
Institute (State level) and Special Officer (Planning) be merged in
the cadre of DFDO.

General Administration Department (GAD)

Issues

The issues relating to the department are as follows:

1. Individual memorandum received from Shri Mukul Das, Scientific Officer in

the Department of Archives.

2. Two Senior Lokakanyas of Ganasewa Bhavan, S/Smt. Mini Lahon Bora and
Guna Saikia Gogoi appeared before the Commission and placed following
problems and demands before the Commission.

i. Time scale promotion every ten years as they have no scope

for promotion.

ii. Pay scale of Senior Administrative Assistant. At present

Senior Lokakanyas are in the scale of Rs. 3490- 8100.

iii. Redesignation as Senior Administrative Assistant.

Recommendations

After considering all the relevant factors, the Commission recommends as

follows:

1. The Commission examined the case of Shri Mukul Das, Scientific

Officer in the Department of Archives and recommends that the
post be placed in Pay Band 3 with Grade Pay of Rs. 4900.

2. Regarding Lokakanyas, the Commission recommends as follows:

i. The new system of running Pay Bands will take care of

problem of stagnation faced by these employees.

ii. The Senior Lokakanyas be placed in Pay Band 2 with Grade

Pay of Rs. 2800. This would be terminal pay for them. The
 Government may examine the question of their
redesignation.

iii. Further recruitment to the Lokakanyas/Senior Lokakanyas

be discontinued forthwith and their functions, if required in
future, be made part of duties of Junior/Senior
Administrative Assistants. Need based training be given to
them.

Handloom, Textile and Sericulture Department

Handloom and Textile

The Handloom and Textile Department is another department that has the
potential to play the role of initiator of growth in the economy of the state.
Both the wings, Handloom and textile, are involved with the processes
used in the making of cloth, a basic human need. However, while
handloom is more in the nature of cottage industry, textile is industrial in
nature. Therefore, the two wings of the Directorate, Handloom and Textile
are rather dichotomous.

The Government of Assam has a separate Department for Co-operation to

oversee the functioning of the various co-operative societies under the
Co-operative Act. However, in 1985, all the Handloom Co-operative
societies of the state of Assam were brought under the Directorate of
Handloom and Textile. The efficacy of this move needs to be reassessed.
The co-operative movement, as a whole, entails a philosophy of its own,
and the co-operative societies need more procedural and entrepreneurial
support than technical support. Also, there is a large number of Senior
and Junior Inspector/Auditor (Co-op) in the Handloom and Textile
Department, though the number of functioning Weaving Co-operative
societies seems to be rather small. These Inspector/Auditors also have to
perform the dual duties of auditing as well as administering the co-
operative societies. Their deployment and utility need to be reassessed
and the Department is advised to undertake such an exercise
expeditiously.

Textile basically represents the mechanical process of cloth making, and

as such, is an antithesis to the handloom process. Hence, the clubbing of
Textile and Handloom in one department is rather anachronistic. On the
other hand, Handicraft is more akin to Handloom. Hence it is worth
examining if Handloom and Handicraft is combined in one Directorate in
the state and the Textile function is linked to the Industries and
Commerce Department.
 In the present context, the issue of stagnation in the Directorate would be
taken care of in the new system of running Pay Bands.

Shri A.R. Choudhary, Publicity Officer in the Directorate had made a

representation to the Commission seeking upgradation of his pay scale.
The Commission examined his case and recommends that Shri.
Choudhary be placed in Pay Band 3 with Grade Pay of Rs. 4700, as
in the case of Publicity Officers in other Directorates. The
Commission recommends that the Department may examine the
need for such a post and the feasibility in future of filling such
posts on deputation from I& PR Directorate.

Shri Mustafa Ali Ahmed, Statistical Officer in the Handloom and Textile
Directorate also made a representation to the Commission seeking
upgradation of his pay. In this regard, the Commission decided to adhere
to the general guidelines about the Statistical Officers appointed in various
Departments.

Sericulture Directorate

Sericulture is another area, where the potential for development of the

rural economy is tremendous. Assam has the unique distinction of being
home to some of the most exotic breeds of silk worms found in the world.
The Sericulture Directorate, with expertise, vision and a missionary zeal
and with a professional approach, should be in a position to exploit this
God-given bounty of the state. For this, it is essential that the Directorate
is properly organised and manned by appropriately trained and motivated
people.

Individual memorandum is received from Shri. Ranjit Gogoi and others

asking for review of cadre of Farm Managers/ Inspectors. It is seen that
the department has a plethora of posts in various cadres which are
interchangeable and often similar in nature. The Commission
recommends that the posts under the cadre of Extension Officers,
Farm Manager and Inspector be merged into one cadre and be
placed in PB 3 with Grade Pay of 4300. The number of
designations should be reduced to three: Extension Officer, Farm
Manager and Instructor. These will be entry level posts and only
30% of the posts are to be reserved for promotion from
subordinate staff. In view of the aforesaid recommendations, the
Government may consider reducing the number of cadres to 6
from present 8 in line with the Commission’s recommendations
with respect to Agriculture department.

Health and Family Welfare Department

Health and Family Welfare is one of the most crucial departments in a welfare
oriented government. Providing health services to all strata of society spread all
over the state is one of the most challenging tasks of the Government. Ensuring
proper medical services is a paramount necessity for development and growth of
any society. The Commission also visited a large number of health service
establishments located in different areas and interacted with the personnel
manning those establishments. The issue of reluctance of doctors to serve in
rural areas has already come to the notice of the Commission. The responsibility
of the medical fraternity in ensuring satisfactory delivery of health services to
the needy need not be overemphasized.

The Commission also noted that the National Rural Health Mission (NRHM) has
been implemented with vigour all over the state. A large number of
appointments have been also made under the scheme. The Commission
however, observes that the NRHM is a mission which would end some day or
other. The systems and the infrastructure created under the mission would have
to be sustained once the Mission is over. The Health & Family Welfare
Department must ensure that it has the appropriate manpower and resources
available for the same in perpetuity.

The Ayurvedic and Homeopathic Doctors Associations asked for same pay scales
and status as that of the Allopathic Doctors in the Department. They stated that
their courses, in terms of duration and internship thereafter, were identical to
those required for Allopathic doctors. They also cited instances of various states
in the country, where the Homeopathic and Ayurvedic doctors are in the same
pay scales as that of Allopathic Doctors.

The teachers of the State Homeopathic College requested the Commission to

suggest AICTE equivalent pay scales for them.

The Dental Service Association approached the Commission seeking promotional

avenues by either merging their cadre with other doctors or having a separate
Directorate for dental Services.

The Graduate Nurses had represented to the Commission that they go through a
formal professional course after Higher Secondary where the entry qualifications
are as rigorous as that of other professional courses. Hence they should get
higher pay. The Commission noted that the Graduate Nurses are being appointed
as Staff Nurses along with GNM, and do the same job, apart from those given
teaching responsibilities. The Director of State Health Service stated that in the
State Health Service, there is no provision for separate posts for Graduate
Nurses.

The representatives of nurses requested the Commission for better pay scales in
view of the type of service rendered by them. They claimed that theirs is a noble
profession and often the impression of the general public about health services
provided by the Government is developed through the nurses. They also
mentioned about the arduous nature of their work.

The Commission was informed by the Department that the entry qualification for
the post of Drug Inspector is B. Pharm or Degree in Medicine with specialisation
in clinical Pharmacology or Micro Biology. This is an anomalous condition. The
Degree in Medicine does not exist and in actual practice it has been replaced by
MBBS qualification. Whether the two qualifications can be treated as equal is to
be examined by competent authorities. The exact qualification required for the
post should be clearly determined by the department before the question of
equalizing the pay of Drug Inspectors with that of Medical Officers can be
considered.

The Commission noted that in the State Leprosy Organisation, there are many
posts that have become redundant, consequent to the development and change
in approach towards the treatment of leprosy. There is an urgent need to review
the various posts that still exist in the department and rationalisation of the
structure must be undertaken immediately.

Similarly, there appears to be a need to review the manpower deployment and

functioning of the Malaria Department of the Government. The employees of the
Department also pointed out some anomalies and need for rationalisation for
some of their pay scales.

Shri Bibhujit Patowary, Librarian of the Regional College of Nursing represented

before the Commission seeking higher pay on account of his qualifications.

Shri Kiran Bhuyan, Library Assistant in the Gauhati Medical College Hospital has
requested for higher pay scale and for being redesignated as Deputy Librarian.

After considering all relevant factors, the Commission recommends the

following:

1. The Commission recommends that All Medical Officers (Ayurvedic)

and Medical Officers (Homeopathic), who have undergone a
Graduate Degree Course of 4 ½ years and one Year of internship
be treated at par with their Allopathic counterparts and be placed
in PB 4 with Grade Pay of Rs. 5400. They would also be entitled to
the same incentives and benefits as given to the Allopathic doctors
except Rural Service Incentive which would be applicable only for
Allopathic and Ayurvedic doctors. The Medical Officers (Ayurvedic)
and Medical Officers (Homeopathic), with Post Graduate
qualifications would also be given the same incentives and
benefits as given to their Allopathic counterparts except aforesaid
Rural Service Incentive.

2. However, the Diploma Holder Medical Officers (Homeopathic)

would be placed in Pay Band 3 with Grade Pay of Rs. 4300.
3. Allopathic and Ayurvedic doctors be given a Rural Area Incentive
for doctors. Detail guidelines about this incentive are spelled out
in Chapter 3 of the report.

4. Regarding AICTE pay scales for teachers of State Homeopathic

College, it is for the Government to take a decision in the matter.

5. It would not be desirable to have proliferation of higher

administrative structures such as a separate directorate for
dentist. However, the Government may examine the issues raised
by the dentists in state service and take necessary action thereon.

6. Those Nurses (both male and female), who are currently in the
pay scales of Rs. 3370-7100 be placed in Pay Band 2 with Grade
Pay of Rs. 2500.

7. Regarding the demands of graduate nurses, since a graduate

qualification does not add value to the job required to be
performed by a nurse, two pay scales for the same type of job are
not recommended. If there is any problem in posting Graduate
Nurses in curative institutions, the Commission recommends that
the Government may consider postings for the Graduate Nurses in
institutions such as Nursing Colleges, Schools, Training Institutes
and in administration.

8. The following staff of the Malaria Wing of the Health and Family
Welfare Department be placed in Pay Band 2 with Grade Pay as
follows:

Post Grade
Pay (Rs)

SI/BHI 2100
(Graduate)

SMI 2200

9. The District Malaria Officer be placed in Pay Band 3 and Grade Pay
of Rs. 4500.

10. The Laboratory Technicians of Gauhati Medical College having

Diploma in Pharmacy be placed in Pay Band 2 with Grade Pay of
Rs. 2500.

11. Following posts of the State Leprosy Organisation be given revised

pay in the following manner:

Posts Pay Band Grade Pay

(Rs.)
Leprosy 2 1900
Injector
 Leprosy Social 2 2100
Welfare Worker
Health 2 2600
Educator

12. Regarding individual memorandum submitted by Shri Bibhujit

Patowari, Librarian, Regional College of Nursing and other
Librarians in such institutions, the Commission has recommended
Librarians with Graduate degree in Library Sciences be placed in
Pay Band 2 with Grade Pay of Rs. 2400. The Commission expects
that the new system of Pay Bands suggested by the Commission
would take care of Shri Patowary’s career progression.

13. The Case of Shri. Kiran Bhuyan is governed by the

recommendation given above. Regarding the change of his
designation, the Commission observes that this is an
administrative matter and it is up to the Department to
redesignate the posts, keeping in mind all relevant factors.

14. The Commission notes that Service Rules do not exist for many of
the employees in the Department. The Commission recommends
that the Department takes up the issue of finalization of
Departmental Service Rules on a war footing.

Home Department

Issues

It has been placed before the Commission that the personnel of the Police
department are at the cutting edge of maintenance of security and law and order
in the state. It has been stated that policemen have to face the bullets of the
militants as a daily part of their duties. Moreover, it was pointed out that Assam
Police personnel have to increasingly carry out their duties in cooperation with
Central Police Forces and the Army and their pay and allowances should be
comparable to those of the CRP. In this background, following are the main
issues raised by employees of the Home Department:

1. Higher pay scales for APS Junior and other police personnel as per 6th CPC
recommendations.

2. Increase in various allowances such as Ration Allowance, Kit Allowance,

KMA, Batta Allowance etc.

3. Special Allowance for police personnel working in Hill districts and BTAD
areas.

4. Special incentive for Bomb Disposal squad.

5. Parity in pay and allowances of Fire Service personnel with that of police
personnel.

6. Parity in pay and allowances for Craft Instructors in Jails with that of
Assistant Instructors of ITI.

7. Parity in Pay and allowances of Superintendent (Jails) Grade II with that

of corresponding post in Police Department.

8. Parity in pay and allowances of Civil Defence and Home Guards personnel
with that of police personnel.

9. Quota for trained Home Guards in recruitment of Constables.

10. Service conditions of Home Guards who are not Government employees
and are on fixed pay.

11. Individual memorandum: Amarendra Sharma, Registrar, Political (B)

Department.

12. Individual Memorandum: Shri Paramananda Thakuria, Dilip Doley and

others.

Recommendation

After consideration of all the relevant factors, the Commission recommends

the following:

1. a. APS Junior be placed in Pay Band 4 with Grade Pay of Rs.5400.

The revised pay in the pay band shall in no case be less than
minimum of Pay Band 4.

b. Constables and equivalent posts in Police Department be

placed in PB 2 with grade pay of Rs 2000.

c. Head Constables and equivalent posts in Police Department be

placed in PB 2 with Grade Pay of Rs 2100.

d. Assistant Sub Inspector and equivalent posts in Police

Department be placed in PB 2 with Grade Pay of Rs 2200.

e. Other categories of Police personnel shall be placed in

corresponding Pay Band with Grade Pay in accordance with
their existing pay scales.

2. Recommendations regarding allowances payable to police

personnel have been separately made in chapter 3 of this report.

3. The Commission has separately recommended enhanced rate of

Hill Area Allowance for all State Government employees which
include police personnel. There are already provisions like Special
Family Pension etc. to address specific concerns of police
personnel. Taking into consideration all circumstances, the
Commission finds no justification for grant of any Special
Allowance for police personnel serving in BTAD areas.
4. Special Allowance of Rs. 1000 per month be given to Police
Personnel posted in Bomb Disposal squad up to the rank of
Inspector of Police.

5. Fire Service personnel be given pay and allowances at par with

that of police Personnel.

6. Craft Instructors in Jails be placed in PB 2 with Grade Pay of Rs.

2300 at par with Junior Instructor in ITI.

7. Superintendent Grade II of Jail department be placed in PB 3 with

Grade Pay of Rs 5100.

8. State Government employees of Home Guards and Civil Defence be

given the pay and allowances at par with that of police personnel.
The Government may also examine the question of lateral
movement/ interchange between regular employees of Directorate
of Civil Defence and Home Guards and Assam Police personnel.

9. The Government may examine the feasibility of providing specific

quota for trained Home Guards in the recruitment of Constables.

10. The Government may examine extending the benefits as

prescribed by the Government of India to the Home Guards who
are not regular employees and are on fixed pay.

11. Shri Sharma, Registrar will face no stagnation in new system of

Pay Bands.

12. The present incumbents of the posts of Agriculture Demonstrator

in Jail Department be placed in PB 2 with Grade Pay of Rs 2800.
This may be treated as Terminal Pay. In future, whenever the post
falls vacant, it may be filled up by deputation from the Agriculture
department.

Directorate of Forensic Science

Issues

The following are the main issues relating to this organisation:

1. Amalgamation of post of Junior Scientific Officer and that of Scientific

Officer

2. Amalgamation of post of Scientific Officer and that of Senior Scientific

Officer

3. Amalgamation of post of Laboratory Technician and Technical Assistant

Recommendation

After considering all relevant factors, the Commission makes the following
recommendations:
1. The post of Junior Scientific Officer and Scientific Officer be
amalgamated and redesignated as Scientific Officer and placed in
PB 4 with Grade Pay of Rs. 5400.

2. With the aforesaid amalgamation, there will be two cadres only

and further amalgamation is not necessary.

3. The post of Laboratory Technician and that of Technical Assistant

be amalgamated and redesignated as Laboratory Technician and
be placed in PB 2 with Grade Pay of Rs 2100.

Hill Areas Department

Issues

The following are the main issues relating to this organisation:

1. Declaring the office of Development Commissioner of Hill Areas as a

Directorate.

2. Individual memorandum: Sanjay K. Talukdar, Programmer, demanding

upgradation his post as Assistant Director (Systems) in ART department.

Recommendations

After considering all relevant factors, the Commission makes the following
recommendations:

1. The Government may examine the question of declaring the office

of Development Commissioner of Hill Areas as a Directorate.

2. The Department may take a decision regarding redesignation of

the post of Programmer if required.

Department of Information and Public Relations

Issues

The main issues relating to department are as follows:

1. Higher pay scales for Cameraman, Photographer, Recordist etc.

2. Individual Memorandum is received from Smti Raj Bora, Special

Information Officer to Chief Minister asking for higher pay scale and
rectification of rank reduction that was done in the past.

3. Individual Memorandum is received from Shri Tapan Kumar Gogoi,

Maintenance Engineer asking for upgradation.

Recommendations
After considering all the relevant factors, the Commission recommends as
follows:

1. The department may examine feasibility of outsourcing functions

such as Photography etc. which may be intermittent in nature.

2. Post of Special Information Officer to Chief Minister be placed in

PB 4 with Grade Pay of Rs. 6100. This be treated as terminal pay.

3. Post of Maintenance Engineer be placed in PB 4 with Grade Pay of

Rs. 6100. This be treated as Terminal Pay.

Industries and Commerce Department

The economic growth of a state depends to a large extent on the level of its
industrial development. From this point of view, the Industries & Commerce
Department (ICD) should be a major engine of economic growth of the state.
The Commission is of the view that the ICD, as it is organised at present,
requires a thorough and realistic review of its organisation structure and
manpower deployment. The Commission suggests that such a review must be
undertaken immediately.

The nature of most of the work in the department has professional bearing.
Therefore it is desirable that the department at the delivery level is manned
mostly by qualified professionals. The Commission noted that the Extension
Officers of the Department can be of three types: Those with Diploma in
Engineering, those who are graduates and also there is provision for promotion
from the Ministerial staff. The Commission recommends that all Extension
Officers be direct recruits with Diploma in Engineering. Similarly, there
should be provision for 50% direct recruitment in the Assistant Manager
cadre for Engineering Graduates. Furthermore, the officers need to be
properly trained and oriented so that they envisage their roles as that of
facilitators of growth and not as disburser of grants. These officers
should be Extension Officers in the real sense of the term.

The Commission notes that the ICD has a Cottage Industries Training Institute
(CITI) and a few Training cum Production Centres (TCPC) which are virtually
defunct. The Commission believes that trying to revive these moribund
institutions would virtually amount to throwing good money after bad. The
Government may examine the question of closing down these institutes, the
staff redeployed and the infrastructure put to alternative uses.

There is need for a thorough review of the Department’s manpower needs and
the utility of some of posts that may have limited relevance in the current
context. The Department has two wings: Technical and Non-technical. It is seen
that officers with similar designations, but belonging to different wings are in
different scales of Pay. e.g. the Extension Officer (Technical) is in the scale of Rs.
3580-8750 while the Extension Officer (Non-technical) is in the scale of Rs.
3490-8100. The Mill Wright Fitter, which appears to be a job of technical nature,
is shown in the Department as belonging to the non-technical cadre. Therefore,
the need of a thorough review is very urgent.

The Commission recommends that the posts of Extension Officers and

Quality Control Examiner in the present Junior Industries Service
(Technical) Grade II Cadre be upgraded from the present scale of
Rs.3580-8750 and be placed in Pay Band 3 with Grade Pay of Rs. 4300.
The Commission also recommends that the Handicraft and Cottage Industries
function of the Department be taken out of its purview and be allocated to the
Handloom department. On the other hand, the Textile function of the Handloom
and Textile department be taken out of the purview of the Handloom and Textile
Department and brought under the ambit of the Industries & Commerce
Department.

Judicial Department

All Assam Judicial Employees’ Association replied to the Questionnaire

issued by the Commission. The representatives of the Association also
appeared before the Commission at the oral hearing. The General demand
of the Association is for considerable upward revision of the pay scale, for
Additional Allowances/Special Pay to the Stenographers, Drivers, Protocol
Staff and the employees manning the Computer Section and for upward
revision of the existing allowances. The special demand of the Association
is for recommending fixed traveling allowance to the process serving
Peons/ Jarikaraks in the establishment of the Judiciary.The Librarian of
the Legal Remembrance Smti. Barua also represented before the
Commission about the lack of promotional avenues in the post.
Considering the facts, the Commission after discussions with officers of
the Department, is of the view that the detailed analysis and decision
recorded in the Chapter on Allowances and Special Pay in this Report
adequately meets the demands as regard Additional Allowances/ Special
Pay made by the Association. Similarly, the new system of running Pay
Bands and Grade Pay and the new Pay Structure recommended takes
care of the upward revision of Pay Scale. As regards the fixed T.A. for
Jarikaraks, the Commission has included the post of process
serving Peon/ Jarikarak in the categories of posts in Annexure
3.1.1 as recommended in the Chapter on Allowances and Special
Pay.

Legislature Department

Issues

1. Individual Memorandum: Smti. Rupali Khargoria, Librarian, demanding

higher pay scale and promotional avenue.
Recommendation
1. The employee will get benefit under new system of Pay Bands.

Labour Department

Directorate of Employment and Craftsmen Training

Issues

The main issues relating to department are as follows:

1. One pay scale for all categories of Instructors of vocational trades and that
should be on par with Higher Secondary subject teachers.

2. Individual Memorandum received from Shri Rana Barua, Movie

Cameraman, demanding upgradation to Cameraman/ TV cameraman.

3. Individual Memorandum received from Shri Ratul Saikia, Research

Assistant, demanding upgradation and encadrement of the post.

4. Individual Memorandum received from Shri. Lachit Deka, Artist,

demanding upgradation of the post of Artist to Senior Artist.

Recommendation

After considering all the relevant factors, the commission recommends as

follows:

1. Junior Instructors of Vocational trades be given Grade Pay of Rs

2600 provided they are graduates.

2. Terminal pay be given to Shri. Barua and in future, this post

should not be filled up.

3. Shri Saikia shall get benefit of new system of running Pay Band
wherein he shall not face stagnation. Government may consider
promotion of the present incumbent to the post of Employment
Officer, if eligible, provided this post is not filled up in future.

4. Shri. Deka shall get benefit of new system of running Pay Band
wherein he shall not face stagnation.

Labour Commissioner

Issues

1. Individual memorandum is received from Shri NC Dutta and others,

Registrars of Industrial Tribunals/Labour Courts asking for promotional
avenue and higher pay scale.

Recommendations

1. The Commission recommends that Post of Registrar, Industrial/

Labour Tribunals be placed in PB 4 with Grade Pay of Rs. 5900.
 The Commission further recommends bringing the services of the
Registrars under the Assam Labour Service Rules, 1970.

Personnel Department

Issues

The following are the main issues relating to Assam Civil Service:
1. The Assam Civil Service is the premier civil service of the state. This service
has contributed significantly to the establishment of an effective
administration in the state. ACS officers occupy posts such as EACs, Circle
Officers, SDO, DC etc. at the cutting edge level and also discharge duties in
various posts ranging from Deputy Secretary up to Commissioner and
Secretary in the Secretariat with crucial roles in policy formulation and
implementation. But it has been observed that over time, due to various
factors, the stature, dignity and leading role of ACS has been seen to be
diluted in recent times. The members of the ACS appearing before the
Commission urged that in the interest smooth administration of Assam,
consideration of this situation is urgently necessary. It was also pointed out
that the ACS is one of the most poorly paid state civil services in the
country. Therefore, they requested for special consideration regarding pay
of ACS officers.

Recommendation

After considering all relevant factors, the Commission makes the following
recommendation:

1. In view of the nature of service and premier status of ACS, the pay
in the running Pay band PB 4 for ACS Junior Grade at the entry
level will start from Rs. 12500 with the Grade Pay of Rs 5400.
Similarly, the revised pay in the running Pay band PB 4 for ACS
Junior Grade shall be fixed at Rs 12500 instead of Rs 12000 in the
fitment table-21. The Ad hoc fitment benefit as per 2.1.8 (iv) shall
be given thereafter to remove the bunching if any. The revised pay
of ACS officers shall be as follows:

Post Pay Grad

Ban e pay
d

EAC / Circle Officer/ 4 5400

equivalent

SDO Sadar/ SDO (Civil) 4 5400

ADC/ equivalent 4 6600

 DC/ Joint Secretary/ 4 7400
Director

Additional Secretary / 4 7600

Equivalent

Secretary/ Equivalent 5 8700

Commissioner and - Fixed

Secretary Pay

Fitment Table (For ACS Junior Grade)

Pre-revised Scale - Rs.4390-90-4480-120- Revised Pay Band (PB -4)+ Grade Pay
5200-175-6600-250-8100-325-11025- Rs.12000 - 40000 + Rs.5400
400-11425

Sl. No. Basic Pay in Revised pay in Grade Pay Total Pay Total Pay With
the pre- the running pay Adhoc Fitment
revised scale band [See 2.1.8
(iv)]
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)
1 4390 12500 5400 17900 17900
2 4480 12500 5400 17900 17950
3 4600 12500 5400 17900 18000
4 4720 12500 5400 17900 18050
5 4840 12500 5400 17900 18100
6 4960 12500 5400 17900 18150
7 5080 12500 5400 17900 18200
8 5200 12500 5400 17900 18250
9 5375 12500 5400 17900 18300
10 5550 12500 5400 17900 18350
11 5725 12500 5400 17900 18400
12 5900 12500 5400 17900 18450
13 6075 12500 5400 17900 18500
14 6250 12500 5400 17900 18550
15 6425 12500 5400 17900 18600
16 6600 12500 5400 17900 18650
17 6850 12750 5400 18150 18700
18 7100 13210 5400 18610 18750
19 7350 13680 5400 19080 19080
20 7600 14140 5400 19540 19540
21 7850 14610 5400 20010 20010
22 8100 15070 5400 20470 20470
23 8425 15680 5400 21080 21080
24 8750 16280 5400 21680 21680
25 9075 16880 5400 22280 22280
26 9400 17490 5400 22890 22890
27 9725 18090 5400 23490 23490
 28 10050 18700 5400 24100 24100
29 10375 19300 5400 24700 24700
30 10700 19910 5400 25310 25310
31 11025 20510 5400 25910 25910
32 11425 21260 5400 26660 26660
33 11825 22000 5400 27400 27400
SI-I 12225 22740 5400 28140 28140
SI-II 12625 23490 5400 28890 28890
SI-III 13025 24230 5400 29630 29630

Panchayat and Rural Development

The Panchayat and Rural development department has attained additional

significance of late due to the renewed emphasis on the Panchayat institutions
and on rural development. Already many rural oriented schemes and
programmes have been formulated and are being executed. In addition,
execution of many rural projects has been devolved to the Block levels, making
the role of the employees very critical. It is important that the personnel
manning the P & RD department not only have the professional expertise but are
also motivated towards the missions they are entrusted with. The proposed
Assam Rural Service appears to be, in the Commission’s view, a step in the right
direction.

The Commission observes that the Panchayat & Rural Development

Department has at present posts of BDOs, Extension Officer (Fishery) in
Class. I, Extension Officer (Credit) in Class II, Extension Officers
(Panchayat) and Extension Officers (Women & Children) in Grade III. The
Extension Officers (Fishery) are in the same pay scale as that of BDOs,
the EO (Credit) is in the scale of Rs.3760-9400, EO (Women & Children)
is in the pay scale of Rs. 3490-8100.
The Block Development Officer is a pivotal position in the development
organization. It is observed that at present, about 1/3rd of the posts of the
BDOs are filled up by ACS officers and the rest are filled up by promotion
by Extension Officers. To ensure vigour and good quality of officers who
have proven track record and experience of wider nature, posting of
larger number of ACS officers will be desirable. The creation of the Assam
Rural Service would also be useful in this connection. It is also observed
that disparate groups of EOs constituting the stream for promotion to
BDOs is contrary to smooth administration.
It is also observed that post of EO (Fishery) is rather anomalous in this
set up. There is no need of a cadre of specialized Extension Officer in the
block set up. The Commission is of the view that there should be no fresh
recruitment in this cadre of EO (Fisheries) in the block. In future,
Extension Officer (Fishery) may be deputed from Department of Fisheries,
if necessary. Both the departments may also explore the possibility of
integrating EO (Fisheries) in the Fisheries department. The situation
needs to be rationalized.
After consideration of all the relevant factors, the Commission
recommends the following:
1. 50% of the posts of BDOs be filled up from the ACS cadre.
2. The posts of BDOs shall be filled up by promotion to the maximum
extent of 50% from the cadre of Senior Extension Officers as
recommended below.
3. The Extension Officers be regrouped into two groups keeping
in view their present recruitment pattern and responsibilities
as follows:
i. Posts of EO (Panchayat) and EO (Woman and Children) be
clubbed and designated as Junior Extension Officers and
placed in Pay Band 2 with Grade Pay of 2800.
ii. Posts of EO (Credit) and EO (Fishery) be grouped and
designated as Senior Extension Officers and placed in Pay
Band 3 with Grade Pay of 4300 but the existing EO
(Fisheries) shall be placed in new pay band as per their
existing pay scale. This shall be terminal pay for the existing
incumbents in the post of EO (Fisheries).
iii. The aforesaid rationalisation shall provide flexibility in
staffing and postings. Entry qualification for all Extension
Officers shall be graduation.
iv. Direct recruitment should take place only at the level of
Junior Extension Officers.
v. All posts of Senior Extension Officers shall be filled up by
promotion from the cadre of Junior Extension Officers.

4. The department may consider identifying other equivalent

positions with similar responsibilities and assign officers
from the cadre of Senior Extension Officers/ Junior
Extension Officers, to these posts, as need be.
5. In order to remove stagnation in the cadre of BDOs, the
department may examine the question of providing
promotion avenues to BDOs in posts such as Deputy CEO of
Zila Parishads etc.

Planning and Development Department

Issues

1. Individual Memorandum is received from Smti. Jyotilekha Khound,

Librarian asking for higher pay scale and promotional avenue.

2. Merger of different posts and their redesignation.

Recommendation
1. The employee will get benefit under new system of Pay Bands.
2. The Government may consider merger of different posts and
redesignating them appropriately.

Printing & Stationery Department

Printing is one area where technological changes had far reaching
impacts. Desk-top printing (DTP) has eased the process of printing to an
astonishingly simple level. Traditional letter-press printing is on the verge
of extinction. From this point of view, there is an urgent need to re-
examine the relevance and justification of numerous posts that are in
existence in the State Government Presses. Some of the posts have
already become obsolete or defunct. The Commission recommends
that incumbents in such posts should be retrained and redeployed
elsewhere wherever possible. The current incumbents of such
posts should be given Terminal pay.
Power (Electricity), Mines and Minerals Department

Inspectorate of Electricity/ AERC

Issues

The main issues raised by the employees of the department are as follows:

1. Individual memorandum by Shri. D. Kakoti: lone Ex Cadre post of

Additional Secretary (non technical) asking for higher pay scale. The
Commission heard Shri. Kakoti and also heard views of the Chief Inspector
of Electricity.

2. Individual memorandum by Shri S. Barua, Chief Electrical Inspector cum

Advisor, and other officers of the Inspectorate of Electricity seeking
upgradation of their posts.

3. Issues related to Assam Electricity Regulatory Commission ( AERC)

Recommendations

After considering all the relevant factors, the Commission recommends the
following:

1. The post of Additional Secretary, if considered necessary, be filled

up in future by competent technical persons. The present pay
enjoyed by Shri. Kakoti may continue and the corresponding pay
in the Pay Band and Grade Pay be treated as terminal pay. The
Present incumbent will get benefit under new system of Pay
Bands.

2. The Inspectorate of Electricity be upgraded to the level of the

other Works Departments of the Government like PWD etc. and
the employees be placed in appropriate pay bands with Grade Pay
equivalent to corresponding posts in Works Department.

3. The present ministerial, accounts and Class IV posts in the AERC

which are not filled up on deputation should be given regular
 remuneration at par with other Government employees of similar
cadre by placing these in appropriate Pay Bands along with
corresponding Grade Pay.

Directorate of Geology and mining

Issues

The main issues raised by the employees of the department are as follows:

1. Disparity in the pay scales of Geologist and Sr. Chemist.

2. Individual Memoranda by Statistical Assistants Shri Nirod Bordoloi and

Smti Shyamali Sharma demanding upgradation as Senior Statistical
Assistants.

Recommendation

After considering all the relevant factors, the Commission recommends the
following:

1. It is recommended that present post of Geologist may be

amalgamated with that of Senior Geologist and the present post of
Assistant Geologist be redesignated as Geologist.

2. These employees may get benefit under new system of running

Pay Bands and Grade Pay. The Department may examine question
of redesignating them appropriately and of filling up these posts
by departmental officer in future as the functions performed do
not appear to be merely statistical in nature but require
knowledge of the functioning of the department.

Revenue and Registration Department

Issues

1. Pay scale of Supervisory Kanango.

2. One year training of Land Revenue manual with basic computer training.

3. Memorandum received from Sadou Assam Gaonburha Sanstha

Recommendation
After considering all relevant factors, the Commission recommends as
follows:

1. Post of Supervisory Kanungo be placed in PB 2 with Grade Pay of

Rs. 2300
2. Department may undertake training programme for Mandals in
respect of Land Revenue Manual. They should also be given basic
computer training.

3. Terms of Reference given to the Commission does not include

issues related to Gaonburhas. In respect of memorandum received
from Sadou Assam Gaonburha Sanstha, the Government may
examine the issue of better remuneration and other facilities in
view of age old importance of this institution in the village
administration.

Secretariat Administration Department (SAD)

The following are the main issues relating to various cadres under the
Secretariat Administration Department. There is some overlap with certain
cadres of General Administration Department.

Ministerial Staff

No separate memorandum was received from the ministerial staff of the State
Secretariat. The issues relating to ministerial staff of the State Secretariat were
part of the representations to the Commission by bodies such as Sadou Asom
Karmachari Parishad and Assam State Employees Federation. The main demands
related to adoption of the recommendations of the Sixth Central Pay Commission
for enhancement of pay scales, along with allowances, benefits such as Leave
Travel Concession, HRA etc., many of which are of general nature. In respect of
employees of the State Secretariat, it is observed that the position of the Senior
and Junior Administrative Assistants are in the Pay Scale of Rs.3760-9400 and
Rs. 3490-8100 respectively. It is observed that in both the above mentioned
cases, the pay scales of the State Secretariat employees are higher than the pay
scales of the equivalent cadres of Ministries of Government of India.

Stenographers

The Commission observes that one of the major problems faced by

Stenographers, particularly those in Grades II and III is that the speed
tests are not held regularly. It was informed that speed tests have not
been held for a number of years as there are no vacancies in the cadre of
higher grade Stenographers. The Government may review the cadre
strength of Stenographers at each grade with a view to suitable
augmentation in conformity with functional necessity. Moreover,
Stenographers unable to move to higher grade will not face stagnation in
the new system of Pay Bands.
The main issues raised by the Stenographers' Association are as follows:

1. Graduation as entry level qualification for Grade II and Grade I

Stenographers.
2. Redesignating stenographers with Secretariat designations on ex-officio
basis.

3. Creation of more posts of Stenographers.

4. Individual Memorandum is received from Shri Bhabani Mazumdar, Junior

Engineer (Senior) Electrical, Assam Secretariat stating that he has no
scope for promotion and therefore, the post should be upgraded to the
level of Assistant Engineer (Electrical) with financial benefit.

After considering all the relevant factors, the Commission recommends as

follows:

1. Graduation is recommended as entry qualification for all State

Government jobs barring certain specific ones. However, existing
Stenographers with requisite Speed qualifications will continue to
be eligible for higher grades as at present. Speed tests be held at
regular intervals.

2. The Government may examine the question of redesignation.

3. The Government may consider the question of creation of more

posts of higher grade stenographers as per requirement in
accordance with the number of ministers and higher level officers.

4. After considering his representation and all other relevant factors,

the Commission observes that he will get the benefit of running
Pay Bands.

Directorate of Sports and Youth Affairs

Sports and other co-curricular activities have a crucial role to play in the
development of the youth potential of the nation and there is a need for a
concerted and well planned effort directed towards the same. It was noted that
most of the representations to the Commission from the employees of this
directorate were from those who were in isolated posts with little scope for
career advancement. The running Pay Bands suggested by the Commission
would take care of this aspect.

The Commission noted that the Directorate has a large number of Physical
Education instructors who are attached to High and Higher secondary Schools to
impart physical education. The Commission regards Physical Education as a vital
part of the education process. The Physical Instructors demanded higher pay
scale and Kit Maintenance Allowance as the PIs have to be appropriately dressed
to discharge their duties.

It was brought to the attention of the Commission that the state has some
Coaches in various sports disciplines who are posted in different parts of the
state. Most of them have been outstanding sportsperson in their heydays, but
are now languishing due to lack of promotion. They have also sought
enhancement of their scales. The Commission examined the nature of their jobs
and felt that they be retained in their primary function of coaching and not get
integrated in the Sports Directorate. They have sought enhancement of their
scales and payment of Kit Maintenance Allowance.

Representation was also made to the Commission by NCC modellers, S/Shri

Ranjit Baruah, P. Barkataki and D. Saikia who are in isolated posts with no
growth prospects.

In consideration of all the aforesaid factors, the Commission recommends as

follows:

1. Kit Maintenance Allowance of Rs. 400 per month be paid to the

Physical Instructors in schools.

2. Kit Maintenance Allowance of Rs. 550 per month be paid to the

Coaches.

3. All NCC modellers (Aero and Ship modellers) be placed in Pay

Band 2 with Grade Pay of Rs. 2800 per month and Fixed TA be paid
to them.

Soil Conservation Department

The Soil Conservation department is mandated to conserve the two most vital
major resources of nature: soil and water. The Commission was also informed
that the Soil Conservation Department of Assam has been made the nodal
department for the Integrated Watershed Development Programme of the
Government of India. Thus the Department has a crucial role to play in
ecological sustainability of the region. The potential of the department to deliver
and contribute to environmental protection is very high.

The Commission notes that the proposed rationalisation of the various

Directorates under the State Government and introduction of the new system of
running Pay Bands would take care of the many issues raised by the
Departmental personnel before the Commission.

The Commission recommends the following for the Department:

1. The Rangers of this department be treated at par with the Rangers

of the Forest Department, in terms of pay and allowances.

2. The Superintendent of the Soil Conservation Training Institute and

the full-time instructors be given Training Allowance at the rate of
20% of their basic pay as has been proposed for other similar
instructional/directorial posts. The Department may examine
renaming the Superintendent of the Institute as Principal.

3. Similarly, the Department may examine review of designations

such as ‘Overseer’.
4. The Department should review the relevance of some of the posts
in today’s context, like that of Film Operator etc.

5. All the field level posts at the lowest level should all be clubbed
into one category. The jobs in this category should be
multifunctional and redeployable to make the job-incumbents
more productive.

Science and Technology Department

In today’s world, technology has made rapid strides. The possibility of

technology getting obsolete is ever present, making many current technologies
or technological functions irrelevant, obsolete and inconsequential. Keeping this
in mind, the Department while creating posts of scientific and technological
nature, should examine the future sustainability of such posts and their growth
and career prospects.

The Commission heard the representation from Shri Babul Chandra Bora,
Curator and Scientific-in-Charge of the Gauhati Planetarium. The Commission,
after reviewing his case recommends that the aforesaid post be placed
in Pay Band 4 with Grade Pay Rs. 5900. The Commission is also of the view
that the Planetarium should be converted into a more vibrant organisation and
more such planetoria be built in the state to spread the culture of science
amongst the youth.

The Commission recommends that the Government may examine posting a

common Director for Directorate of Science and Technology as well as
Planetarium.

Social Welfare Department

Issues

The main issues raised by the employees of the department are as follows:

1. Redesignation of various posts in the department.

2. 30% Deaf Allowance for teachers of Deaf and Dumb School, Kahilipara.

3. Promotion scope for District Social Welfare Officer (DSWO) and others.

Recommendation
After considering all the relevant factors, the Commission recommends the
following:

1. General District level posts should bear a nomenclature which

suggests the functions of an officer more easily to the general
public. Hence DSWO may continue with the same nomenclature.
2. 20% Special Teaching Allowance is recommended to Principals and
teachers of Deaf and Dumb School, Kahilipara, Blind school and
other such special schools in line with decision of the Central
Government to give 20% allowance to teachers of special schools.
This allowance shall be admissible only to those Principals and
teachers who have undergone special degree/ training courses as
identified by the Government.

3. Department may examine the feasibility of restructuring the

existing set up in line with the recommendations of the Commission
in Chapter 7 on reorganisation of Services where the Commission
has recommended symmetrical pyramidal structure for all
departments.

Transport Department

The Commission heard the representatives of various organisations of the

Transport Department and also interacted with the officers of the Department. It
was pointed out to the Commission that there has been a surge in the
registration of vehicles, but the strength of officers has remained inadequate.
The Commission was also apprised that the organisational structure of the
Department was rather flat. There are only two posts of Assistant
Commissioners of Transport (ACT). The next higher level post is Deputy
Commissioner of Transport (DCT). Both the District Transport Officers (DTO) and
the ACTs are eligible to be promoted as Deputy Commissioners, which is rather
anomalous. The Commission also noted that the posts of DTOs are filled up in
three different ways: 30% Direct recruit of graduates by APSC; another 30% are
promoted from Motor Vehicle Inspectors (MVI) and the rest 40% are promoted
from Enforcement Inspectors (EI). In the Enforcement Inspector Cadre, 25%
are promoted from Ministerial Staff and another 25% from amongst Assistant
Enforcement Inspectors. 50% of the Enforcement Inspectors are direct recruits.
Similarly, 50% of the Assistant Enforcement Inspectors are promoted from
Enforcement Checkers. Thus all the cadres seem to be very heterogeneous in
composition and the resultant higher cadre can have personnel of varying
backgrounds and qualifications.

The Commission notes that the Transport Department has certain statutory roles
to play, notably under various acts such as Motor Vehicles Act. Hence, there has
to be a certain minimum amount of professional competence among the
personnel of the department. A highly mixed group of officials may not be able
to work in a coherent manner and deliver the results desired from the
department.
After considering all the relevant factors, the Commission recommends as
follows:

1. Regarding the inadequacy of technically competent and

administrative manpower and the rather flat organisational
structure, the Commission recommends that the Government may
make an objective assessment of the total manpower requirement
of the department with a view to make appropriate changes in the
cadre strengths and organisational structure.

2. The Commission recommends creation of a post of Assistant DTO,

which may be placed in Pay Band 3 with Grade Pay of Rs. 4300. In
the event of creation of such post of Assistant DTOs, direct
recruitment of DTOs be discontinued. Direct recruitment may be
made at the level of Assistant DTOs, who, after suitable training
and gathering requisite experience may be promoted as DTOs.

3. At the level of Assistant DTOs, direct recruitment to the extent of

50% through APSC be done.

4. Rest of the posts of Assistant DTOs be filled up from the cadres of

MVIs and EIs to the extent of 25% each.

5. All the posts of MVI be filled up by direct recruitment with

graduation in Automobile or Mechanical Engineering as entry
qualification.

6. There should be direct recruitment to the cadre Enforcement

Inspectors to the extent of 70%. 30% of the vacancies may be
filled up by promotion from Assistant Enforcement Inspectors.

7. There should be direct recruitment to the cadre of Assistant

Enforcement Inspector to the extent of 70%. 30% of the
vacancies be filled up by promotion from Checkers. Only Graduate
checkers may be considered for promotion beyond the post of
Assistant Enforcement Inspector.

8. The Commission recommends that the post of DTO be placed in PB

4 with Grade Pay of Rs. 5400.

Enforcement Inspectors
During the oral hearing the All Assam Transport Enforcement Officers’
Association highlighted the Associations’ grievance that the Enforcement
Inspectors under the Transport Department have been conferred the
gazetted status by the government without giving them the mandatory
minimum pay scale which was at the relevant time Rs.1475-3825 and
which currently translates to Rs.3760-9400. The Association also
submitted that their efforts to resolve the anomaly through
representations filed before the government have not been successful.
The Association in that connection brought to the notice of the
Commission the judgment in W.P(C) No.2154/99 wherein occurs the
following,
“To create a particular pays scale to a particular group of officers or to a
particular category of services is in the exclusive domain and jurisdiction
of the Pay Commission. On what consideration the Pay Commission did
not recommend the pay scale of Rs.1475-3825/- is for consideration of
the Pay Commission and this court cannot substitute the decision of the
Pay Commission”.
The judgment directed the government to consider the representation of
the petitioners in the writ petition. The government requested the present
Pay Commission to consider the representation.
The Commission in Para 2.1.14 of this report noted the lack of functional
utility of the system of conferring gazetted status and its potential both
for arbitrary abuse as well as for spawning litigation. In Para 2.1.15, the
Commission recommended discontinuance of the system. The
circumstances under which, the Enforcement Inspectors were conferred
the gazetted status even though they did not fulfill the mandatory
condition regarding the pay scale have not been made clear to the
Commission. The Commission has devised a new pay structure comprising
of running Pay Bands instead of pay scales. Even if notionally the current
pay scale of Rs.3580-8750 is to be first changed to Rs.3760-9400 and
then is to be placed in the relevant Pay Band that would involve change of
Pay Band resulting in imbalance and more anomalies in the pay structure.
In consideration of all the relevant factors and in the light thereof closely
considering the direction in the judgment, the Commission finds no
justification for the up-gradation in the current pay scale of the
Enforcement Inspectors.

Tourism Department

Tourism has been recognised as a potential growth area for the state and there
has been a surge in the number of foreign and Indian tourists visiting the state
as reported. The Commission heard the representations made by various
associations and individuals of the department as well as interacted with the
departmental officials. The Commission notes that the Tourism Directorate
carries many posts which are either obsolete or non-functional.

It is recommended that a thorough review of the existing posts in the

department be done and in view of the dynamic nature of the tourism
industry, distribution of posts may be rationalized and some functions
outsourced. It is observed that the Tourism department, instead of getting
involved in operating the tourism related businesses, may confine itself to:

i. Promotion and marketing of the tourism potential of the state;

ii. Setting up regulations and standards for the industry and monitoring their
compliance;
iii. Facilitating the growth of the industry through policy initiatives and
implementation of these policies.

The Directorate has a few Receptionists who have no growth prospect and also
very limited work. It is recommended that they be redeployed to other jobs
depending on their aptitude and qualifications and if they are eligible, may be
considered for their eventual promotion as Assistant Tourist Information Officers.
The Department should not undertake recruitment to the posts of Receptionist
any more.

Urban Development Department

Issues

The main issues raised by the department are as follows:

1. Pay Anomaly in respect of Sociologist in Directorate of Municipal

Administration.

2. Parity in pay scale of Superintending Engineer of Town and Country

Planning department with Superintending Engineer of Works Departments.

Recommendation

After considering all relevant factors, the Commission recommends as

follows:

1. The present incumbent will get benefit under new system of Pay
Bands and Grade Pay. Terminal pay may be given to present
incumbents.

2. The Commission recommends Grade Pay of Rs 6600 for the post of

the Superintendant Engineer on par with that of Superintending
Engineers of Works Departments. It is noted that presently the
post of Superintendent Engineer in the Department is in pay scale
equivalent to that of the Joint Director. The Commission has
recommended reclassification of all the Directorates. As a
consequence, the pay of Joint Director shall also be revised.

WPTBC Department

Issues

The main issues raised by department are as follows:

 1. Departmental officers should be Director, AIRTSC as per original practise
instead of ACS officers at present.

2. Post of “Computor” should be amalgamated with LDA cadre for making

promotional avenue.

Recommendations

After considering all relevant factors, the Commission recommends as

follows:

1. The Commission observes that Tribal Research Institute is not

exactly like other Directorates although it is styled as one. The
basic objective of the Institute is furthering knowledge about the
tribes of Assam who form a very significant part of the population.
Keeping this objective in mind, the Commission recommends that
if a suitable ACS officer with research orientation is available; such
officer may be posted as Director. However, if such officer is not
available, the Government may examine the filling up of this post
by a suitable academician.

2. Post of “Computor” may be amalgamated with LDA cadre provided

there is no further recruitment to this post in future.

Works Departments

Issues

The main issues pertaining to Works Departments are as follows:

1. Organisational structure of Works Departments.

2. Parity in pay scales of Post of Agriculture Worker in Irrigation Department
with that of ADO’s in Agriculture Department and their redesignation.
3. Equal pay scale for the Turner, Fitter, Mechanic etc.
4. Individual Memorandum is received from Shri Jogen Gayan, Law Officer,
Office of the Chief Engineer, PWD.
5. Individual Memorandum is received from Shri. Subhash Chandra Deka,
Hasinur Rehman, Assistant Director (GEO), Road Research Laboratory,
PWD(R&B) demanding upgradation of their post to the rank of Deputy
Director and incorporation of their service in the Engineering Service
Rules.
6. Individual Memorandum is received from Shri Ramesh Doley, Estate
Assistant, Office of Estate Officer, PWD asking for upgradation of his post
as Estate Officer and higher pay scale.
7. Individual Memorandum is received from Shri Rajib Kumar Goswami and
JA Ahmed, Assistant Executive Engineers, Water Resource Department
asking for special increments for their higher qualifications.

Recommendation
 After considering all relevant factors, the Commission recommends as
follows:

1. The Government may review the organisational structure of the

Works Departments to streamline the departments according to
changes in technology as well as work requirements.
2. Subject to educational qualification, the post of Agriculture Worker
be given revised pay on par with corresponding post in Agriculture
department. The Government may redesignate this post
appropriately.
3. Posts such as Turner, Fitter and Mechanic be placed in revised pay
structure with equal Grade Pay.
4. Shri Gayan shall get the benefit of the new system of running Pay
Bands.
5. Post of Assistant Director (Geologist) be placed in PB 4 with Grade
Pay of Rs. 6300.

6. Shri Doley shall get the benefit of the new system of running Pay
Bands.
7. The Commission has separately recommended Advance Increment
with detail guidelines in Chapter 3.2.
 Chapter 11
Executive Summary of The Report

Pay Revision

11.1 The Commission has endeavoured to devise a pay structure which

ensures a fine balance between the pay structure adopted by Government
of India on the basis of recommendations of the 6th Central Pay
Commission and the financial position of the state to bear the additional
burden arising out of the proposed pay revision. The Commission has also
kept in mind the needs of present times and various other relevant
factors while deriving a suitable compensation package for the State
Government employees.

Running Pay Bands

11.2 The Commission has recommended introduction of running pay bands
for all posts in the Government below the level of Commissioner and
Secretary. Five distinct running pay bands are recommended - one running
band each for all categories of employees in existing Class II, III and IV
with 2 running pay bands for existing Class I posts. The existing pay is
multiplied by factor of 1.86 to derive pay in the running pay band. The
post of Commissioner and Secretary is given fixed pay.

Grade Pay
11.3 Every post, barring that of Commissioner and Secretary has a
distinct grade pay attached to it. Within a department, Grade Pay shall
determine the status of a post with a senior post which is given higher
Grade Pay. The total number of grades is 30 which are spread across five
distinct running pay bands. The grade pay is given within the limits as
given by Government of India. The outline of the new pay structure is
given below.

Existing pay Pay Bands Running Pay Grade pay

scales Bands
1 to 3 PB 1 4560-15000 1300 to 1600
4 to 13 PB 2 5200-20200 1800 to 2800
14 to 20 PB 3 8000-35000 4200 to 5100
21 to 29 PB 4 12000-40000 5400 to 7600
30 PB 5 26000-45000 8700
Fixed Pay - 55000 -

Promotions in running Pay Bands

11.4 At the time of promotion from one post to another in the same running pay
band, the grade pay attached to posts in different levels within the same running
pay band shall change. An employee stagnating at the maximum of any pay
band for two years continuously shall be placed in the immediate next higher
pay band without any change in the grade pay.

Minimum and Maximum Salary

11.5 Minimum salary at the entry level of Pay Band 1 shall be Rs.5860
(Rs.4560 as pay in the pay band plus Rs.1300 as Grade Pay) which is
above the norm of 15th ILC. Maximum salary at the level of Commissioner
and Secretary shall be Rs.55000. The ratio of minimum and maximum
salary will be 1:9.38.

Annual Increment
11.6 Annual increments shall be paid at the rate of 1% of the total of pay in
the Pay Band and the corresponding Grade Pay. The date of annual increment,
in all cases, shall be the first of July. Employees completing six months and
above in the grade as on July 1 shall be eligible.

Increment Based On Performance (IBOP)

11.7 The Commission has recommended introduction of a new scheme –
Increment Based On Performance (IBOP). In this scheme, annual open
assessment of employees shall be done by the Assessing Officer. An
employee can earn up to additional 2% increment over and above normal
increment based on his/her performance.

Allowances
11.8 The Commission recommends no change in the existing system of
granting Dearness Allowance in line with that of Government of India.
Existing rates of most of the allowances like Daily Allowance, House Rent
Allowance, Hill Area Allowance etc. have been enhanced to meet the
requirements of the situation. Various allowance like City Compensatory
Allowance, Conveyance Allowance, Special Pay have been abolished. The
Commission has recommended introduction of Risk Insurance Scheme
and Comprehensive Health Insurance Scheme in place of present
allowances.
Benefits to the Women Employees and Disabled Employees
11.9 The Commission has recommended various benefits for women
employees like Maternity Leave of 180 days, reservation in allotment of
Government Quarters etc. Disabled employees are given benefits like
Disability Allowance, Constant Attendant Allowance, Child Care Allowance
for disabled women employees, enhanced number of days of Casual
Leave etc. The Commission has also recommended provision of special
aids and appliances for facilitating office work, interest subsidy for
automobile loans for disabled employees.

Other Benefits
11.10 The Commission has recommended LTC in the initial years of
career. It has also recommended tying up with Public Sector Banks for
loans to be given to the employees which shall replace the existing
system of granting advances to the employees. Insurance coverage under
Group Insurance Scheme is proposed to be enhanced for all employees.
Advance increment is recommended for few categories on evaluation of
improved performance owing to attainment of higher educational
qualification.

Pension and Other Benefits

11.11 Fitment formula recommended for serving employees shall be
extended in case of existing pensioners/family pensioners as well. The
Commission has recommended additional quantum of Superannuation
Pension as well as Family Pension with increase in age. Qualifying service
to receive full pension is brought down to 20 years instead of present limit
of 33 years. The amount of DCRG is enhanced. Provisions regarding age
of superannuation, voluntary retirement shall remain unchanged.

Leave Matters
11.12 The Commission has recommended reduction in number of days of
Casual Leave from 15 to 8. The principal and headmasters of schools and
colleges shall get 30 days earned leave in a year. All employees of
vacation departments shall be entitled to Half Pay Leave of 20 days in a
year and Leave Encashment benefit of 150 days at the time of retirement.
Maternity leave has been enhanced to 180 days. The Commission has
recommended introduction of Paternity Leave of 15 days. The
Commission has recommended introduction of Special Study Leave for
teachers and other academic staff.

Holidays and Office Timings

11.13 The Commission has recommended new office timings to be 9 AM
to 5 PM from 1st March to 31st October and 9 AM to 4.30 PM from 1st
November to 28th February. The Commission has recommended putting a
cap on the existing number of holidays.

Reorganisation of Services

11.14 The Commission has recommended that there should be two levels of
Directorates in regard to pay and allowances and pay related benefits of officers
and staff of various Directorates. Pyramidal structure for all Heads of
Departments including field offices is recommended to ensure symmetrical set
up and reasonable promotion avenues. The Commission also recommends that
the Government may examine reorganisation of functions and related services in
respect of Statistics, Publicity, Planning and Library services etc. These
functions, across all departments, could be made the responsibility of
departments such as DE&S, Information and Public Relations, Planning and
Library Services. The Commission has also recommended enrichment of the
functions presently performed by employees in Class IV posts. All unskilled jobs
and functions which are not core functions of the department be outsourced. The
Commission has recommended introduction of Assam Administrative Service for
better administration and effective cadre management.

Administrative Reforms and Training

11.15 The Commission has recommended various measures for reforms
in existing system of Service Rules. It has also suggested measures for
better implementation of appointment and promotion policy. The
Commission has stressed introduction of ‘Paperless Offices’ and other
measures for increasing use of Information Technology in Government
functioning. The Commission has emphasised adoption of a Training
Policy which specifies that training for all the State Government
employees is essential and that all employees will be trained regularly
without fail. All departments/organizations of the State Government
should allocate a minimum of 1.5% of their plan budget to be spent on
training of the employees.

Financial Implications
11.16 The annual additional financial implication owing to the
Commission’s various recommendations is estimated to be Rs 4500
Crores for 2009-10 which is estimated to increase by 10% during each
subsequent year due to increase in Dearness Allowance, annual
increments etc. The Commission has suggested various measures to
mitigate the additional financial burden arising out of recommended pay
revision.

Date of implementation
11.17 The Commission recommends that the revised pay structure is
effective from 1.4.2009 but the revised pay for employees shall be
notionally fixed as on 1.1.2006. The pay of the employees would be fixed
along with increments at 1%, Dearness Allowance etc. with effect from
1.1.2006 but no arrears would be paid for the period between 1.1.2006
and 31.3.2009. All recommendations regarding allowances and other
benefits will take effect only prospectively.
 Concluding Remarks

Before we conclude, it will be appropriate to sound a note of caution.

Although the Commission’s recommendations are based on the philosophy
and guiding principles as enunciated in Chapter 1.1, the additional
financial burden arising out of the recommendations may not be
containable within the fiscal parameters laid down in the AFRBM Act,
2005. The State Government may examine if it is in a position to
implement all the recommendations having financial implications without
any difficulty. In any case, the Commission would like to reiterate that
implementation of the recommendations must not be at the cost of
overall development of the state, particularly welfare of the general
populace. The tempo of development activities and expenditure must be
maintained. Similarly, due care must also be taken to ensure that the
ratio of capital expenditure to total expenditure does not deteriorate due
to the Pay Commission’s recommendations. Augmentation of revenue and
compression of low priority expenditure are essential, and may mitigate
the difficulties to some extent. However, even this has obvious limitations
in the prevailing recessionary environment.
The view that the State Government may find difficulty in implementing
some of the recommendations, relating to reorganization of services and
their entry qualifications, restructuring of emoluments and various
allowances and changes in relative inter-service parity was noted. Due
care may be taken at the time of implementing such recommendations.
 Acknowledgement

The Commission takes this opportunity to express its sincere gratitude to

all individual employees and associations of employees as well of
pensioners who replied to the questionnaire circulated by the Commission
and also separately gave their suggestions in the form of memoranda.
The Commission is grateful to the representatives of various associations,
officers of various departments and other eminent persons including
retired officials, the Principal Secretaries/ Commissioner and Secretaries
of various departments and heads of various organisations from whose
views the Commission benefited. These provided invaluable inputs in
formulating the views of the Commission. The Commission also
acknowledges the very productive discussions with all the stakeholders.
The Commission acknowledges with thanks the valuable assistance
rendered by each and every one of the officers and staff of the Pay
Research Unit, Finance Department in the preparation of the Report. The
present form of the Report has evolved as a result of contributions of all
these interactions and valuable contributions from all the participants in
this endeavour. The contribution of Shri R.C. Joshi, Secretary Finance who
was Secretary of the Commission was also invaluable for the functioning
of the Commission and is most gratefully acknowledged. The Commission
particularly wishes to place on record its appreciation of the extremely
hard and sincere work rendered by Shri Vishal Solanki, Deputy Secretary
of Finance Department, without which the Report of the Commission could
not have been prepared in time.

Sd/-
(Bhaskar Barua)
Chairman

Sd/- Sd/-
(P.C. Sharma) (Surendra Mohan Deka)
Member Member

Sd/- Sd/-
(Shantikam Hazarika) (H.S. Das)
Member Member Secretary
THE ASSAM PAY COMMISSION

2008

Annex

October 2009
 Annexure
No. Content Page No.
1.1 Notification of constitution of 6th Assam Pay commission 1
1.2 A. The Questionnaire circulated by the commission 6
B. List of individuals/ Group of individuals who submitted 13

reply to the Commission

C. List of individuals/ Group of individuals who appeared 16

before the Commission

D. List of Associations who submitted reply to the 19

Commission

E. List of Associations who appeared before the 31

Commission

F.List of Government Officers who gave oral evidence 43

before the Commission

1.3 Comparative Statement of working of previous 47

Commissions
1.1.1 Table showing minimum wages as per ILC 48

2.1.1 Table of Fixation of pay in the revised pay bands 49

2.2.1 Illustrative Evaluation forms for system of IBOP 79

3.1 List of additional categories for Fixed TA 83

4.1 Revised table of Commutation Value 84

7.1 Classification of Directorates 85

8.1 New Application form for applying for Government posts 88

8.2 Best Practises in E-Governance in other states 92

 Annex 1.1
Resolution of Constitution of the Assam Pay Commission, 2008
GOVERNMENT OF ASSAM
FINANCE (PAY RESEARCH UNIT) DEPARTMENT
DISPUR, GUWAHATI-781006

ORDERS BY THE GOVERNOR

RESOLUTION
Dated Dispur the 30th May 2008
No. FPC.16/2007/16:The Government of Assam has been considering for
some time past the changes that have taken place in the relativities of the
structure of emoluments of Government employees over the years since
the last revision made with effect from 1st January 1996 on the
recommendation of the Assam Pay Commission, 1994. Conditions have
also changed in several aspects since the last Pay Commission made its
report. Accordingly, it has been decided to constitute a Pay Commission
consisting of the following:
1. Shri Bhaskar Barua, IAS (Retired) - Chairman
Former Secretary to the Govt. of India
2. Chief Secretary to the Government of - Member
Assam

3. Shri Surendra Mohan Deka - Member

Retired Secretary to the Government of
Assam, Judicial Department
4. Shri Shantikam Hazarika - Member
Director, Assam Institute of
Management
5. Principal Secretary to the Government - Member-
of Assam, Finance Department Secretary
2. The Terms of Reference of the Commission will be as follows:-
(i) To examine the principles which should govern structure of
emoluments and conditions of service of the State Government
employees, excluding the All India Services, posts drawing UGC/
AICTE pay scales of Degree Colleges/ Engineering Colleges/
Medical Colleges/ Nursing College/ Ayurvedic College/ Pharmacy
Institute/ Polytechnics. The Judicial Service Officers drawing pay
scales as per recommendation of the Shetty Commission will also
be excluded.
(ii) To examine and recommend changes in the structure of
emoluments and conditions of service of different classes of State
Government employees which are desirable and feasible taking
into account the historical background, the economic conditions in
 the State, the implication and requirements of development
planning, additional resources for investment against expanding
requirement of employment in the State, financial position of the
State, recommendations made by the Sixth Central Pay
Commission in respect of the Central Government employees,
relevant provisions of the Assam Fiscal Responsibility and Budget
Management Act, 2005 and all other relevant factors.
(iii) To suggest re-organization of the existing services with a view to
improve rationalization of workload and efficiency.
(iv) To examine existing amenities and facilities etc., given to State
Government employees, such as Age of Superannuation, Death-
cum-Retirement benefits, Special Pay, Compensatory Allowance,
Medical Benefits, Travelling Allowance, Daily Allowance etc. and to
make such recommendations as are considered desirable and
feasible.
(v) To examine and suggest the principles to be followed in granting
relief to the State Government Pensioners linked with changes in
Consumers Price Index.
(vi) To examine such other connected and incidental questions as may
be referred to the Commission by the Government.
3. The Commission will devise its own procedure. It may call for such
information and take such evidence as may be considered necessary.
All departments and offices under the State Government will furnish
such information and documents and also other assistance as may be
required by the Commission. The Government trusts that Service
Associations and other concerned will extend to the Commission their
fullest co-operation and assistance.
4. The Commission will submit its report as soon as practicable but
preferably within a year from the date of its constitution.
ORDER
Ordered that the Resolution be published in the Assam Gazette.
Ordered also that a copy of Resolution be forwarded to all the
Departments of Government, all Heads of Department, Deputy
Commissioner and Sub-Divisional Officer etc.
Sd/- H.S. Das
Principal Secretary to the Govt. of Assam
Finance (PRU) Department
Memo No. FPC.16/2007/16-A Dated Dispur, the 30th May, 2008
Copy to:
1. All Principal Secretary/ Commissioner & Secretary/ Secretary to the
Government of Assam
2. All Heads of Department
3. All Deputy Commissioners/ Sub-divisional Officers (Civil)
4. The Director, Printing and Stationery, Assam Government Press,
Bamunimaidam, Guwahati-21. He is requested to publish the
Resolution in an Extra Ordinary issue of the Assam Gazette and also to
supply 100 spare copies to this Department.
By order etc.
Sd/- L.C. Borbarua
Deputy Secretary to the Govt. of Assam
Finance (PRU) Department
 GOVERNMENT OF ASSAM
FINANCE (PAY RESEARCH UNIT) DEPARTMENT
DISPUR, GUWAHATI-781006

ORDERS BY THE GOVERNOR

NOTIFICATION
Dated Dispur the 5th June, 2009
No. FPC.16/2007/Pt/12: The term of the Assam Pay Commission,
2008 constituted vide Government Resolution No. FPC.16/2007/16, dated
30th May, 2008 is hereby extended for a period of 3 (three) months with
effect from 30th May, 2009.
Sd/- R.C. Joshi
Secretary to the Govt. of Assam
Finance Department
Memo No. FPC.16/2007/Pt/12 –A Dated Dispur the 5th June, 2009
Copy to:
1. Chairman, Assam Pay Commission,2008/ Member, Assam Pay
Commission, 2008
2. PS to Hon’ble Chief Minister, Assam
3. PS to Chief Secretary, Assam
4. All Principal Secretary/ Commissioner & Secretary/ Secretary to the
Government of Assam
5. All Heads of Department
6. All Deputy Commissioner/ Sub-divisional Officers (Civil)
7. The Director, Printing and Stationer, Assam Government Press,
Bamunimaidan, Guwahati-21. He is requested to publish the
Notification in an Extra Ordinary issue of the Assam Gazette and
also to supply 100 spare copies to this department.

By order etc.

Sd/- L.C. Borbarua

Deputy Secretary to the Govt. of Assam
Finance (PRU) Department
 GOVERNMENT OF ASSAM
FINANCE (PAY RESEARCH UNIT) DEPARTMENT
DISPUR, GUWAHATI-781006

ORDERS BY THE GOVERNOR

NOTIFICATION
Dated Dispur the 11th August 2009
No. FPC.16/2007/Pt/14: The term of the Assam Pay Commission,
2008 constituted vide Government Resolution No. FPC.16/2007/16, dated
30th May, 2008 and extended vide Notification No. FPC.16/2007/Pt/12,
dated 5.6.2009 is hereby extended for a period of one month up to 30th
September, 2009.

Sd/- R.C. Joshi

Secretary to the Govt. of Assam
Finance Department
Memo No. FPC.16/2007/Pt/14 –ADated Dispur the 11th August, 2009
Copy to:
1. Chairman, Assam Pay Commission,2008/ Member, Assam Pay
Commission, 2008
2. PS to Hon’ble Chief Minister, Assam
3. PS to Chief Secretary, Assam
4. All Principal Secretary/ Commissioner & Secretary/ Secretary to the
Government of Assam
5. All Heads of Department
6. All Deputy Commissioner/ Sub-divisional Officers (Civil)
7. The Director, Printing and Stationer, Assam Government Press,
Bamunimaidan, Guwahati-21. He is requested to publish the
Notification in an Extra Ordinary issue of the Assam Gazette and also
to supply 100 spare copies to this department.

By order etc.

Sd/- L.C. Borbarua

Deputy Secretary to the Govt. of Assam
Finance (PRU) Department
 GOVERNMENT OF ASSAM
FINANCE (PAY RESEARCH UNIT) DEPARTMENT
DISPUR ::: GUWAHATI-6
ORDERS BY THE GOVERNOR OF ASSAM
NOTIFICATION
Dated Dispur, the 5th October, 2009
No. FPC.16/2007/Pt/15: The term of the Assam Pay Commission, 2008
constituted vide Government Resolution No. FPC. 16/2007/16, dated 30th
May, 2008 and extended vide Notification No. FPC.6/2007/Pt/12, dated 5-
6-2009 and No. FPC.16/2007/Pt/14, dated 11-08-2009, is hereby
extended for a further period of 15 (fifteen) days i.e. upto 15th October,
2009.
(R.C.Joshi, IAS)
Secretary to the government of Assam,
Finance Department
And
Secretary, Assam Pay Commission, 2008

Memo No. 16/2007/Pt/15-A Dated Dispur, the 5th October, 2009

Copy to :-
1. Chairman, Assam Pay Commission, 2008/ Members, Assam Pay
Commission, 2008
2. P.S. to Hon’ble Chief Minister, Assam
3. P.S. to Chief Secretary, Assam
4. All Principal Secretary/ Commissioner & Secretary/ Secretary to the
Government of Assam.
5. All Administrative Departments.
6. All Heads of Departments.
7. All Deputy Commissioners/ Sub-Divisional Officers (C).
8. The Director, Printing & Stationery, Assam Government Press,
Bamunimaidan, Guwahasti-21. He is requested to publish the
Notification in Extra Ordinary issue of the Assam Gazette and also
supply 100 spare copies to this department.
By Order etc.

(L.C. Borbarua)
Joint Secretary to the Government of Assam
Finance (Pay Research Unit) Department
 Annex 1.2
A. The Questionnaire circulated by the Commission.

QUESTIONNAIRE

A. PRINCIPLES
1. The terms of reference of the present State Pay Commission, inter-
alia’, are to examine the principles, which should govern the structure of
emoluments and conditions of service of the State Government
employees. What principles would you suggest for the Commission to
follow?
2. To what extent and in what manner should the pay scales of the State
Government employees of the Government of Assam be related to the
average per capita State income?
3. Do you feel that the state economy can bear the additional financial
burden that may arise due to any upward revision of salaries expected
from the pay commission? If yes, then please give reasons.
4. Seeing that any increase in expenditure due to upward revision of
salaries of Government employees would impact on the resources
available to the State Government, reducing the resources available for
delivery of services to the public, how would you reconcile such revision
without causing any adverse impact on the delivery of services?
5. As the State Government own and control many public sector
undertakings, do you think that there should be a reasonable parity
between the salaries, paid by such undertakings and those by the
Government to their employees for comparable work?
6. How do you reconcile any increase in remuneration of Government
employees with the requirement to augment employment opportunities in
the country?
7. (a) Do you have any specific suggestion for effecting economy in the
expenditure on Government employees so that the net effect of increased
emoluments for Government employees may be kept within reasonable
limits?
(b) What do you think can be the useful role of modern technological
innovations to reduce the cost of service delivery along with improvement
in the some?
8. What do you consider would be an appropriate ceiling for Government’s
total expenditure on its employees as a percentage of its total revenue?
9. How far do you think that the difference in the price indices, local
conditions etc. in Assam, as compared to those of other State should be
 determining factor for the revision of pay structure or dearness allowance
in the case of the State Government employees?
10. (a) Would you recommend direct recruitment at intermediate levels of
service in order to infuse fresh talent?
(b) How would you reconcile such a course i.e. direct recruitment at
intermediate level with ensuring promotion prospects of existing
employees and without any possible reduction in the attractiveness of
Government service?
11. In view of 87% of Assam’s population living in the rural areas would
you agree to the suggestion to give a higher pay scale/special pay to
government employees residing and serving in rural areas?
B. STRUCTURE AND SCALES OF PAY
12. What are your suggestions on the length of pay scales (i.e. time span)
on the existing pay structure under the State Government? State your
views relating to the ratio of the minimum of the pay scale to its
maximum.
13. Would you recommend additional remuneration for employees,
possessing qualification which is higher than the minimum prescribed?
Should this apply to only technical and scientific posts or for all posts?
Should this apply to any qualification acquired during the course of
service and at the cost of government also?
14. What suggestion, if any, would you like to make for laying down the
criteria and procedure for promotion for State Government employees?
15. What measures would you suggest to ensure larger promotion
opportunities and for facilitating vertical mobility, specially in the case of
lower categories of Government employees? Should the proportion of the
promotion posts be changed?
16. Are the existing salary scales adequate for attracting scientific and
technical personnel to the Government jobs? Do you agree with the view
that the pay scales of specified technical and scientific posts should be
kept higher than those of comparable levels in the non-technical services
to encourage better talents to pursue scientific and technical
advancement and growth?
17. (a) What should be the normal promotional prospect for a
Government employee?
(b) It is suggested that at least two promotions in a service career should
be assured to a Government employee. After how many years of service
should an employee have his first promotion?
18. (a) The minimum salary (Pay including Dearness Pay, Dearness
Allowance and Interim Relief) in the State Government as on 30.5.08 was
Rs.56521-. Do you think this is adequate?
(b) The present maximum salary amongst the State Government
employees (Pay including Dearness Pay, Dearness Allowance and Interim
Relief) as on 30.5.08 was Rs. 38,485/- Do you think it is appropriate for
the type of functions and responsibilities at these senior levels? Should it
be increased? If so, by how much?
(c) The present ratio between the maximum basic pay and the minimum
basic pay in the State Government is 7:1. Do you think it should be
changed and if so, what would be a reasonable ratio?
19. Have you any other suggestion to make in the matter for rationalizing
rising the pay structure for various categories of services! post of State
Government?
20. Are you aware of any anomalies in the exiting pay scales in any
department office of the Government of Assam vis-à-vis pay scales for
similar categories in other department or offices under the State
Government? If so, please specify the same and give your suggestions for
removing them.
21. The Sixth Central Pay Commission has recommended that all
increments of employees should be affected on one day in the year. What
are your views on this?
22. (a) Have you ever expressed that there should be provision of annual
assessment in all pay scales as it would serve two useful purposes viz. (a)
guidance to the employee about areas of weakness which need to be
strengthened and (b) assessment by supervisor about the work to be
assigned to and expected from an employee? Have you any views on this?
(b) In what manner can the output and outcome of functioning of
Government employee be assessed, according to what yardsticks and
indicators and how it should be linked to pay scales?
(c) Should the annual increment of a Government employee be subject to
the above mentioned assessment?
23.(a) what is your concept of stagnation in services under the
Government? Does it mean lack of avenue for promotion or non-
availability of increment? What solution o you suggest for the problem?
(b) Do you consider grant of “Stagnation increment” as an effective
means of providing relief to an employee? What criteria would you
suggest for following such increment?
24.(a) on what factors should salary differential be based? What
weightage would you attach to the following factors?
(i) Nature of duties performed by the Government employees,
(ii) Qualifications and special training.
(iii) Method of recruitment.
(b) What do you suggest to determine similarity of duties and
responsibilities of various services under the State Government?
25. What avenue of promotion would you suggest for isolated posts,
which o art have any regular promotion channel?
26.(a) Posts under the State Government are, at present, distributed in
30pay scales. Is there scope for rationalizing the pay scales and further
reducing their number? Please have specific suggestion.
(b) If the pay scale of a post is reduced because of the effort to reduce
the total number of pay scales, would it be enough, if individual cases of
any hardship that may thereby be caused are suitably re-adjusted to the
extent necessary?
27. Do you think that present pay-structures for State Government
employees broadly reflect the duties and responsibilities of posts at
various levels in different Government departments? Are there any posts,
where the existing relativities need review; please specify the same with
reasons thereof.
28. Are you in favor of continuing the existing system of special pay? If
not, what other arrangement would be suitable?
29.(a) Do you consider that it is necessary to introduce the system of non
practicing allowance to the medical officers ? If not what other measures
do you suggest to ensure discontinuance of private practice?
(b) It is said that the practice of private tuition by the teachers has
adversely affected the quality of education. What measures do you
suggest as a remedy thereto?
(c) Some other technical and professional employees have represented
that allowances similar to N.P.A should be made available to them also.
What are your views in the matter?
(d) Should government encourage medical and other technical personnel
to improve their qualifications and devise a system for the grant of
adequate personal pay to those acquiring such qualification where the
additional qualification, so acquired is substantial or particularly useful in
discharge of duties?
30. Do you have any suggestion in regard to the existing scheme of
deputation allowances?
C. DEARNESS ALLOWANCE
31.(a) Would you consider it advisable for the State Government to
insulate its own employee against rise in prices, while the people in
general are not afforded adequate protection against the rise in price ?
(b) What other measures apart from D.A. would you suggest to neutralize
the effect of rise in prices?
32. Are you in favor of the continuance of the existing D.A. increase
formula? Do you suggest any modification on the same? If so, what is
your suggestion?
33. It may be held that, since dearness allowance is intended to protect
the real income of salaried employees, neutralisation should be hundred
percent for all categories of employees. Do you think this would be
possible within the resources of the State Government and the demands
thereon for developmental planning?
34. Do you consider that in order to reduce office work and to ensure
proper budgetary allocation, dearness allowance should be granted only
once a year to neutralize the effect of price increase during the previous
year. What are your views in this regard?
D. OTHER ALLOWANCES
35. Have you any suggestion regarding the condition of eligibility or
quantum the following allowances?
1. Traveling/ Daily Allowances;
2. House Rent Allowance;
3. Compensatory Allowance;
4. Hill Compensatory Allowance;
5. City Compensatory Allowance and
6. Any Other Allowance.
36. Do you suggest with regard to change if any, in the existing rates on
transfer grant and baggage allowance?
37. Do you think that rates of Traveling and Daily allowance on tour
require modification? If so, what do you suggest as proper allowance?
E. DEATH-CUM-RETIREMENT BENEFITS
38. How far raising of the age of retirement of government employees to
60 years has affected (a) the prospects of serving employees and (b)
employment avenues? In the light of answers to these questions, would
you favour raising the age of retirement of the government employees?
39. It has been suggested that employees serving on temporary basis for
the specified number of years should be given the same pensionary
benefits as employees in permanent posts. If your answer is yes, what is
the number of years of service that may be fixed for this purpose?
40. It has been suggested that government employees may be permitted
to retire voluntarily after 15 years of service instead of 20 years of
service, as at present. What are your views?
41. Should there be any ceiling of the amount of pension and gratuity or
it should be periodically adjusted upwards?
42. The Sixth Central Pay Commission has recommended that the
quantum of pension should be raised upward upon pensioners attaining
specific ages such as 80, 85, and 90 years, etc. What are your views on
this?
43. If the existing family pension rates are considered inadequate, what
improvement would you suggest?
44. Should special family pension against death by violence or accident
attributable to service be given to certain categories of employees? If so,
at what rate?
45. It has been suggested that the government employees on retirement
may be given dearness allowance on pension at the same rate as the
serving employees. What are our views?
46. Have you any suggestion for the improvement of the existing Group
Insurance Scheme applicable to the State Government employees?
47. Are you in favour of continuance of the existing system of Provident
Fund Scheme?
(a) If so, what improvement would you suggest?
(b) What would be a reasonable rate of interest on the Provident Fund
after taking into account the benefits accruing from it?
48. What measures, if any, would you suggest for protecting pension of
the existing government employees from erosion on account of the
possible increase in cost of living ?
49. It is felt that Family Pension on a graded scale be granted to enable
the spouse to maintain the same life style, the pensioner is accustomed to
while in service. Give your views.
F. CONDITIONS OF SERVICE FACILITIES AND AMENITIES
50. Do you have any suggestion for improving the present system of
giving honorarium?
51. Do you have any suggestion for improving the present system of
giving advances of different types?
52. What are your views regarding the present system of Leave Travel
Concession?
53. Will it be desirable to provide insurance cover against bodily injury or
death to those employees, who run a high risk of violence by criminals in
the discharge of their duties?
54. What are your views in regard to the present scheme of granting
medical allowance? If any modification is proposed, give reasons.
55. At present, Earned Leave can be accumulated up to a maximum of
300 days. It has been suggested that there should be no such restriction.
What are your views?
56. At present, Earned Leave is allowed to be encashed only at the time
of retirement. It has been suggested that 50 percent of the Earned Leave
admissible in a year may be allowed to be encashed during service. If you
are in favour of such encashment, what conditions would be stipulated to
ensure that the basic purpose of leave is not defeated?
57. It has been urged that, the scheme of payment of bonus to the State
Government employees should be introduced in the line of the Central
Government. What are your views and suggestions in this regard? Will it
be possible for the State to bear the financial burden if payment of bonus
is not linked with productivity and income effected directly by the
services? Give reasons in favour of your suggestions.
58. Do you have any suggestion in regard to the following:-
(a) Canteen Facility.
(b) Uniform and protective Clothing.
(c) Washing Allowance, and
(d) Other Welfare Measures.
59. There are some Departments/ Institutions, which have employees
who cannot avail holidays/ Sundays owing to nature of duties. Would you
suggest some allowance or adjustable work schedule for them?
60. (a) It has been urged that the existing ceiling for House Building
Advance is inadequate. What limit would you suggest?
(b) Do you have any suggestion for the government promoting an House
Building Advance schemes linked with concerned financial Institutions like
SBI. (Home Finance) HUDCO, etc. for the benefit of the State
Government employees?
61. Suggestion has been made that the amount of advance admissible to
a government servant for purchase of a vehicle should be equal to the
actual cost of the vehicle. Would you support this view? What should in
your view be the revised ceiling for Bi-cycle Scooter, Motor-cycle and
Motor-car advance?
G. RATIONALISATION OF SERVICES
62. It has been held that the existing rules of pay fixation do not provide
any substantial benefits on promotion. What are your suggestions in this
regard?
63. Would you suggest any principle/ formula to be adopted for the
fixation of pay in the event of revision of pay scales for any post of
service? If so, give illustrations.
64. Does the grant of quasi-permanent status serve any useful purpose?
What are your views about its continuance?
65. Please give your suggestions regarding re-organisation of services or
categories of posts, rationalization of designation, reduction the number
of grades/ categories in service/ posts in the existing set-up of the State
Government?
66. What yardstick would you suggest to determine the work-load in any
particular service or post as the means of assessing the required strength
of such service or posts?
67. Do you think that there has been excessive expansion in the strength
of officers or staff in any office or department under the State
Government? If so, what reduction and basis for affecting such reduction
you would suggest?
68. What specific measures and method would you suggest for ensuring
optimum efficiency and economy in the various government offices and
establishments?
H. WORK METHODS AND ENVIRONMENT
69. International Labour Organization fixed 40 hours of works per week
as the international work norm. What are your views/ suggestions about
this work norm for government employees? Working hours/ days are lost
through Bandh/ Boycott/ Strike etc. Do you think that such loss of
working hours/ days may be made good by compensatory work?
70. What are your suggestions for utilization of more time for improving
the quality and quantity of work at offices?
71. There is a general perception that performance of the government
employees is at low ebb and public confidence in the services has
generally eroded. What according to you are the contributing factors?
What are your suggestions to overcome such factors and to improve
public confidence in the services?
72. Would you suggest any role to the service Associations to promote
efficiency and honesty of its members in the service delivery system?
73. Do you have any suggestions as regards processing and disposal of
public complaints against government employees?
I. GENERAL
74. Do you have any comment on any other matter, falling within the
terms of reference of the present State Pay Commission but not covered
by this Questionnaire?
B. List of individual/group of individuals who submitted reply to the
Assam pay commission, 2008

1 Shri Tapan Kumar Gogoi, 31 Principal, Blind School,

Maintenance Engineer, Basistha, Guwahati
Directorate of Information &
Public Relation Department,
Assam, Last Gate, Dispur,
Guwahati-6
2 Shri Lachit Kumar Deka, 32 Shri Hemanta Das, and Smti
Artist, Directorate of Rupjyoti Das, Librarian,
Employment & Craftsmen S.C.E.R.T, Kahilipara,
Training, Assam, Rehabari, Guwahati.
Guwahati-8
3 Shri Rana Baruah, Movie 33 Dineswar Kakoti, Additional
Cameraman, Directorate of Secretary,
Employment & Craftsmen Office of the Chief Electrical
Training, Assam, Rehabari, Inspector-cum-Adviser,
Guwahati-8 Guwahati.
4 Shri Puspendra Borkataki, 5 34 Shri Apurba Kumar Das,
Assam Air Sqn. (Flying Technical Operator, Assam
N.C.C), Engineering College, Jalukbari
Guwahati University Campus,
Jalukbari, Guwahati-14. And
Shri Dipak Saikia, A.M.I, 51
Assam Air Awn. (Tech) N.C.C,
Jorhat Engineering College
Campus, Jorhat
5 Mrs. Indumoti Narzary, 35 Shri Bishnu Prasad Goswami,
Evolution & Monitoring Officer, Shri Parikshit Talukdar and
Office of the Director of Shri Adhar Ch. Talukdar,
Elementary Education, Staff of Computer Wing,
Kahilipara, Guwahati-19 Finance (Budget) Department.
6 Smti Minu Lahon Bora, and 36 Shri Babul Chandra Bora,
Smti Guna Saikia Gogoi, Curator-cum-Jr. Scientific
Sr. Lokakanya, Ganasewa Officer,
Bhawan, Dispur Guwahati Planetarium.
7 Shri S. Barooa, Chief Electrical 37 Shri Subhas Ch. Deka and
Inspector-cum- Adviser, Md. Hasinur Rahman, Asstt.
Inspector of Electricity, Office Director (Geo.),
of the Chief Electrical Road Research Laboratory,
Inspector-cum-Adviser, PWD (R & B), Fatasil, Ambari,
Assam, Mahabhairab Building, Guwahati-25.
Pub-Sarania Road, Guwahati-
3
8 Nirmal Talukdar and 6 Others 38 Shri Rajib Kr. Goswami, A.E.E.
 Scientific Personals Serving in Soil Research & Model Test
the Directorate of Forensic Sub Division, R.R. Station,
Science, Assam Water Resources Deptt.
Basistha, Guwahati-29 and
Md. Juran Ali Ahmed, Asstt.
Engineer,Guwahati West
Water Resources Deptt.,
Bharalumukh, Guwahati-9
9 Md. Nurul Huda, 39 Dr. Reeta Choudhury,
Deputy Chief Electrical Scientist Grade – “B”.
Inspector- cum- Adviser,
Office of the Electrical
Inspector-cum-Adviser,
Mahabhairab Building,
PubSarania Road, Guwahati-3
10 Shri Bhabani Mazumdar, Jr. 40 Kiran Bhuyan, Librarian,
Engineer (Senior) Electrical, Medical College, Guwahati
Assam Secretariat (Nazarat
Branch) Dispur, Guwahati-6
11 Shri Ratul Chandra Saikia, 41 Mr. Ranjit Gogoi on behalf of
R.A. 47 Nos. Inspector/ Manager
Directorate of Employment etc. cadre Employees with
and Craftsmen Training, M.Sc. Degree under the
Assam Rehabari, Guwahati-8 Directorate of Sericulture,
Assam
12 Miss Rupali Khargharia, 42 J.P. Baruah, Information
Librarian, Officer,
Legislative (Law) Department Diary Dev. Department,
Assam, Kahilipara, Guwahati-
22.
13 Smti Jyoti Lekha Khound, 43 Pratim Bharali & 3 others R.A.
Librarian, Planning & Serving under Agriculture
Development Department Department.
14 Shri A.R. Choudhury, Publicity 44 Sanjoy Kr. Talukdar,
Officer, Programmer,
Directorate of Handloom & Office of the Development
Textiles, Assam, Ambari, Commissioner for Hill Areas of
Guwahati-1 Assam, Dispur.
15 Mrs. Jyoti Baruah, Librarian, 45 Md. Ainul Hoque, Secretary,
Judicial Department. All Assam Unit LEADERS
Association,(Bharat Scouts &
Guides).
16 Dr. H.N. Dutta, Director, 46 Md. Mustafa Ali Ahmed,
Arceology. Statistical Officer,
Directorate of Handloom &
Textiles, Assam
17 Shri Ramesh Doley, Estate 47 Jagannath Bhagawati & 6
 Asstt. others of Receptionist in the
Office of the Estate Officer, Directorate of Assam Tourism,
PWD (B), Dispur, Guwahati-6. Guwahati-1
18 Shri Kulen Das, Physical 48 Ranjit Barua, AMI,
Instructor, Cotton College, 48 Assam Naval Nit NCC,
Guwahati, Guwahati-1. Guwahati

19 Shri Amarendra Sarma, 49 Dr. Gopal Chetri and others,

Registrar, Political (B) Dept., R.O., Forest Department
Dispur, Guwahati-6.
20 Shri Ajit Ch. Barua, 50 Smti Deep Rekha Kouli and
Production Officer, Smti Ranjana Sarma, Deputy
Directorate of MADRASSA Director, Archeology
Education, Assam, Kahilipara,
Guwahati-21.

21 Shri Sonaram Soud, State 51 Smti Raj Bora, Special

Archaeological Engineer, Information Officer,
Directorate of Archaeology, D.I.P.R, Assam.
Assam, Ambari, Guwahati-1.
22 Shri Jitendra Nath Neog, 52 Shri Nripen Ch. Dutta,
Jurnalist, Registrar, Industrial Tribunal,
Shri Ananda Mohan Das, Guwahati, and
Translator and Others, Shri B. Das, Registrar,
Directorate of Information & Industrial Tribunal, Dibrugarh,
Public Relation Deptt., Assam, Assam.
Guwahati.
23 Shri Kamal Kr. Goswami, 53 Shri Joy Charan Deka,
Laboratory Technician, Electrical Inspector, Office of
Department of Botany, Cotton the Sr. Electrical Inspector,
College, Guwahati. Tezpur Zone.
24 Nirod Bordoloi and Smti 54 Shri Jagadish Sarma & Others,
Shyamali Sarma, Statistical Silt Analyst, Water Resource
Asstt., Office of the Director, Deptt.
Geology & Mining, Kahilipara,
Guwahati-19.
25 Shri N. Deka, Teacher’s Unit, 55 Abdul Rasid (Retd.),
Government College of Art & President, Assam State
Crafts, Assam, Basistha, Primary Teachers Association,
Guwahati-29. Dhubri
26 Shri Mukul Das, Scientific 56 Shri Girish Ch. Kakoti, Asstt.
Officer, Directorate of State Engineer (Elect),
Archive s, Assam, Office of the Chief
Dispur, Guwahati-6. Engineer(Gen.), A.S.E.B,
Bamunimaidan, Guwahati-1
27 Shri Paramanda Thakuria, 57 Dr. Pobitra Goswami,
Agricultural Demonstrator, Extension Officer,
 District Jail, Barpeta. District Industries &
Commerce Centre, Dibrugarh.
28 Shri Bibhujit Patowary, 58 Shri Kiran Sarma,
Librarian, Instructor (Rtd), B.T.C.,
Regional College of Nursing, Kokrajhar.
Narakachal Hill, Guwahati-32.
29 Shri Jogen Gayan, Law 59 Shri Arun Kr. Sinha,
Officer, Lecturer (Non Medical),
PWD, Chief Engineer Office, Guwahati Medical College
PWD.
30 Disabled Employees, Assam Smti
60 Utpala Barua, District
Secretariat, Librarian, Marigaon
Dispur, Guwahati-6
C. List of individual/group of individuals who appeared before the
Assam Pay Commission, 2008.

1 Shri Tapan Kr. Gogoi, 27 Shri Paramanda Thakuria,

Maintenance Engineer, Agricultural Demonstrator,
Directorate of Information & District Jail, Barpeta
Public Relation Department,
Assam, Last Gate, Dispur,
Guwahati-6
2 Shri Lachit Kumar Deka, 28 Shri Bibhujit Patowary,
Artist, Librarian,
Directorate of Employment & Regional College of Nursing,
Craftsmen Training, Assam, Narakachal Hill, Guwahati-32
Rehabari, Guwahati-8.
3 Shri Rana Baruah, Movie 29 Shri Jogen Gayan, Law
Cameraman, Officer,
Directorate of Employmnent & PWD, Chief Engineer Office,
Craftsmen Training, Assam, PWD
Rehabari, Guwahati-8
4 Shri Puspendra Borkataki, 5 30 Disabled Employees, Assam
Assam Air Sqn.(Flying N.C.C.), Secretariat,
Guwahati University Campus, Dispur, Guwahati-6
Jalukbari, Guwahati-14.
And
Shri Dipak Saikia, A.M.I., 51
Assam Air Awn.(Tech) N.C.C,
Jorhat Engineering College
Campus, Jorhat.
5 Mrs. Indumoti Narzasry, 31 Principal, Blind School,
Evolution & Monitoring Officer, Basistha
Office of the Director of
Elementary Education,
Kahilipara, Guwahati-19
6 Smti Minu Lahon Bora, and 32 Shri Hemanta Das, and Smti
Smti Guna Saikia Gogoi, Rupjyoti Das, Librarian,
Sr. Lokakanya, Ganasewa S.C.E.R.T, Kahilipara,
Bhawan, Dispur Guwahati.
7 Shri S. Barooa, Chief 33 Dineswar Kakoti, Additional
Electrical Inspector-cum- Secretary,
Adviser, Office of the Chief Electrical
Inspector of Electricity, Office Inspector-cum-Adviser,
of the Chief Electrical Guwahati
Inspector-cum-Adviser,
Assam, Mahabhairab Building,
Pub-Sarania Road, Guwahati-3
8 Nirmal Talukdar and 6 Others 34 Shri Apurba Kumar Das,
 Scientific Personals Serving in Technical Operator, Assam
the Directorate of Forensic Engineering College, Jalukbari
Science, Assam
9 Md. Nurul Huda, Deputy Chief 35 Shri Bishnu Prasad Goswami,
Electrical Inspector-cum- Shri Parikshit Talukdar and
Adviser, Shri Adhar Ch. Talukdar,
Office of the Electrical Staff of Computer Wing,
Inspector-cum-Adviser, Finance (Budget) Department
Mahabhairab Building, Pub-
Sarania Road, Guwahati-3
10 Shri Bhabani Mazumdar, Jr. 36 Shri Babul Chandra Bora,
Engineer (Senior) Electrical, Curator-cum-Jr. Scientific
Assam Secretariat (Nazarat Officer,
Branch) Dispur, Guwahati-6 Guwahati Planetarium
11 Shri Ratul Chandra Saikia, 37 Shri Subhas Ch. Deka and
R.A. Md. Hasinur Rahman, Asstt.
Directorate of Employment Diorector (Geo.),
and Craftsmen Training, Road Research Laboratory,
Assam Rehabari, Guwahati-8 PWD (R & B), Fatasil, Ambari,
Guwahati-25
12 Miss Rupali Khargharia, 38 Shri Rajib Kr. Goswami,
Librarian, A.E.E, Soil Research & Model
Legislative (Law) Department. Test Sub Division, R.R.
Station, Water Resources
Deptt. Basistha, Guwahati-29
and
Md. Juran Ali Ahmed, Asstt.
Engineer, Guwahati West
Water Resources Deptt.,
Bharalumukh, Guwahati-9
13 Smti Jyoti Lekha Khound, 39 Dr. Reeta Choudhury,
Librarian, Scientist Grade – “B”
Planning & Development
Department
14 Shri A.R. Choudhury, Publicity 40 Kiran Bhuyan, Librarian,
Officer, Medical College, Guwahati
Directorate of Handloom &
Textiles, Assam, Ambari,
Guwahati-1
15 Mrs. Jyoti Baruah, Librarian, 41 Mr. Ranjit Gogoi on behalf of
Judicial Department 47 Nos. Inspector/ Manager
etc. cadre Employees with
M.Sc. Degree under the
Directorate of Sericulture,
Assam
16 Dr. H.N. Dutta, Director, 42 J.P. Baruah, Information
Arceology Officer,
 Diary Dev. Department,
Assam, Kahilipara, Guwahati-
22
17 Shri Ramesh Doley, Estate 43 Pratim Bharali & 3 others R.A.
Asstt. Serving under Agriculture
Office of the Estate Officer, Department.
PWD (B), Dispur, Guwahati-6
18 Shri Kulen Das, Physical 44 Sanjoy Kr. Talukdar,
Instructor, Programmer,
Cotton College, Guwahati, Office of the Development
Guwahati-1 Commissioner for Hill Areas
of Assam, Dispur.
19 Shri Amarendra Sarma, 45 Md. Ainul Hoque, Secretary,
Registrar, All Assam Unit LEADERS
Political (B) Department, Association, (Bharat Scouts &
Dispur, Guwahati-6 Guides).
20 Shri Ajit Ch. Barua, Production 46 Md. Mustafa Ali Ahmed,
Officer, Statistical Officer,
Directorate of Madarassa Directorate of Handloom &
Education, Assam, Kahilipara, Textiles, Assam
Guwahati-21
21 Shri Sonaram Soud, State 47 Jagannath Bhagawati & 6
Archaeological Engineer, others of Receptionist in the
Directorate of Archaeology, Directorate of Assam
Assam, Ambari, Guwahati-1 Tourism, Guwahati-1
22 Shri Jitendra Nath Neog, 48 Ranjit Barua, AMI,
Jurnalist, 48 Assam Naval Nit NCC,
Shri Ananda Mohan Das, Guwahati
Translator and Others,
Directorate of Information &
Public Relation Deptt., Assam,
Guwahati
23 Shri Kamal Kr. Goswami, 49 Dr. Gopal Chetri and others,
Laboratory Technician, R.O., Forest Department
Department of Botany, Cotton
College, Guwahati
24 Nirod Bordoloi and Smti 50 Smti Deep Rekha Kouli and
Shyamali Sarma, Statistical Smti Ranjana Sarma, Deputy
Asstt., Office of the Director, Director, Archeology.
Geology & Mining, Kahilipara,
Guwahati-19
25 Shri N. Deka, Teacher’s Unit, 51 Smti Raj Bora, Special
Government College of Art & Information Officer,
Crafts, Assam, Basistha, D.I.P.R, Assam.
Guwahati-29
26 Shri Mukul Das, Scientific 52 Shri Nripen Ch. Dutta,
Officer, Directorate of State Registrar,
Archives, Assam, Industrial Tribunal, Guwahati,
Dispur, Guwahati-6 and
Shri B. Das, Registrar,
Industrial Tribunal,
Dibrugarh, Assam.
D. List of Associations who submitted reply to the Assam Pay
Commission, 2008
1 Shri Pradip Sarma, 102 Dr. Narayan Debnath,
General Secretary, All Assam Secretary, The
DIET Officers’ Association, Homoeopathic Medical
Working Head Office : DIET, Association of India, (Assam
Nagaon, Samaguri Branch) Kushal Nagar,
Haiborgaon, Nagaon,
Assam,Pin-782002.
2 Shri Harihar Thakuria, 103 Dr. Devajyoti Bhattacharya,
General Secretary, All Assam General Secretary, Assam
X-Ray Services Association, State Homoeopathic Medical
Head Office: Dispur, College Teachers’
Guwahati-6 Association, Homoeopathic
Medical College & Hospital,
Panjabari, Guwahati-37.
3 Shri Atul Chandra Das, 104 K. Ullah,
General Secretary, General Secretary, All
Agricultural Statistical Service Assam Civil Defence Officers
Officers’ Association, Assam, Association, Beltola,
Khanapara, Guwahati-22 Guwahati-28.
4 Shri Manoranjan Goswami, 105 N. Z. Ahmed,
General Secretary (I/C) All General Secretary,
Assam Police Deptts’ All Assam Soil Conservation
Ministrial Officers’ Ranger’s Association, Assam
Association, Guwahati-7 Anupam Nagar, Hatigaon,
Guwahati.
5 Shri Jogeswar Bordoloi, 106 Shri Lachi Das,
General Secretary, Forensic General Secretary, All
Science Non-Gazetted Assam Non-Gazetted
Technical Employees Panchayat and Women &
Association, Assam, Children Extension Officers
Kahilipara, Guwahati-19 Association, Under
Panchayat & Rural
Development Deptt.
6 Md. Fakar Uddin Ahmed, 107 Shri Gautam Chandra Dey,
General Secretary, All Assam General Secretary, Brihattor
Medical Laboratory Kamrup Zila Murabi Bivag
Technicians Association, and Sachivalaya Charkari
Deptt. of Microbiology (1st Gari Chalak aru Sahaikari
Floor), Guwahati Medical Santha, Dispur, Guwahahti-
College, Guwahati-32. 6.
7 Shri S.C. Choudhury, 108 Utpal Kr. Chakrabarty,
General Secretary, Govt. Secretary, Asom Junior
Pensioners’ Association, College Teachers’
Assam, Old University Colony, Employees Association,
 Chandmari, Guwahati-3. Pratap Renu Bhawan, P.O-
Nalbari, Dist. Nalbari,
Assam, Near Hajo Bus
Stand, Ward No.12.
8 Shri A. Baruah, 109 Mr. Nirod Kr. Bordoloi,
General Secretary, General Secretary, Assam
Association of Senior Officers Govt. Public Library
of Assam, Economic & Employees Association.
Statistical Service (ASOAESS)
Directorate of Economics &
Statistics, Assam, Housefed
Complex, Dispur, Guwahati-6.
9 Shri S.M. Mahato, 110 Shri Jiten Kalita,
General Secretary, All Assam General Secretary, All
Govt. Pensioners’ & Family Assam Middle School
Pensioners Santha, Office : Science Teacher’s
Near Rajdhani Masjid, Dispur, Association, Assam, Nabin
Guwahati-6. Nagar, Konwarpara, P.O-
Mangaldoi, Dist. Darrang.
10 Shri Banani Roy Choudhury, Shri Rajen Sarma,
General Secretary, All Assam 111 State Secretary, Assam High
Govt. Schools Service School Teachers’
Association, Camp at Association, Ligiripukhuri
Guwahati, Office: Cotton High School, P.S.
Collegiate Govt. Boys H.S. Ligiripukhuri, Sibasagar.
School, Panbazar, Guiwahati-
1.
11 Md. Samsuddin Ahmed, 112 Md. Ali Hussain,
General Secretary, All Assam General Secretary, All
Public Health Employees Assam Veterinary Field
Association, C/o. Joint Assistants’ Association,
Director’ Health Services Khanapara, Guwahati-22.
Office, Mongaldoi, Darrang,
Assam.
12 Shri Dilip Chakravorty, 113 Shri Gobinda Narayan
General Secretary, State Goswami,
Mechanical Worker’s Secretary, Animal
Association, Assam, Husbandry & Veterinary
Chandmari, Guwahati-3 Statistical Service
Association, Assam,
Guwahati-3
13 Shri Harish Kumar Saikia, 114 Shri Dwijendra Nath Deka,
General Secretary, Sadou General Secretary, All
Asom Madhyamik Vidyalay Assam Heads of Department
Karjalay Sahayak Santha, Ministerial Officers’
Office : Barigaon Public Girls Association, C/O. Office of
High School, P.O. & Dist. the Chief
 Jorhat, Assam. Engineer(Irrigation),
Guwahati-3.
14 Shri J.C. Phukan, 115 Shri Bhabesh Chandra Deka,
President, Assam Govt. B.Ed. General Secretary, Assam
College Teachers’ Forum, State Employees’
Office : Govt. Banikanta Federation, O/O. the
College of Teacher Education, Directorate of Economics
P.O. Lachit Nagar, Guwahati- and Statistics, Agril.
7 Division, Jawahar Nagar,
Beltola, Guwahati-28.
15 Shri P. Bora, 116 Shri J.N. Gayan,
Honorary Secretary, All General Secretary, All
Assam Town Planners Service Assam Heads of the
Association (AATPSA), Department Ministerial
C/o.Office of the Director of Officers’ Association,
Town & Country Planning, Guwahati.
Assam, Dispur, Ghy-6.
16 Shri T.R. Hazarika, 117 General Secretary,
President, Assam Secretariat Asom Karmachari Mancha,
Service Gazetted Officer’s Guwahati.
(Class-I) Association, Dispur,
Guwahati-6.
17 Shri Jagadish Sarma, 118 Shri Jatindra Nath Bora,
Secretary, All Assam Co- General Secretary,
Operative Officers’ Committee of Retiring
Association, Guwahati. Employees, ( of 2006 &
2007), Assam Guwahati,
Saukuchi Path, Beharbari,
1st Bye Lane, P.O. Basistha,
Guwahati-29.
18 Shri Sayajit Bhuyan, 119 Shri Prabin Chakraborty,
General Secretary, The General Secretary, Assam
Association of Inspectors of Social Welfare Officers’
Taxes, Assam, Head Office: Association.
Guwahati.
19 Shri D.K. Basumatary, 120 Shri Suren Bora.
General Secretary, Sarva General Secretary, Sadou
Siksha Employees’ Welfare Assam Resam Sramik
Association State Committee, Sangha, Guwahati.
Assam, Noonmati, Guwahati-
20.
20 Shri Tapan Ch. Goswami, 121 Shri N.C. Sarma,
General Secretary, All Assam Addl Commissioner of
Govt. Basic Teachers’ Taxes, Assam & President,
Association, Guwahati. The Assam Taxation
Officers’ Association,
Guwahati.
21 Shri Iswar Ch. Borah, 122 Shri William Baskey,
General Secretary, All Assam Secretary General, Gauhati
Diploma Engineer Teacher’s High Court (Principal Seat)
Council, Head Office: Assam Employees’ Association,
Engineering Institute, Guwahati-1.
Chandmari, Guwahati-3.
22 Md. Hasmat Ali, 123 Shri Chandra Kanta
General Secretary, All Assam Senapati,
Leprosy Employees’ Secretary, Assam School
Association. Service Inspecting Officers’
Association.
23 Shri Manidip Saikia, 124 Shri Dharmeswar
General Secretary, All Assam Bhattacharjya,
Fishery Officials’ Technical General Secretary, Technical
Association, Office: Office of Non-Gazetted Employees
the District Fisheries Dev. Association, Directorate of
Officer, Kamrup, Economics & Statistics,
Dighalipukhuri, Ghy-1. Assam, Guwahati-6.
24 Shri Kamakhya Nath, 125 Shri Wilson Daimari,
General Secretary, Assam General Secretary, All
Secretariat Typists’ Assam Veterinary Sramik
Association, Dispur, Union, Guwahati.
Guwahati-6.
25 General Secretary, 126 President/Secretary,
Assam Town Planning All Assam Local Fund Audit
Engineers’ Service Service Association,
Association, C/o. Drainage Guwahati.
and Sewerage Division, Town
& Country Planning, Dispur,
Guwahati-6.
26 Shri Thanu Ram Buragohain, 127 Shri M.M. Bora,
General Secretary, Assam Association of Engineering
State Primary Teachers’ Officers of the Inspectorate
Association, Guwahati. of Factories, Assam, C/O.
Chief Inspector of Factories,
Assam, G.S. Road,
Bhangagarh, Guwahati-5.
27 Shri Bipul Bharali, 128 Shri B.M. Doley,
General Secretary, Sadou President, Assam Transport
Asom Jarikarak Santha, Service Association, Last
Panbazar, Guwahati-1. Gate, Guwahati-6.
28 Shri Pradip Hazarika, 129 Shri Indra Gogoi,
All Assam Tourist Officers’ General Secretary, Assam
Association, Guwahati. Forest Employees
Association.
29 Md. Majibul Haque, 130 Dr. Debajit Rajkonwar,
President, Assam Survey General Secretary, Assam
 Employee’s Association, Homoeopathic Medical
Rupnagar, Guwahati-32. Service Association, House
No.27, Ananda Nagar path,
Six Mile, Khanapara,
Guwahati-22.
30 President/Secretary, 131 Shri Babul Ahmed,
River Research Scientific General Secretary, All
Workers’ Association, Assam, Assam Govt. Driver &
Basistha, Guwahati-29. Handyman Association,
Dispur, Guwahati-6.
31 Shri Keshab Bezbarua, 132 Shri Anup Kumar Borthakur,
General Secretary, Sadou General Secretary, All
Asom Sarkari Sikritiprapta Assam Ministerial Officers’
Bidyut Aru Panijogan Karmi Association, O/O. the
Santha, Khanapara I.C.G.P Executive Engineer
(Vety. Deptt.), Guwahati-22. (Irrigation) JCAD Division,
Hojai.
32 Shri I.K. Bordoloi, 133 Shri Dandeswar Deka,
General Secretary, All Assam General Secretary, Assam
Police Association (AAPA), A.H.&Vety. Service
Anil-Muzammil Road Association, Chenikuthi,
(Near Arya Hospital), Ulubari, Ghy-3
Guwahati-7
33 Secretary, 134 Shri Babul Kalita,
State P.H. Lab. Employees General Secretary, Guwahati
Association, Assam, Medical College Hospital
Guwahati-21. Karmi Sangha, Bhangagarh,
Guwahati-32.
34 Shri Pradip Rajkhowa, 135 Shri S.N. Neog,
General Secretary, All Assam General Secretary, Assam
Treasury Employees’ Soil Conservation Service
Association, Guwahati. Association, C/O. Divisional
Soil Conservation officer,
South Bank Soil
Conservation Division, B.C.
Road, Uzanbazar, Guwahati-
1.
35 Shri Adit Ch. Patowary, 136 Shri Cheniram Bhuyan,
General Secretary, Asom General Secretary, All
Sachivalay Chaturtha Shreni Assam Subordinate
Karmachari Santha, Dispur, Agriculture Officers’
Guwahati-6. Association, Assam,
Khanapara, Guwahati-22.
36 Shri P.K. Goswami, 137 Mahibur Rahman,
General Secretary, All Assam General Secretary, Assam
Senior and Junior Secretariat and Heads of
Inspector/Auditor (Co-Op) Department’ Govt. Grade-IV
 Association, Deptt. of Employees Association,
Handloom and Textiles, Dispur, Guwahati-6.
Assam, Regd. Office:
Directorate, Handloom and
Textiles, Assam, Ganeshguri,
Guwahati-5.
37 Shri Ranjeet Deka, 138 Shri Jayanta Kumar Sarma,
President, All Assam General Secretary, SCERT
Handloom and Textile Officers’ Association,
Officer’s Association, Ambari, Kahilipara, Guwahati-19
Guwahati-1.
38 Shri Tanu Bora, 139 Shri Jyotish Chandra Kalita,
General Secretary, All Assam General Secretary, All
Taxation Ministerial Officers Assam Family Welfare
Association, H.O. Dispur, Employees Association, C/O
Guwahati. Directorate of Health
Services (FW), Assam,
Hengerabari, Guwahati-36
39 Shri Bharat Khataniar, 140 Shri Amulya kalita,
General Secretary, All Assam General Secretary, Sadou
Inland Water Transport Assam Mandal Kanango
Sramik Sangtha, Assam, Sanmilani, B. Baruah Road,
Guwahati, C/O Arabinda Guwahati-3.
Barman, Guwahati Madhvam
Khanda Ferry Service, M/V
Kaziranga, Panbazar,
Guwahati-1
40 Mazam Ali Akanda, 141 Shri H.L. Bora,
General kSecretary, Secretary, Assam Education
Agricultural Service Service Officers (Class-I)
Association of Assam, Association, Kahilipara,
Khanapara, Guwahati-22. Guwahati.
41 Shri Ripun Pujari, 142 Shri Haripada Sarma,
General Secretary, Secretary, Mahendra Mohan
Association of Statistical Choudhury Hospital
Assistants under Directorate Employees Association,
of Employment and Panbazar, Guwahati-1.
Craftsmen Training, Assam,
Rehabari, Guwahati-8
42 Chairman, 143 President/Secretary,
Co-ordination Committee of Association of Inspectors of
Assam Service Engineers Drugs, Assam, Guwahati.
Association.(CCASEA),
Chandmari, Guwahati
43 Shri Bashab Kalita, 144 Shri Pranab Das
General Secretary, Assam (G.W.I.T.I.),
Secretariat Service General Secretary, All
 Association, Dispur, Assam ITI’s Subject
Guwahati-6. Instructors’ Association,
Industrial Training
Institute, Gopinath Nagar,
Guwahati.
44 Shri Kiron Ch. Hazarika, 145 Md. Moniruddin Ahmed,
General Secretary, Sadou General Secretary, All
Asom Charkari Sokti Chalita, Assam Motor Vehicle
Jantra Chalita Santha, Assam, Inspector Association,
Jorhat. H.O.: Betkuchi, Guwahati.
45 Shri Atul Ch. Roy Mandol, 146 Er. B. Choudhury,
General Secretary, Assam General Secretary, All
Madhyamik Sikshak Aru Assam Inland Water
Karmachari Santha, Gauripur, Transport Engineers’ Service
Ward No.1, P.O. Gauripur, Association, Ulubari,
Dist.-Dhubri(Assam). Guwahati-7.
46 Smti Jogamaya Baisnab, 147 Shri Nanidhar Dutta,
Secretary, The Trained General Secretary, All
Nurses Association of India, Assam Soil Conservation
Assam Branch. Employees Association,
H.O. : Guwahati-5.
47 Secretary, 148 Shri Naba Kumar Kalita,
Jorhat Zila Ucha-Uchatar General Secretary, All
Rajyikikoron Madhyamik Assam Ophthalmic Assistant
Vidalaya Sikhyak Karmachari Association,
Pensioner Santha, Jorhat. Head Office : G.S. Eve
Trust, Chenikuthi,
Guwahati-3.
48 Assam Home Guards Officer’s 149 Shri Prabhat Chandra Medhi,
Association, Beltola, General Secretary, Assam
Guwahati-28. State Workers & Employees
Sanmilan,
Guwahati.
49 Shri Nurul Islam, 150 Shri Bhupendra nath
General Secretary, All Assam Choudhury,
Higher Secondary Teachers & General Secretary, All
Employees Association, Assam Sports Officers’
Chamata Higher Secondary Association, Head office :
School, P.O. Chamata, Dist. Rudra Singha Sports
Nalbari-6 Complex, Super market,
Dispur, Guwahati-6.
50 General Secretary, 151 Shri M.C. Talukdar,
Assam Food Inspectors General Secretary, Assam
Association, Guwahati Forest Service (Class-I)
Association,
Asstt. Conservator of Forest,
Kamrup East Division,
 Basistha.
51 Shri Phani Malakar, 152 Shri Debendra Nath
Assam Govt. Press Industrial Malakar,
Employees Association, General Secretary, All
Bamunimaidan, Assam I.T.I. Instructional
Guwahati-21. Staff Association,
Central Office, I.T.I.
Guwahati, Gopinath Nagar,
Guwahati-16.
52 Shri Haren Ray, 153 Shri Bhaskar Deka,
General Secretary, All Assam General Secretary,
Forest Protection Force Confederation of Employees
Employee’s Association, of the State Forest Service
Basistha, Guwahati-29. Association, Assam, Range
Forest officer, Rani Range,
Basistha, Guwahati.
53 Shri Bashab Chandra Kalita, 154 Shri D.C. Roy,
Secretary General, Sadou General Secretary, All
Asam Karmachari Parishad, Assam Employment Service
Dispur, Guwahati-6. Gazetted Officers’
Association, Rehabari,
Guwahati-8.
54 Er. Manomohan Rajbongshi, 155 Shri Himangshu Kr. Das,
Assam Diploma Engineer’s General Secretary, All
Service Association, ADESA Assam Transport
Bhawan, Guwahati-6. Enforcement Officers’
Association, Guwahati.
55 Shri Arup Mahanta, 156 Shri Prasanna Kr. Sarma,
General Secretary, Assam General Secretary, All
Industries & Commerce Assam Pharmacists Service
Extension Officer’s Association, Assam
Association, Udyog Bhawan, Engineering Institute,
Bamunimaidan, Guwahati-21. Chandmari, Guwahati-3.
56 Shri Nirmal Kalita, 157 Shri Heramba Kr. Das,
General Secretary, Sadou General Secretary,
Asom Zila Prasasan Association for Teachers of
Karmachari Santha, Head the Deaf, Kahilipara,
Office : Guwahati, C/O. Office Guwahati-19.
of the Deputy Commissioner,
Kamrup, Guwahati.
57 Shri Krishna Kanta Talukdar, 158 Shri D. Malakar,
Pradhan Sampadak, All General Secretary, Assam
Assam M.E. Teachers’ Labour Service Association,
Association, Japorigog, Ghy- Office of the Asstt. Labour
5. Commissioner, Guwahati,
Assam, B.K. Kakati Road,
Ulubari, Guwahati-7.
58 Shri Gopi Kanta Thakuria, 159 Shri Gautam Sinha,
General Secretary, All Assam All Assam Non Gazetted
Technical Teachers’ Medical Staff Association,
Association, Assam. C/o. District T.B. Centre,
Kamrup, Guwahati-16.
59 Shri Dharani Dhar Das, 160 Shri Hemonta Kr. Nath,
General Secretary, All Assam General Secretary, All
Stenographers’ Association, Assam Sub-Engineer Grade-
Dispur, Guwahati-6. I Service Association,
Guwahati-3.
60 Shri Harigopal Barman, 161 Shri Jaynal Abedin,
General Secretary, All Assam All Assam Malaria
Grade IV Govt. Employee Employees Association, C/o.
Sanmilan, Head Quarter: District Malaria Office,
Guwahati-1. Dhubri.
61 Shri Dipak Kr. Das, 162 Shri Pradip Kumar Bora,
General Secretary, Assam General Secretary, Rajyik
Dental Service Association. Avyantarin Jala Paribahan
Karmachari Santha, Assam.
62 Dr. Narayan Sharma, 163 Shri Ghana Kanta Haloi,
General Secretary, Gauhati Asom Rajyik Pradeshikrita
Medical College Teachers Bidyalay, Barama Girl’s High
Association, Guwahati-32. School, P.O. Barama, Dist.
Baska.
63 Shri Santanu Hazarika, 164 Shri Dhirendra Malla
General Secretary, Asom Buzarbarua,
Abkari Karmachari Sangha, General Secretary, All
Head Office: Guwahati. Assam Elementary Teachers
Educators Association,
Nalbari

64 Shri Nipen Saikia, 165 Shri Gopal Mahanta,

General Secretary, All Assam General Secretary, All
Sericultural Officers’ Assam Food & Civil Supplies
Association, Khanapara, Employees Association,
Guwahati-22. Head Office, Guwahati.
65 Shri Ashim Borah, Secretary, 166 Shri Khagen Deka,
Assam Tribal Research General Secretary, All
Officers Association, Assam Rural Development
Jawaharnagar, NH-37, Employees Association,
Guwahati-22. Head Office: Guwahati.
66 Shri Joy Ram Kalita, 167 Dr. Sankar Jyoti Das,
General Secretary, All Assam General Secretary, Assam
College Employees Ayurvedic Doctors’ Service
Association, C/o. Darrang Association, Head Office:
 College, Tezpur. Govt. Ayurvedic College,
Jalukbari, Guwahati-14.
67 Shri Anil Kumar Biswasi, 168 Smti Buluma Saikia,
General Secretary, Assam Jail General Secretary, All
Warders Association, Head Assam A.N.M. & L.H. Service
Office: Guwahati Central Jail Association, Dispur,Ghy-6.
Campus, Dist. Kamrup,
Assam.
68 Shri Mrinal Ch. Kalita, 169 Shri Sunil Kr. Banik,
General Secretary, Assam General Secretary, All
Public Health Engineers’ Assam Health Educators
Association, Hengrabari, Association, O/O Joint
Guwahati-36 Director of Health Services,
Cachar, Silchar-1.

69 Mrs. Niru Dutta, 170 Shri Ranjan Deka,

General Secretary, All Assam General Secretary, Assam
Nurses Association, Upper Geology & Mining Service
Hengrabari, Usha Nagar, Association, Dakshingaon,
Guwahati-36. Kahilipara, Guwahati-19.
70 Shri Paramananda Deka, 171 Shri Balindra Nath Hazarika,
Secretary, Assam General Secretary, All
Government Press Proof Assam Dairy Workers
Reader Employees’ Association, Khanapara,
Association, Bamunimaidan, Guwahati-22, Central Dairy
Guwahati-21. Campus.
71 Smti Pranati Borah, 172 Shri Asish Ranjan Dey,
General Secretary, All Assam General Secretary, Assam
Graduate Nurses’ Association, Provincialised Retired
Guwahati, C/o. Mrs. Chandita Teachers’ & Employees’
Baruah, School of Nursing, Association, Accounts
Guwahati Medical College Colony(Near Goll
Hospital, Guwahati-32. Park),Ward No.4,Guwahati-
12.
72 Shri Ramendra Ch. Barman, 173 Shri Kushal Kumar Bora,
General Secretary, All Assam General Secretary, All
Fisheries Graduate Assam M.V. Teachers’
Employees’ Association, Head Association.
Office: Srinagar, Dispur,
Guwahati-6.
73 Shri R.K. Sarmah, 174 Dr. D.C. Das,
General Secretary, All Assam General Secretary, All
Weights & Measures Assam Homoeopathic Post
Inspecting Officers’ Graduate Teachers’
Association, Rajgarh Road, Association, Head Office:
Guwahati-3. SJN Homoeopathic Medical
College & Hospital,
 Panzabari, Ghy-37.
74 Assam Finance Service 175 Shri Narendra Deka,
Association. General Secretary, All
Assam B.D.Os. Association,
Guwahati.
75 Shri Kailash Barman, 176 Shri Jibeswar Medhi,
General Secretary, Assam For Secretary, All Assam
Agril. Officers Association, Textile Technologist
Khanapara, Guiwahati-22. Association, Guwahati.
76 Shri R.K. Kakoti, 177 Md. Faroque S. Haque,
Secretary, Assam Engineering General Secretary, Assam
Service Association, C/O Jail Officers Association,
Executive Engineer, Nagaon Assam, Head Office :
Division (Irrigation) Sivasthan Guwahati Central Jail
Road, Nagaon-782001. Campus.
77 Mr. Bidyaram Rongpi, 178 Shri Ujjal Barua,
Presedent, Karbi Employees General Secretary, All
Association (KEA) Joint Assam State Coaches
Employees Association, Karbi Association, H.No.79, G.S.
Anglong, & N.C. Hills. Road, Ulubari, Guwahati-7.

78 Shri M. Hazarika, 179 Shri Pradip Kumar Neog,

General Secretary, All Assam General Secretary,
Judicial Employees Committee for Struggle to
Association, C/O Chief Judicial Revive Public Sector
Magistrate, Mangaldoi, Undertaking, Assam, Head
Assam. Office: Amtron Service
Association
Deptt.(Temporary),
Bamunimaidan.
79 Shri Nagen Deka, 180 Shri Ratan Kr. Das,
General Secretary, Assam General Secretary, All
State Sports and Physical Assam Health & Hospital
Education Instructor Employees’ Association,
Association, Nalbari, C/O C/O. Eye Deptt., G.M.C.
District Sports Office, P.O- Hospital, Guwahati-32
Nalbari, Pin-781335.
80 Shri Kamol Kr. Goswami, 181 Er. Swapan Kr. Das,
General Secretary, Cotton General Secretary,
College Employees Association of Technical
Association, Guwahati-1. Officers of Municipal
Administration (AOTOMA)
Assam, Office: J.B. House,
Zoo-Narengi Road,
 Guwahati-24
81 Shri M.H. Choudhury, 182 Shri Jayanta Medhi,
Secretary, All Assam Middle General Secretary, Assam
Graduate Assistant Teacher P.W.D. Engineers Service
Kalyan Samittee, P.O.- Association, Chandmari,
Baharihat, Vill-Haripur, Dist. Guwahati-3.
Barpeta, Assam.
82 Shri Jayanta Das, 183 Shri Kalyan Kr. Chakraborty,
Secretary, All Assam DITE General Secretary, All
Employees Association, DITE, Assam Field Investigator
Kamrup, Mirja. Officer’s Association, Social
Welfare Department,
Assam, C/O. District Social
Welfare Officer, Diphu,
Karbi Anglong.
83 General Secretary, Assam 184 Shri Mohan Ch. Boro,
Economic & Statistical Service General Secretary, Sadou
Association. Asom Janaswasthya Karikari
Bibhagia Karmachari
Shramik Santha, Dispur,
Guwahati-6
84 Shri Indra Kanta Das, 185 Shri Bibhujit Patowary,
General Secretary, Asom General Secretary, Regional
Uccha Sanskrit Vidyalaya College of Nursing
Adhyapak Sanmilan, Employees’ Association,
Panbazar, Guwahati-1 Narakasur Hills, Guwahati-
32.
85 Shri Lila Kanta Saikia, 186 Shri Pradip Mahanta,
General Secretary, Assam General Secretary, Assam
State Higher Secondary Forest Junior Services
School (Government & Association, Zoo Road, Ghy-
Provincialised) Demonstrators 5.
Association, Kamrup Higher
Secondary & M.E. School,
Kamrup
86 Shri Bipin Barua, Secretary, 187 Shri Satya Prasad
All Assam Adult Education Rajkhowa,
Supervisor’s Association, General Secretary, Assam
Head Office, District Adult Elementary Education
Education Office, Jorhat, Planning & Statistics Service
Assam Association, Head Office:
Nagaon.
87 Shri G. Patgiri, 188 Shri Hemen Das,
General Secretary, All Assam General Secretary, Assam
Town & Country Planning Civil Service Officers’
Draughtsman Association, Association, Assam
Dispur, Guwahhahti-6 Secretariat, Dispur.
88 Shri Ranjan Kr. Chakravarty, 189 Shri Pramesh Deka,
Secretary, All Assam Post General Secretary, All
Graduate School Teachers’ Assam Industries Technical
Association, Bojali H.S. Employees Association, C/O.
School, Pathsala, Barpeta Cottage Industries Training
Institute, Guwahati-16.
89 Syeda Nurjahan, 190 Shri Surendra Bora,
General Secretary, Sodou General Secretary, All
Assom Mohila Karmachari Assam Prathamic Teachers’
Santha, Chandmari, Parishad, Fazdari Patty,
Guwahati. G.N.B. Road, Near Old Ice
Factory, Nagaon, Assam.
90 Mainul Hoque, 191 Shri S. Basumatary,
President, All Assam Scientific General Secretary, All
Assistants’ Association Assam Extension Officers
(AASAA), Assam Engineering (Credit) Association, Dept.
Institute. of Panchayat & Rural
Development, Assam,
Guwahati.
91 President, Assam Animal 192 Ethel Hembrom.
Husbandry & Dairying Assam, General Secretary, All
Khanapara, Guwahati-22. Assam Nurses’ Service
Association, Guwahati-32.
92 Shri Narendra Nath Deka, 193 Fakaruddin Ahmed,
General Secretary, Assam General Secretary, All
Forest Rangers Association, Assam Medical & Health
Guwahati. Employees Association’s Co-
Ordination Committee, Head
Office: Guwahati-32.

93 Shri Dwijendra Singha Hazari, 194 Shri Lakheswar Gayan,

General Secretary, Research General Secretary, Assam
Service Association, Planning Govt. H. S. School
& Development Department, Demonstrators Association.
Dispur.
94 Shri Tapan Bhuyan, 195 Shri Anupam Deka,
General Secretary, All Assam General Secretary, Assam
Technical Employees Accounts Service
Association Janasanyog, Association, C/O.Borhan Ali
Dispur, Last Gate, Guwahati- Ahmed, Accounts Officer,
6 Bongaigaon PWD Rural
Roads Division, Bongaigaon-
80.
95 Shri S. Sarma, 196 Shri B.K. Sarna, S/A.
General Secretary, Assam Secretary, All Assam
Planning Service Association, Economic & Statistics
Sachivalaya, Dispur, Employees Association,
 Guwahati-6. Secondary Education, Office
of the Inspector of School,
Kamrup District Circle,
Kahilipara.
96 Mahtab Hussain, 197 Md. Rezaul Karim
General Secretary, Assam Barbhuyan,
Library Service Association. General Secretary, All
Assam Registering Officers
Association, Rajbhawan,
Rupnagar, Guwahati.
97 Shri Ratul Ch. Patowari, 198 Shri G.R. Rajkumar,
General Secretary, Assam Secretary, District Malaria
Secretariat and Head of the Officers Service Association,
Department Duplicating Kamrup.
Karikari Karmachari Santha,
Dispur, Guwahati-6.
98 Dr. Ashok Barkotoky, 199 Sadou Asom Snakottrar
General Secretary, Assam Bidyalaya Sikshak Santha,
Medical Service Association Rangia Higher Secondary
(AMSA) Deputy School, Rangia.
Supertendent, M.M.C.
Hospital, Panbazar,
Guwahati-1.
99 Shri Tikaram Sarma, 200 Shri Dimbeswar Sonowal,
President, Sadou Asom Secretary, Asom Rajyik
Vidyalaya Samuhar Chaturtha Pradeshikrita Bidyalayar
Shreni Karmachari Santha, Abasarprapta Sikshak
Namoni Dol, Sibsagar. Karmachari Santha,
Lakhimpur Sakha, Bihpuria.
100 Shri Tankeswar Kalita, 201 District Middle School
General Secretary, All Assam Graduate Asstt. Teacher’s
Section Assistant & Kailyan Samity,
Subordinate Engineer’s Hailakandi, Assam.
Service Association, Guwahati
West Water Resources,
Bharalumukh, Guwahati.
101 Shri Purbajyoti Das, 202 Shri Ghana Kanta Haloi,
Assam Economic & Statistical Principal Secretary,
Service Association (AESSA), Assam State Provincialised
Guwahati. School Retired Teachers and
Employees Association.
E. List of Associations who appeared before the Assam Pay
Commission, 2008
1 Shri Pradip Sarma, 99 Dr. Narayan Debnath,
General Secretary, All Assam Secretary,
DIET Officers’ Association, The Homoeopathic Medical
Working Head Office: DIET, Association of India, (Assam
Nagaon, Samaguri. Branch) Kushal Nagar,
Haiborgaon, Nagaon,
Assam, Pin-782002
2 Shri Harihar Thakuria, 100 Dr. Devajyoti Bhattacharya,
General Secretary, All Assam General Secretary, Assam
X-Ray Services Association, State Homoeopathic Medical
Head Office: Dispur, College Teachers’
Guwahati-6. Association, Homoeopathic
Medical College & Hospital,
Panjabari, Guwahati-37
3 Shri Atul Chandra Das, 101 K. Ullah, General Secretary,
General Secretary, All Assam Civil Defence
Agricultural Statistical Service Officers Association, Beltola,
Officers’ Association, Assam, Guwahati-28
Khanapara, Guwahati-22.
4 Shri Manoranjan Goswami, 102 N. Z. Ahmed, General
General Secretary (I/C) All Secretary,
Assam Police Deptts’ All Assam Soil Conservation
Ministrial Officers’ Ranger’s Association, Assam
Association, Guwahati-7 Anupam Nagar, Hatigaon,
Guwahhahti
5 Shri Jogeswar Bordoloi, 103 Shhri Lachi Das, General
General Secretary, Forensic Secretary,
Science Non-Gazetted All Assam Non-Gazetted
Technical Employees Panchayat and Women &
Association, Assam, Children Extension Officers
Kahilipara, Guwahati-19. Association, Under
Panchayat & Rural
Development Department
6 Md.Iffkar Uddin Ahmed, 104 Shri Gautam Chandra Dey,
General Secretary, All Assam General Secretary,
Medical Laboratory Brihattor Kamrup Zila
Technicians Association, Murabi Bivag and
Deptt. of Microbiology (1st Sachivalaya Charkari Gari
Floor), Guwahati Medical Chalak aru Sahaikari
College, Guwahati-32. Santha, Dispur, Guwahahti-
6
7 Shri S.C. Choudhury, 105 Utpal Kr. Chakrabarty,
General Secretary, Govt. Secretary,
 Pensioners’ Association, Asom Junior College
Assam, Old University Colony, Teachers’ Employees
Chandmari, Guwahati-3. Association, Pratap Renu
Bhawan, P.O-Nalbari, Dist.
Nalbari, Assam, Near Hajo
Bustand, Ward No.12
8 Shri A. Baruah, 106 Mr. Nirod Kr. Bordoloi,
General Secretary, General Secretary,
Association of Senior Officers Assam Govt. Public Library
of Assam, Economic & Employees Association
Statistical Service (ASOAESS)
Directorate of Economics &
Statistics, Assam, Housefed
Complex, Dispur, Guwahati-6.
9 Shri S.M. Mahato, 107 Shri Jiten Kalita, General
General Secretary, All Assam Secretary,
Govt. Pensioners’ & Family All Assam Middle School
Pensioners Santha, Office : Science Teachers
Near Rajdhani Masjid, Dispur, Association, Assam, Nabin
Guwahati-6. Nagar, Konwarpara, P.O-
Mangaldoi, Dist. Darrang
10 Shri Banani Roy Choudhury, 108 Shri Rajen Sarma,
General Secretary, All Assam State Secretary, Assam High
Govt. Schools Service School Teachers’
Association, Camp at Association, Ligiripukhuri
Guwahati, Office: Cotton High School, P.S.
Collegiate Govt. Boys H.S. Ligiripukhuri, Sibasagar
School, Panbazar, Guiwahati-
1.
11 Md. Samsuddin Ahmed, 109 Md. Ali Hussain, General
General Secretary, All Assam Secretary,
Public Health Employees All Assam Veterinary Field
Association, C/o. Joint Assistants’ Association,
Director’ Health Services Khanapara, Guwahati-22
Office, Mongaldoi, Darrang,
Assam.
12 Shri Dilip Chakravorty, 110 Shri Gobinda Narayan
General Secretary, State Goswami,
Mechanical Worker’s Secretary, Animal
Association, Assam, Husbandry & Veterinary
Chandmari, Guwahati-3. Statistical Service
Association, Assam,
Guwahati-3
13 Shri Harish Kumar Saikia, 111 Shri Dwijendra Nath Deka,
General Secretary, Sadou General Secretary,
Asom Madhyamik Vidyalay All Assam Heads of
Karjalay Sahayak Sangtha, Department Ministerial
 Office : Barigaon Public dGirls Officers’ Association, C/O
High School, P.O. & Dist. Office of the Chief
Jorhat, Assam. Engineer(Irrigation),
Guwahati-3
14 Shri J.C. Phukan, 112 Shri Bhabesh Chandra Deka,
President, Assam Govt. B.Ed. General Secretary,
College Teachers’ Forum, Assam State Employees’
Office : Govt. Banikanta Federation, O/O. the
College of Teacher Education, Directorate of Economics
P.O. Lachit Nagar, Guwahati- and Statistics, Agril.
7. Division, Jawahar Nagar,
Beltola, Guwahati-28
15 Shri P. Bora, 113 Shri J.N. Gayan, General
Honorary Secretary, All Secretary,
Assam Town Planners Service All Assam Heads of the
Association (AATPSA), Department Ministerial
C/O Office of the Director of Officers’ Association,
Town & Country Planning, Guwahati
Assam, Dispur, Ghy-6.
16 Shri T.R. Hazarika, 114 General Secretary,
President, Assam Secretariat Asom Karmachari Mancha,
Service Gazetted Officer’s Guwahati
(Class-I) Association, Dispur,
Guwahati-6.
17 Shjri Jagadish Sarma, 115 Shri Jatindra Nath Bora,
Secretary, All Assam Co- General Secretary,
Operative Officers’ Committee of Retiring
Association, Guwahati. Employees, (2006 & 2007),
Assam Guwahati, Saukuchi
Path, Beharbari, 1st Bye
Lane, P.O. Basistha,
Guwahati-29
18 Shri Sayajit Bhuyan, 116 Shri Prabin Chakraborty,
General Secretary, The General Secretary,
Association of Inspectors of Assam Social Welfare
Taxes, Assam, Head Office: Officers’ Association
Guwahati.
19 Shri Tapan Ch. Goswami, 117 Shri Suren Bora. General
General Secretary, All Assam Secretary,
Govt. Basic Teachers’ Sadou Assam Resam Sramik
Association, Guwahati. Sangha, Guwahati
20 Shrif Iswar Ch. Borah, 118 Shri N.C. Sarma,
General Secretary, All Assam Addl Commissioner of
Diploma Engineer Teacher’s Taxes, Assam & President,
Council, Head Office: Assam The Assam Taxation
Engineering Institute, Officers’ Association,
Chandmari, Guwahati-3. Guwahati
21 Md. Hasmat Ali, 119 Shri William Baskey,
General Secretary, All Assam Secretary General,
Leprosy Employees’ Gauhati High Court
Association. (Principal Seat) Employees’
Association, Guwahati-1
22 Shri Manidip Saikia, 120 Shri Dharmeswar
General Secretary, All Assam Bhattacharjya, General
Fishery Officials’ Tecxhnical Secretary,
Association, Office : Office of Technical Non-Gazetted
the District Fisheries Dev. Employees Association,
Officer, Kamrup, Directorate of Economics &
Dighalipukhuri, Ghy-1. Statistics, Assam, Guwahati-
6
23 Shri Kamakhya Nath, 121 Shri Wilson Daimari,
General Secretary, Assam General Secretary,
Secretariat Typists’ All Assam Veterinary Sramik
Association, Dispur, Union, Guwahati
Guwahati-6.
24 General Secretary, 122 President/ Secretary,
Assam Town Planning All Assam Local Fund Audit
Engineers’ Service Service Association,
Association, C/o. Drainage Guwahati.
and Sewerage Division, Town
& Country Planning, Dispur,
Guwahati-6.
25 Shri Thanu Ram Buragohain, 123 Shri M.M. Bora,
General Secretary, Assam Association of Engineering
State Primary Teachers’ Officers of the Inspectorate
Association, Guwahati. of Factories, Assam, C/O.
Chief Inspector of Factories,
Assam, G.S. Road,
Bhangagarh, Guwahati-5
26 Shri Bipul Bharali, 124 Shri B.M. Doley, President,
General Secretary, Sadou Assam Transport Service
Asom Jarikarak Santha, Association, Last Gate,
Panbazar, Guwahati-1. Guwahati-6.
27 Shri Pradip Hazarika, 125 Shri Indra Gogoi,
All Assam Tourist Officers’ General Secretary, Assam
Association, Guwahati. Forest Employees
Association.
28 Md. Majibul Haque, 126 Dr. Debajit Rajkonwar,
President, Assam Survey General Secretary,
Employee’s Association, Assam Homoeopathic
Rupnagar, Guwahati-32. Medical Service Association,
House No.27, Ananda Nagar
path, Six Mile, Khanapara,
Guwahati-22
29 Shri Keshab Bezbarua, 127 Shri Babul Ahmed, General
General Secretary, Sadou Secretary,
Asom Sarkari Swrikitiprapta All Assam Govt. Driver &
Bidyut Aru Panijogan Karmi Handyman Association,
Santha, Khanapara I.C.G.P. Dispur, Guwahati-6
(Vety. Deptt.),Guwahati-22.
30 Shri I.K. Bordoloi, 128 Shri Anup Kumar Borthakur,
General Secretary, All Assam General Secretary,
Police Association (AAPA), All Assam Ministerial
Anil-Muzammil Road Officers’ Association, O/O.
(Near Arya Hospital), Ulubari, the Executive Engineer
Guwahati-7. (Irrigation) JCAD Division,
Hojai
31 Secretary, 129 Shri Dandeswar Deka,
State P.H. Lab. Employees General Secretary, Assam
Association, Assam, A.H. & Vety. Service
Guwahati-21. Association, Chenikuthi,
Guwahati-3
32 Shri Pradip Rajkhowa, 130 Shri Babul Kalita, General
General Secretary, All Assam Secretary,
Treasury Employees’ Guwahati Medical College
Association, Guwahati. Hospital Karmi Sangha,
Bhangagarh, Guwahati-32
33 Shri Adit Ch. Patowary, 132 Shri Cheniram Bhuyan,
General Secretary, Asom General Secretary,
Sachivalay Chaturtha Shreni All Assam Subordinate
Karmachari Santha, Dispur, Agriculture Officers’
Guwahati-6. Association, Assam,
Khanapara, Guwahati-22
34 Shri P.K. Goswami, 133 Mahibur Rahman, General
General Secretary, All Assam Secretary,
Senior and Junior Assam Secretariat and
Inspector/Auditor (Co-Op) Heads of Department’ Govt.
Association, Deptt. of Grade-IV Employees
Handloom and Textiles, Association, Dispur,
Assam, Regd. Office: Guwahati-6
Directorate, Handloom and
Textiles, Assam, Ganeshguri,
Guwahati-5.
35 Shri Ranjeet Deka, 134 Shri Jayanta Kumar Sarma,
President, All Assam General Secretary, SCERT
Handloom and Textile Officers’ Association,
Officer’s Association, Ambari, Kahilipara, Guwahati-19
Guwahati-1.
36 Shri Tanu Bora, 135 Shri Jyotish Chandra Kalita,
General Secretary, All Assam General Secretary, All
Raxation Miniksterial Officers Assam Family Welfare
 Association, H.O. Dispur, Employees Association, C/O.
Guwahati. Directorate of Health
Services (F.W.), Assam,
Hengerabari, Guwahati-36
37 Shri Bharat Khataniar, 136 Shri Amulya kalita, General
General Secretary, All Assam Secretary,
Inland Water Transport Sadou Assam Mandal
Sramik Sangtha, Assam, Kanango Sanmilani, B.
Guwahati, C/o. Arabinda Baruah Road, Guwahati-3
Barman, Guwahati Madhvam
Khanda Ferry Service, M/V
Kaziranga, Panbazar,
Guwahati-1.
38 Mazam Ali Akanda, 137 Shri H.L. Bora, Secretary,
General Secretary, Assam Education Service
Agricultural Service Officers (Class-I)
Association of Assam, Association, Kahilipara,
Khanapara, Guwahati-22. Guwahati
39 Shri Ripun Pujari, 138 Shri Haripada Sarma,
General Secretary, Secretary,
Association of Statistical Mahendra Mohan Choudhury
Assistants under Directorate Hospital Employees
of Employment and Association, Panbazar,
Craftsmen Training, Assam, Guwahati-1
Rehabari, Guwahati-8.
40 Chairman, 139 President/Secretary,
Co-Ordination Committee of Association of Inspectors of
Assam Service Engineers Drugs, Assam, Guwahati
Association.(CoCASEA),
Chandmari, Guwahati.
41 Shri Bashab Kalita, 140 Shri Pranab Das (G.W.I.T.I),
General Secretary, Assam General Secretary,
Secretariat Service All Assam ITI’s Subject
Association, Dispur, Instructors’ Association,
Guwahati-6. Industrial Training Institute,
Gopinath Nagar, Guwahati
42 Shri Kiron Ch. Hazarika, 141 Md. Moniruddin Ahmed,
General Secretary, Sadou General Secretary,
Asom Charkari Sokti Chalita, All Assam Motor Vehicle
Jantra Chalita Santha, Assam, Inspector Association, Head
Jorhat. office: Betkuchi, Guwahati
43 Shri Atul Ch. Roy Mandol, 142 Er. B. Choudhury, General
General Secretary, Assam Secretary,
Madhyamik Sikshak Aru All Assam Inland Water
Karmachari Santha, Gauripur, Transport Engineers’ Service
Ward No.1, P.O. Gauripur, Association, Ulubari,
Dist.-Dhubri(Assam). Guwahati-7
44 Smti Jogamaya Baisnab, 143 Shri Nanidhar Dutta,
Secretary, The Trained General Secretary,
Nurses Association of India, All Assam Soil Conservation
Assam Branch. Employees Association,
Head office: Guwahati-5
45 Secretary, 144 Shri Naba Kumar Kalita,
Jorhat Zila Ucha-Uchatar General Secretary,
Rajyikikoron Madhyamik All Assam Ophthalmic
Vidalaya Sikhyak Karmachari Assistant Association,
Pensioner Santha, Jorhat. Head Office : G.S. Eve
Trust, Chenikuthi,
Guwahati-3
46 Assam Home Guards Officer’s 145 Shri Prabhat Chandra Medhi,
Association, Beltola, General Secretary,
Guwahati-28. Assam State Workers &
Employees Sanmilan,
Guwahati

47 Shri Nurul Islam, 146 Shri Bhupendra nath

General Secretary, All Assam Choudhury, General
Higher Secondary Teachers & Secretary,
Employees Association, All Assam Sports Officers’
Chamata Higher Secondary Association, Head office :
School, P.O. Chamata, Dist. Rudra Singha Sports
Nalbari-6. Complex, Super market,
Dispur, Guwahati-6
48 General Secretary, 147 Shri M.C. Talukdar, General
Assam Food Inspectors Secretary,
Association, Guwahati. Assam Forest Service
(Class-I) Association,
Asstt. Conservator of Forest,
Kamrup East Division,
Basistha
49 Shri Phani Malakar, 148 Shri Debendra Nath
Assam Govt. Press Industrial Malakar, General Secretary,
Employees Association, All Assam I.T.I. Instructional
Bamunimaidan, Ghy-21. Staff Association, Central
Office, I.T.I, Guwahati,
Gopinath Nagar, Guwahati-
16
50 Shri Haren Ray, 149 Shri Bhaskar Deka, General
General Secretary, All Assam Secretary,
Forest Protection Force Confederationof Employees
Employee’s Association, of the State Forest Service
Basistha, Guwahati-29. Association, Assam, Range
Forest officer, Rani Range,
 Basistha, Guwahati
51 Shri Bashab Chandra Kalita, 150 Shri D.C. Roy, General
Secretary General, Sadou Secretary,
Asam Karmachari Parishad, All Assam Employment
Dispur, Guwahati-6. Service Gazetted Officers’
Association, Rehabari,
Guwahati-8
52 Er. Manomohan Rajbongshi, 151 Shri Himangshu Kr. Das,
Assam Diploma Engineer’s General Secretary,
Service Association, ADESA All Assam Transport
Bhawan, Guwahati-6. Enforcement Officers’
Association, Guwahati
53 Shri Arup Mahanta, 152 Shri Prasanna Kr. Sarma,
General Secretary, Assam General Secretary,
Industries & Commerce All Assam Pharmacists
Extension Officer’s Service Association, Assam
Association, Udyog Bhawan, Engineering Institute,
Bamunimaidan, Guwahati-21. Chandmari, Guwahati-3
54 Shri Nirmal Kalita, 153 Shri Heramba Kr. Das,
General Secretary, Sadou General Secretary,
Asom Zila Prasasan Association for Teachers of
Karmachari Santha, Head the Deaf, Kahilipara,
Office : Guwahati, C/O. Office Guwahati-19
of the Deputy Commissioner,
Kamrup, Ghy.
55 Shri Krishna Kanta Talukdar, 154 Shri D. Malakar, General
Pradhan Sampadak, All Secretary,
Assam M.E. Teachers’ Assam Labour Service
Association, Japorigog, Ghy- Association, Office of the
5. Asstt. Labour Commissioner,
Guwahati, Assam, B.K.
Kakati Road, Ulubari, Ghy -7
56 Shri Gopi Kanta Thakuria, 155 Shri Gautam Sinha,
General Secretary, All Assam All Assam Non Gazetted
Technical Teachers’ Medical Staff Association,
Association, Assam. C/o. District T.B. Centre,
Kamrup, Guwahati-16.
57 Shri Dharani Dhar Das, 156 Shri Hemonta Kr. Nath,
General Secretary, All Assam General Secretary,
Stenographers’ Association, All Assam Sub-Engineer
Dispur,Guwahati-6. Grade-I Service Association,
Guwahati-3
58 Shri Harigopal Barman, 157 Shri Jaynal Abedin,
General Secretary, All Assam All Assam Malaria
Grade IV Govt. Employee Employees Association, C/o.
Sanmilan, Head Quarter: District Malaria Office,
Guwahati-1. Dhubri
59 Shri Dipak Kr. Das, 158 Shri Pradip Kumar Bora,
General Secretary, Assam General Secretary,
Dental Service Association. Rajyik Avyantarin Jala
Paribahan Karmachari
Santha, Assam
60 Dr. Narayan Sharma, 159 Shri Ghana Kanta Haloi,
General Secretary, Gauhati Asom Rajyik Pradeshikrita
Medical College Teachers Bidyalay, Barama Girl’s High
Association, Guwahati-32. School, P.O. Barama, Dist.
Baska

61 Shri Santanu Hazarika, 160 Shri Dhirendra Malla

General Secretary, Asom Buzarbarua, General
Abkari Karmachari Sangha, Secretary,
Head Office: Guwahati. All Assam Elementary
Teachers Educators
Association, Nalbari
62 Shri Nipen Saikia, 161 Shri Gopal Mahanta, General
General Secretary, All Assam Secretary,
Sericultural Officers’ All Assam Food & Civil
Association, Khanapara, Supplies Employees
Guwahati-22. Association,
Head Office: Guwahati
63 Shri Ashim Borah, 162 Shri Khagen Deka,
Secretary, Assam Tribal General Secretary, All
Research Officers Association, Assam Rural Development
Jawaharnagar, NH-37, Employees Association,
Guwahati-22. Head Office: Guwahati.
64 Shri Joy Ram Kalita, 163 Dr. Sankar Jyoti Das,
General Secretary, All Assam General Secretary,
College Employees Assam Ayurvedic Doctors’
Association, C/o. Darrang Service Association, Head
College, Tezpur. Office: Govt. Ayurvedic
College, Jalukbari,
Guwahati-14
65 Shri Anil Kumar Biswasi, 164 Smti Buluma Saikia,
General Secretary, Assam Jail General Secretary, All
Warders Association, Head Assam A.N.M. & L.H. Service
Office: Guwahati Central Jail Association, Dispur,
Campus, Dist. Kamrup, Guwahati-6
Assam.
66 Shri Mrinal Ch. Kalita, 165 Shri Sunil Kr. Banik, General
General Secretary, Assam Secretary,
Public Health Engineers’ All Assam Health Educators
Association, Hengrabari, Association, O/O Joint
Guwahati-36. Director of Health Services,
Cachar, Silchar-1
67 Mrs. Niru Dutta, 166 Shri Ranjan Deka, General
General Secretary, All Assam Secretary,
Nurses Association, Upper Assam Geology & Mining
Hengrabari, Usha Nagar, Service Association,
Guwahati-36. Dakshingaon, Kahilipara,
Guwahati-19
68 Shri Paramananda Deka, 167 Shri Balindra Nath Hazarika,
Secretary, Assam General Secretary,
Government Press Proof All Assam Dairy Workers
Reader Employees’ Association, Khanapara,
Association, Bamunimaidan, Guwahati-22, Central Dairy
Guwahati-21. Campus
69 Smti Pranati Borah, 168 Shri Asish Ranjan Dey,
General Secretary, All Assam General Secretary,
Graduate Nurses’ Association, Assam Provincialised Retired
Guwahati, C/O Mrs. Chandita Teachers’ & Employees’
Baruah, School of Nursing, Association, Accounts
Guwahati Medical College Colony(Near Goll
Hospital, Guwahati-32. Park),Ward No.4,Guwahati-
12
70 Shri Ramendra Ch. Barman, 169 Shri Kushal Kumar Bora,
General Secretary, All Assam General Secretary,
Fisheries Graduate All Assam M.V. Teachers’
Employees’ Association, Head Association
Office: Srinagar, Dispur,
Guwahati-6.
71 Shri R.K. Sarmah, 170 Dr. D.C. Das, General
General Secretary, All Assam Secretary,
Weights & Measures All Assam Homoeopathic
Inspecting Officers’ Post Graduate Teachers’
Association, Rajgarh Road, Association, Head Office:
Guwahati-3. SJN Homoeopathic Medical
College & Hospital,
Panzabari, Guwahati-37
72 Assam Finance Service 171 Shri Narendra Deka,
Association. General Secretary,
All Assam B.D.Os.
Association, Guwahati
73 Shri Kailash Barman, 172 Shri Jibeswar Medhi,
General Secretary, Assam For Secretary, All Assam
Agril. Officers Association, Textile Technologist
Khanapara, Guiwahati-22. Association, Guwahati
74 Shri R.K. Kakoti, 173 Md. Faroque S. Haque,
Secretary, Assam Engineering General Secretary,
Service Association, C/O Assam Jail Officers
Executive Engineer, Nagaon Association, Assam, Head
Division (Irrigation) Sivasthan Office: Guwahati Central
 Road, Nagaon-782001. Jail Campus
75 Mr. Bidyaram Rongpi, 174 Shri Ujjal Barua, General
Presedent, Karbi Employees Secretary,
Association (KEA) Joint All Assam State Coaches
Employees Association, Karbi Association, H.No.79, G.S.
Anglong, & N.C. Hills. Road, Ulubari, Guwahati-7
76 Shri M. Hazarika, 175 Shri Ratan Kr. Das, General
General Secretary, All Assam Secretary,
Judicial Employees All Assam Health & Hospital
Association, C/O Chief Judicial Employees’ Association,
Magistrate, Mangaldoi, C/O. Eye Deptt., G.M.C.
Assam. Hospital, Guwahati-32
77 Shri Nagen Deka, 176 Er. Swapan Kr. Das, General
General Secretary, Assam Secretary,
State Sports and Physical Association of Technical
Education Instructor Officers of Municipal
Association, Nalbari, C/O Administration (AOTOMA)
District Sports Office, P.O- Assam, Office: J.B. House,
Nalbari, Pin-781335. Zoo-Narengi Road,
Guwahati-24
78 Shri Kamol Kr. Goswami, 177 Shri Jayanta Medhi,
General Secretary, Cotton General Secretary, Assam
College Employees P.W.D. Engineers Service
Association, Guwahati-1. Association, Chandmari,
Guwahati-3
79 Shri M.H. Choudhury, 178 Shri Kalyan Kr. Chakraborty,
Secretary, All Assam Middle General Secretary,
Graduate Assistant Teacher All Assam Field Investigator
Kalyan Samittee, P.O.- Officer’s Association, Social
Baharihat, Vill-Haripur, Dist. Welfare Department,
Barpeta, Assam. Assam, C/O. District Social
Welfare Officer, Diphu, Karbi
Anglong
80 Shri Jayanta Das, 179 Shri Mohan Ch. Boro,
Secretary, All Assam DITE General Secretary,
Employees Association, DITE, Sadou Asom Janaswasthya
Kamrup, Mirja. Karikari Bibhagia
Karmachari Shramik
Santha, Dispur, Guwahati-6.

81 General Secretary, Assam 180 Shri Bibhujit Patowary,

Economic & Statistical Service General Secretary,
Association. Regional College of Nursing
Employees’ Association,
Narakasur Hills, Guwahati-
32
82 Shri Indra Kanta Das, 181 Shri Pradip Mahanta,
 General Secretary, Asom General Secretary,
Uccha Sanskrit Vidyalaya Assam Forest Junior
Adhyapak Sanmilan, Services Association, Zoo
Panbazar, Guwahati-1. Road, Guwahati-5
83 Shri Lila Kanta Saikia, 182 Shri Satya Prasad
General Secretary, Assam Rajkhowa, General
State Higher Secondary Secretary,
School (Government & Assam Elementary
Provincialised) Demonstrators Education Planning &
Association, Kamrup Higher Statistics Service
Secondary & M.E. School, Association, Head Office :
Kamrup. Nagaon
84 Shri Bipin Barua, 183 Shri Hemen Das, General
Secretary, All Assam Adult Secretary,
Education Supervisor’s Assam Civil Service Officers’
Association, Head Office, Association, Assam
District Adult Education Secretariat, Dispur
Office, Jorhat, Assam.
85 Shri G. Patgiri, 184 Shri Pramesh Deka, General
General Secretary, All Assam Secretary,
Town & Country Planning All Assam Industries
Draughtsman Association, Technical Employees
Dispur, Guwahhahti-6. Association, C/O. Cottage
Industries Training Institute,
Guwahati-16
86 Shri Ranjan Kr. Chakravarty, 185 Shri Surendra Bora, General
Secretary, All Assam Post Secretary,
Graduate Schgool Teachers’ All Assam Prathamic
Association, Bojali H.S. Teachers’ Parishad, Fazdari
School, Pathsala, Barpeta. Patty, G.N.B. Road, Near
Old Ice Factory, Nagaon,
Assam
87 Syeda Nurjahan, 186 Shri S. Basumatary, General
General Secretary, Sodou Secretary,
Assom Mohila Karmachari All Assam Extension Officers
Santha, Chandmari, (Credit) Association, Deptt.
Guwahati. of Panchayat & Rural
Development, Assam,
Guwahati
88 Mainul Hoque, 187 Ethel Hembrom, General
President, All Assam Scientific Secretary,
Assistants’ Association All Assam Nurses’ Service
(AASAA), Assam Engineering Association, Guwahati-32
Institute
89 President, Assam Animal 188 Fakaruddin Ahmed, General
Husbandry & Dairying Assam, Secretary,
Khanapara, Guwahati-22 All Assam Medical & Health
 Employees Association’s Co-
Ordination Committee, Head
Office: Guwahati-32
90 Shri Narendra Nath Deka, 189 Shri Lakheswar Gayan,
General Secretary, General Secretary,
Assam Forest Rangers Assam Govt. H. S. School
Association, Guwahati Demonstrators Association
91 Shri Dwijendra Singha Hazari, 190 Shri Anupam Deka, General
General Secretary, Secretary,
Research Service Association, Assam Accounts Service
Planning & Development Association, C/O.Borhan Ali
Department, Dispur Ahmed, Accounts Officer,
Bongaigaon PWD Rural
Roads Division, Bongaigaon-
80
92 Shri Tapan Bhuyan, General 191 Shri B.K. Sarna, S/A
Secretary, Secretary, All Assam
All Assam Technical Economic & Statistics
Employees Association Employees Association,
Janasanyog, Dispur, Last Secondary Education, Office
Gate, Guwahati-6 of the Inspector of School,
Kamrup District Circle,
Kahilipara
93 Shri S. Sarma, General 192 Md. Rezaul Karim
Secretary, Barbhuyan, General
Assam Planning Service Secretary,
Association, Sachivalaya, All Assam Registering
Dispur, Guwahati-6 Officers Association,
Rajbhawan,
Rupnagar, Guwahati
94 Mahtab Hussain, General 193 Shri G.R. Rajkumar,
Secretary, Secretary,
Assam Library Service District Malaria Officers
Association Service Association, Kamrup
95 Shri Ratul Ch. Patowari, 194 Sadou Asom Snakottrar
General Secretary, Bidyalaya Sikshak Santha,
Assam Secretariat and Head Rangia Higher Secondary
of the Department School, Rangia.
Duplicating Karikari
Karmachari Santha, Dispur,
Guwahati-6
96 Dr. Ashok Barkotoky, General 195 Shri Dimbeswar Sonowal,
Secretary, Secretary,
Assam Medical Service Asom Rajyik Pradeshikrita
Association (AMSA) Deputy Bidyalayar Abasarprapta
Supertendent, M.M.C. Sikshak Karmachari Santha,
Hospital, Panbazar, Lakhimpur Sakha, Bihpuria
 Guwahati-1
97 Shri Tankeswar Kalita, 196 District Middle School
General Secretary, Graduate Asstt. Teacher’s
All Assam Section Assistant & Kailyan Samity,
Subordinate Engineer’s Hailakandi, Assam
Service Association, Guwahati
West Water Resources,
Bharalumukh, Guwahati
98 Shri Purbajyoti Das, 197 Shri Ghana Kanta Haloi,
Assam Economic & Statistical Principal Secretary,
Service Association (AESSA), Assam State Provincialised
Guwahati School Retired Teachers and
Employees Association
F. List of Government Officers who gave oral evidence before the
Assam Pay Commission. 2008
1. Shri S.C. Das, IAS 51. Shri B. Hagzer,
Special Invitee, Principal Commissioner &
Secretary, Home Deptt. Secretary, Printing &
Stationery Deptt.
2. Shri J.C. Goswami, IAS 52. Shri P.K. Das,
Special Invitee, Director, Printing &
Commissioner & Stationery
Secretary, Health &
Family Welfare
Department
3. Sri Jishnu Barua, IAS 53. Shri B.P. Kakaty,
Special Invitee, Deputy Secretary,
Commissioner & Printing & Stationery
Secretary, Personnel Department
Department
4. Shri G.S.M. Srivastav, 54. Shri V.K. Pipersenia, IAS
Director General of Police Principal Secretary,
Revenue and Co-
operation Department
5. Shri Sankar Barua, 55. S.I. Hussain,
Director General of Police Director, Land Records
6. Shri P.K. Borthakur, IAS 56. Dr. R. Zaman, IAS
Commissioner & Secretary, Co-operation
Secretary, GAD, SAD, Department
Fisheries Deptt.
7. Shri A.K. Bhuyan, 57. Shri L. Gogoi, ACS
Joint Secretary, Joint Secretary, Revenue &
Fisheries Department D. M. Department
8. Shri T. Deka, 58. Md. Alauddin, IAS
Under Secretary, Commissioner & Secretary,
S.A.Department Food & Civil Supplies
Deptt.
9. Dr. A.K. Roy, IAS 59. Shri Shyam Lal Mewara,
Additional Secretary, IAS,
GAD Principal Secretary, A.H. &
Veterinary and Dairy
Deptt.
10. Shri P.K. Chaki, 60. Shri H.K. Sarma, IAS
Financial Adviser, SAD Commissioner & Secretary,
Soil Conservation Deptt.
11. Shri N.C. Deka, 61. M.C. Borah,
Under Secretary, S.A. Deputy Secretary, Soil
(Accounts) Department Conservation Department
12. I. Haque, 62. R.K. Doley,
 Director, Fisheries Director, Soilo
Conservation
13. Shri H.M. Caire, IAS 63. Shri P. Saikia, I/C
Principal Secretary, Joint Director, Soil
Higher Education Conservation
Department
14. Shri D. Hussain, 64. Shri P. Dutta,
Director, Higher D.O, Hamren
Education
15. Shri. P.K. Goswami, 65. Shri Alok Kumar, IAS
Director, Technical Principal Secretary,
Education Transport & Power
Departments
16. Shri. Mrigendra Kalita, 66. Shri H.N. Basumatary,
Secretary, Agriculture Secretary, Irrigation
Department
17. Shri. Prasanta Kalita, 67. Shri. U. Pegu,
Director, Agriculture Secretary, Water
Resources Department
18. Shri. Harish Sonowal, 68. Shri Abhijit Dutta,
IAS Secretary, P.H.E
Principal Seceretary,
Social Welfare
Department
19. Shri. Dipali Devi, 69. Shri Himangshu Sekhar
Under Secretary, Social Das, IAS, Principal
Welfare Department Secretary, Tourism &
Finance Deptt.
20. Md. Eunus, 70. Shri D.K. Baruah, IAS,
Elementary & Secondary Addl. Secretary, Tourism
Education Department Department
21. Md. Sohrab Ali, IAS 71. D.K. Goswami,
Addl. Secretary, Managing Diriector, Assam
Education(Secondary) Tourism Development
Department Corporation
& Joint Secretary, Tourism
Departmemnt
22. Md. Mahsin Ali, 72. M. Goswami,
Director, Secondary Director, Tourism
Education
23. Shri Satish Chandra 73. Shri R.S. Prasad, IAS
Sarmah, Director, Commissioner Secretary,
Elementary Education Finance Department
24. Shri G.N. Borah, 74. Shri Sanjay Lohiya, IAS
Deputy Secy., Education Commissioner of Taxes
(Elementary)
Department
25. Shri S.N. Sarma, 75. Shri R.L. Duwara,
Asstt. Director, Adult Addl. Secretary, Finance
Education
26. Shri Ravi Capoor, IAS 76. Shri G. Borthakur,
Commissioner & Joint Secretary, Finance
Secretary, Industries & Department
Commerce Department
27. Shri Gaurav Bothra, 77. Shri S. Gogoi,
Joint Secretary, Director of Audit
Industries & Commerce
Department
28. Shri Dipak Kr. Borah, 78. Shri N.N. Bora,
Joint Secretary, Director of Accounts &
Industries & Commerce Treasuries
Department
29. Shri Pranab Kr. Borah, 79. Shri Arun Kumar, IAS
Deputy Director Principal Secretary, P &
(Admn.), Directorate of R.D. Department
Industries & Commerce
30. Shri K.K. Mittal, IAS 80. Shri B.C. Borah,
Principal Secretary, Joint Secretary, P & R.D.
Labour & Employment Department
Department
31. Shri Maloy Bora, 81. Shri G.L. Dutta,
Director Employment & Under Secretary, P & R.D.
Craftsmen Training Department
32. Shri Subhash Ch. 82. Shri M.C. Chakraborty,
Longmalai, IAS Deputy Secretary, P & R.D.
Labour Commissioner Department
33. Shri C. Purkayastha, 83. Shri Saraswati Prasad, IAS
Senior Inspector of Commissioner & Secretary,
Factories, Guwahati Urban Development
Deptt.
34. Shri P. Hazarika, 84. Shri Kamal Mahanta,
Assistant Labour Director, Municipal
Commissioner Administration
35. Shri B.P. Borthakur, 85. Smti Sonmai Barua, IAS
Law Assistant, H/O Secretary, P & P.G.
C.I.F. Assam Department
36. Shri Denesh Ch. Deka, 86. Shri A.K. Purkayastha,
Director Information & Director of Pension
Public Relation
37. Shri Hiranya Kr. Bhuyan, 87. Shri S.K. Chouhan,
Deputy Director, Joint Secretary, P & P.G.
Information & Public Department
Relation
38. Smti Gayatri Baruah, 88. Shri S. Barua, IAS,
 IAS, Secretary, Cultural Affairs
Secretary, Excise Deptt. Deptt.
39. Smti Ashadeep
Talukdar, 89. Shri S.P. Kakati Bora,
Joint Secretary, Excise Director, Cultural Affairs
Department
40. Shri Bimal Rajkhowa, 90. Shri H.N. Dutta,
Joint Commissioner of Director, Archeology
Excise
41. Shri Bhaskar 91. Dr. S. Ahmed,
Mushahary, IAS, Director of Museums
Principal Secretary,
Handloom & Textiles &
Sericulture Department
42. M. Gogoi, 92. Dr. Prem Saran, IAS
Director, Handloom & Development
Textiles Commissioner for Hill
Areas of Assam
43. Shri D.K Saharia, 93. Shri K.K. Das,
Joint Director of R.O, Office of the
Sericulture Department of Hill Areas
44. Shri V.S. Bhaskar, IAS 94. A. Ahmed,
Commissioner & Deputy Secretary, Hill
Secretary, Health & Areas Department
Family Welfare
Department
45. Shri J.C. Goswami, IAS 95. Shri Niraj Verma, IAS
Commissioner & Secretary, Science &
Secretary, Health & Technology
Family Welfare
Department
46. Shri B. Sharma, 96 Shri Atul Phukan,
Joint Secretary, Sports Under Secretary, Science
Department & Technology
47. Shri S. Gohain Baruah, 97. Shri P. Kalita,
Director Sports & Youth Joint L.R, Judicial
Welfare Department
48. Shri A.H. Khandakar, 98. Shri M.R. Borbhuyan,
Under Secretary, Health Deputy L.R, Judicial
& Family Welfare Department
Department
49. Shri B.B. Hagjer, IAS 99. Shri Rajjib Kumar Bora,
Commissioner & IAS
Secretary, Environment Commissioner & Secretary,
& Forest and Border Areas Department
Printing & Stationery
Deptt
50. Shri V.K. Vishnoi,
P.C.C.F, Assam
 Annex 1.3
Comparative statement of the State Pay Commission, viz. 1973,
1979, 1988, 1994 and 2008.
Pay Commission Date of Constitution Date of Date of
submission effect
of report
Assam Pay Constituted on 5-8- 1st part on 01-01-1973
Commission, 1971 under 9-4-1973.
1973 Chairmanship of 2nd part on
K.P.Mathur, Retd. 29-10-1973
Judge, Allahabad High
Court.
Assam pay Constituted on 8-11- 29-6-1982 01-01-1981
Commission, 1979 under the
1979 Chairmanship of
Bholanath Sarma, Retd.
Judge, Guwahati High
Court.
Assam Pay Constituted on 2-5- 8-5-1990 01-01-1989
Commission, 1988 under the
1988 Chairmanship of Sri
B.N. Sarma, Retd.
Judge Guwahati High
Court. Reconstituted on
23-6-88, under
Chairmanship of Sri
S.K. Dutta,
Retd.ChiefJustice,
Guwahati High Court.
Assam Pay Constituted on 30-5- 1st Report 01-01-1996
Commission, 1994 under the on 7-3-
1994 Chairmanship of Shri 1996.
Dambarudhar Pathak Final Report
Ex. Chief Justice of on
Orissa High Court. 27-6-1997
Assam Pay Constituted on 30-5- 30-9-2009 01-01-2006
Commission, 2008 under the
2008 Chairmanship of Shri
Bhaskar Barua, IAS
(Retd) Ex. Secretary to
Govt. of India.
 Annex 1.1.1
Fixation of Minimum wage as on 1.1.2006 as per 15 ILC norms
Items Per day Per Price per Total Price per Total cost
PCU month Kg. taken cost as Kg. as per as per
(In 3CU by Staff per Staff prevailing prevailing
grams) (In kg) Side Side rates rates
(In Rs) (In Rs) (In Rs) (In Rs)

Rice/wheat 475 42.75 22.00 941 18 769.5

Dal (Toor/ 80 7.2 65.00 468 40 288

Urad /
moong)
Raw Veg. 100 9.00 28.00 252 10 90

Greenleaf Veg. 125 11.25 24.00 370 10 112.5

Other Veg 75 6.75 26.00 176 10 67.5

Fruits 120 10.80 50.00 540 30 324

Milk 200 Ml18 Lt 24.00 432 24 432

Sugar and 56 5.00 24.00 120 24 120

Jaggery
Edible Oil 40 3.6 90.00 324 50 180

Fish 2.5 180.00 450 120 300

Meat 5.00 180.00 900 120 600

Egg 90 (no) 2.50 225 2 180

Detergents etc 300 P/m 300 200 200

Clothing 5.5 Mt. 80/Mt. 440 80/Mt. 440

Total 5838 4103.5

Misc. @ 20%* 1167.60 827

Total 7005.60 4930.5

Addl. Exp @ 1751.40 400# 400#

25%**

Total 8757.00 5330.5

Housing @ 973.00 ^148

10%***
Grand Total 9730.00 5478.5

Source: Average market rates in Kolkata, Chennai, Delhi and Mumbai as indicated in the Economic Times &
other major dailies (element of 20% has been added to cover the increase in cost in retail sale).
Notes PCU = Per day Consumption Unit 3CU = Three Consumption Units
* 20% Miscellaneous charges towards fuel, electricity, water etc.
** Additional Expense at the rate of 25% includes expenditure towards education, medical treatment, housing,
recreation, festivals etc.
# Has been taken as Rs.400 because separate allowances for education, medical treatment and housing exist
in the Government. Consequently, only the expenditure towards recreation & festivals need to be taken in
account.
^ Being the license fee chargeable for government accommodation at an average rate of 3% of the basic pay
 Annex:2.1.1
Fitment Table-1

Pre-revised Scale - Revised Pay Band (PB-1)+ Grade Pay

Rs.2450-40-2770-60- Rs.4560 - 15000 + Rs.1300
3490-90-3670

Sl. No. Basic Pay in Revised pay in Grade Pay Total Pay
the pre- the running pay
revised scale band
(Rs.) (Rs.) (Rs.) (Rs.)

1 2450 4560 1300 5860

2 2490 4640 1300 5940
3 2530 4710 1300 6010
4 2570 4790 1300 6090
5 2610 4860 1300 6160
6 2650 4930 1300 6230
7 2690 5010 1300 6310
8 2730 5080 1300 6380
9 2770 5160 1300 6460
10 2830 5270 1300 6570
11 2890 5380 1300 6680
12 2950 5490 1300 6790
13 3010 5600 1300 6900
14 3070 5720 1300 7020
15 3130 5830 1300 7130
16 3190 5940 1300 7240
17 3250 6050 1300 7350
18 3310 6160 1300 7460
19 3370 6270 1300 7570
20 3430 6380 1300 7680
21 3490 6500 1300 7800
22 3580 6660 1300 7960
23 3670 6830 1300 8130
SI-I 3760 7000 1300 8300
SI-II 3850 7170 1300 8470
SI-III 3940 7330 1300 8630
 Fitment Table-2
Pre-revised Scale - Revised Pay Band (PB-1)+ Grade Pay
Rs.2490-40-2770-60-3490- Rs.4560 - 15000 + Rs.1400
90-4120

Sl. No. Basic Pay in the Revised pay in the Grade Pay Total Pay
pre-revised scale running pay band
(Rs.) (Rs.) (Rs.) (Rs.)

1 2490 4640 1400 6040

2 2530 4710 1400 6110
3 2570 4790 1400 6190
4 2610 4860 1400 6260
5 2650 4930 1400 6330
6 2690 5010 1400 6410
7 2730 5080 1400 6480
8 2770 5160 1400 6560
9 2830 5270 1400 6670
10 2890 5380 1400 6780
11 2950 5490 1400 6890
12 3010 5600 1400 7000
13 3070 5720 1400 7120
14 3130 5830 1400 7230
15 3190 5940 1400 7340
16 3250 6050 1400 7450
17 3310 6160 1400 7560
18 3370 6270 1400 7670
19 3430 6380 1400 7780
20 3490 6500 1400 7900
21 3580 6660 1400 8060
22 3670 6830 1400 8230
23 3760 7000 1400 8400
24 3850 7170 1400 8570
25 3940 7330 1400 8730
26 4030 7500 1400 8900
27 4120 7670 1400 9070
SI-I 4210 7840 1400 9240
SI-II 4300 8000 1400 9400
SI-III 4390 8170 1400 9570
 Fitment Table-3
Pre-revised Scale - Rs.2530- Revised Pay Band (PB-1)+ Grade Pay
40-2770-60-3490-90-4390 Rs.4560-15000 + Rs.1600

Sl. No. Basic Pay in the Revised pay in the Grade Pay Total Pay
pre-revised scale running pay band

(Rs.) (Rs.) (Rs.) (Rs.)

1 2530 4710 1600 6310
2 2570 4790 1600 6390
3 2610 4860 1600 6460
4 2650 4930 1600 6530
5 2690 5010 1600 6610
6 2730 5080 1600 6680
7 2770 5160 1600 6760
8 2830 5270 1600 6870
9 2890 5380 1600 6980
10 2950 5490 1600 7090
11 3010 5600 1600 7200
12 3070 5720 1600 7320
13 3130 5830 1600 7430
14 3190 5940 1600 7540
15 3250 6050 1600 7650
16 3310 6160 1600 7760
17 3370 6270 1600 7870
18 3430 6380 1600 7980
19 3490 6500 1600 8100
20 3580 6660 1600 8260
21 3670 6830 1600 8430
22 3760 7000 1600 8600
23 3850 7170 1600 8770
24 3940 7330 1600 8930
25 4030 7500 1600 9100
26 4120 7670 1600 9270
27 4210 7840 1600 9440
28 4300 8000 1600 9600
29 4390 8170 1600 9770
SI-I 4480 8340 1600 9940
SI-II 4570 8510 1600 10110
SI-III 4660 8670 1600 10270
 Fitment Table-4
Pre-revised Scale - Rs.2610- Revised Pay Band (PB -2)+ Grade Pay
40-2770-60-3490-90-4480- Rs.5200 - 20200 + Rs.1800
120-4840

Sl. No. Basic Pay in the Revised pay in the Grade Pay Total Pay Total Pay With
pre-revised scale running pay band Adhoc Fitment
[See 2.1.8
(iv)]

(Rs.) (Rs.) (Rs.) (Rs.) (Rs)

1 2610 5200 1800 7000 7000
2 2650 5200 1800 7000 7020
3 2690 5200 1800 7000 7040
4 2730 5200 1800 7000 7060
5 2770 5200 1800 7000 7080
6 2830 5270 1800 7070 7100
7 2890 5380 1800 7180 7180
8 2950 5490 1800 7290 7290
9 3010 5600 1800 7400 7400
10 3070 5720 1800 7520 7520
11 3130 5830 1800 7630 7630
12 3190 5940 1800 7740 7740
13 3250 6050 1800 7850 7850
14 3310 6160 1800 7960 7960
15 3370 6270 1800 8070 8070
16 3430 6380 1800 8180 8180
17 3490 6500 1800 8300 8300
18 3580 6660 1800 8460 8460
19 3670 6830 1800 8630 8630
20 3760 7000 1800 8800 8800
21 3850 7170 1800 8970 8970
22 3940 7330 1800 9130 9130
23 4030 7500 1800 9300 9300
24 4120 7670 1800 9470 9470
25 4210 7840 1800 9640 9640
26 4300 8000 1800 9800 9800
27 4390 8170 1800 9970 9970
28 4480 8340 1800 10140 10140
29 4600 8560 1800 10360 10360
30 4720 8780 1800 10580 10580
 31 4840 9010 1800 10810 10810
SI-I 4960 9230 1800 11030 11030
SI-II 5080 9450 1800 11250 11250
SI-III 5200 9680 1800 11480 11480

Fitment Table-5
Pre-revised Scale - Rs.2650- Revised Pay Band (PB -2)+ Grade Pay
40-2770-60-3490-90-4480- Rs.5200 - 20200 + Rs.1900
120-5200

Sl. No. Basic Pay in the Revised pay in the Grade Pay Total Pay Total Pay With
pre-revised scale running pay band Adhoc Fitment
[See 2.1.8
(iv)]

(Rs.) (Rs.) (Rs.) (Rs.) (Rs)

1 2650 5200 1900 7100 7100
2 2690 5200 1900 7100 7120
3 2730 5200 1900 7100 7140
4 2770 5200 1900 7100 7160
5 2830 5270 1900 7170 7180
6 2890 5380 1900 7280 7280
7 2950 5490 1900 7390 7390
8 3010 5600 1900 7500 7500
9 3070 5720 1900 7620 7620
10 3130 5830 1900 7730 7730
11 3190 5940 1900 7840 7840
12 3250 6050 1900 7950 7950
13 3310 6160 1900 8060 8060
14 3370 6270 1900 8170 8170
15 3430 6380 1900 8280 8280
16 3490 6500 1900 8400 8400
17 3580 6660 1900 8560 8560
18 3670 6830 1900 8730 8730
19 3760 7000 1900 8900 8900
20 3850 7170 1900 9070 9070
21 3940 7330 1900 9230 9230
22 4030 7500 1900 9400 9400
23 4120 7670 1900 9570 9570
24 4210 7840 1900 9740 9740
25 4300 8000 1900 9900 9900
26 4390 8170 1900 10070 10070
27 4480 8340 1900 10240 10240
 28 4600 8560 1900 10460 10460
29 4720 8780 1900 10680 10680
30 4840 9010 1900 10910 10910
31 4960 9230 1900 11130 11130
32 5080 9450 1900 11350 11350
33 5200 9680 1900 11580 11580
SI-I 5375 10000 1900 11900 11900
SI-II 5550 10330 1900 12230 12230
SI-III 5725 10650 1900 12550 12550

Fitment Table-6
Pre-revised Scale - Rs.2890- Revised Pay Band (PB -2)+ Grade Pay
60-3490-90-4480-120- Rs.5200 - 20200 + Rs.2000
5200-175-5725

Sl. No. Basic Pay in the Revised pay in Grade Total Pay
pre-revised scale the running Pay
pay band

(Rs.) (Rs.) (Rs.) (Rs.)

1 2890 5380 2000 7380
2 2950 5490 2000 7490
2 3010 5600 2000 7600
3 3070 5720 2000 7720
4 3130 5830 2000 7830
5 3190 5940 2000 7940
6 3250 6050 2000 8050
7 3310 6160 2000 8160
8 3370 6270 2000 8270
9 3430 6380 2000 8380
10 3490 6500 2000 8500
11 3580 6660 2000 8660
12 3670 6830 2000 8830
13 3760 7000 2000 9000
14 3850 7170 2000 9170
15 3940 7330 2000 9330
16 4030 7500 2000 9500
17 4120 7670 2000 9670
18 4210 7840 2000 9840
19 4300 8000 2000 10000
20 4390 8170 2000 10170
 21 4480 8340 2000 10340
22 4600 8560 2000 10560
23 4720 8780 2000 10780
24 4840 9010 2000 11010
25 4960 9230 2000 11230
26 5080 9450 2000 11450
27 5200 9680 2000 11680
28 5375 10000 2000 12000
29 5550 10330 2000 12330
30 5725 10650 2000 12650
SI-I 5900 10980 2000 12980
SI-II 6075 11300 2000 13300
SI-III 6250 11630 2000 13630

Fitment Table-7
Pre-revised Scale - Rs.3010- Revised Pay Band (PB -2)+ Grade Pay
60-3490-90-4480-120- Rs.5200 - 20200 + Rs.2100
5200-175-6075

Sl. No. Basic Pay in the Revised pay in Grade Total Pay
pre-revised scale the running Pay
pay band

(Rs.) (Rs.) (Rs.) (Rs.)

1 3010 5600 2100 7700
2 3070 5720 2100 7820
3 3130 5830 2100 7930
4 3190 5940 2100 8040
5 3250 6050 2100 8150
6 3310 6160 2100 8260
7 3370 6270 2100 8370
8 3430 6380 2100 8480
9 3490 6500 2100 8600
10 3580 6660 2100 8760
11 3670 6830 2100 8930
12 3760 7000 2100 9100
13 3850 7170 2100 9270
14 3940 7330 2100 9430
15 4030 7500 2100 9600
16 4120 7670 2100 9770
 17 4210 7840 2100 9940
18 4300 8000 2100 10100
19 4390 8170 2100 10270
20 4480 8340 2100 10440
21 4600 8560 2100 10660
22 4720 8780 2100 10880
23 4840 9010 2100 11110
24 4960 9230 2100 11330
25 5080 9450 2100 11550
26 5200 9680 2100 11780
27 5375 10000 2100 12100
28 5550 10330 2100 12430
29 5725 10650 2100 12750
30 5900 10980 2100 13080
31 6075 11300 2100 13400
SI-I 6250 11630 2100 13730
SI-II 6425 11960 2100 14060
SI-III 6600 12280 2100 14380

Fitment Table-8
Pre-revised Scale - Revised Pay Band (PB -2)+ Grade Pay
Rs.3130-60-3490-90- Rs.5200 - 20200 + Rs.2200
4480-120-5200-175-
6600

Sl. No. Basic Pay in the Revised pay in Grade Total Pay
pre-revised scale the running Pay
pay band

(Rs.) (Rs.) (Rs.) (Rs.)

1 3130 5830 2200 8030

2 3190 5940 2200 8140
3 3250 6050 2200 8250
4 3310 6160 2200 8360
5 3370 6270 2200 8470
6 3430 6380 2200 8580
7 3490 6500 2200 8700
8 3580 6660 2200 8860
9 3670 6830 2200 9030
10 3760 7000 2200 9200
 11 3850 7170 2200 9370
12 3940 7330 2200 9530
13 4030 7500 2200 9700
14 4120 7670 2200 9870
15 4210 7840 2200 10040
16 4300 8000 2200 10200
17 4390 8170 2200 10370
18 4480 8340 2200 10540
19 4600 8560 2200 10760
20 4720 8780 2200 10980
21 4840 9010 2200 11210
22 4960 9230 2200 11430
23 5080 9450 2200 11650
24 5200 9680 2200 11880
25 5375 10000 2200 12200
26 5550 10330 2200 12530
27 5725 10650 2200 12850
28 5900 10980 2200 13180
29 6075 11300 2200 13500
30 6250 11630 2200 13830
31 6425 11960 2200 14160
32 6600 12280 2200 14480
SI-I 6850 12750 2200 14950
SI-II 7100 13210 2200 15410
SI-III 7350 13680 2200 15880

Fitment Table-9
Pre-revised Scale - Revised Pay Band (PB -2)+ Grade Pay
Rs.3370-60-3490- Rs.5200 - 20200 + Rs.2300
90-4480-120-5200-
175-6600-250-7100

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 3370 6270 2300 8570
2 3430 6380 2300 8680
3 3490 6500 2300 8800
 4 3580 6660 2300 8960
5 3670 6830 2300 9130
6 3760 7000 2300 9300
7 3850 7170 2300 9470
8 3940 7330 2300 9630
9 4030 7500 2300 9800
10 4120 7670 2300 9970
11 4210 7840 2300 10140
12 4300 8000 2300 10300
13 4390 8170 2300 10470
14 4480 8340 2300 10640
15 4600 8560 2300 10860
16 4720 8780 2300 11080
17 4840 9010 2300 11310
18 4960 9230 2300 11530
19 5080 9450 2300 11750
19 5200 9680 2300 11980
20 5375 10000 2300 12300
21 5550 10330 2300 12630
22 5725 10650 2300 12950
23 5900 10980 2300 13280
24 6075 11300 2300 13600
25 6250 11630 2300 13930
26 6425 11960 2300 14260
27 6600 12280 2300 14580
28 6850 12750 2300 15050
29 7100 13210 2300 15510
SI-I 7350 13680 2300 15980
SI-II 7600 14140 2300 16440
SI-III 7850 14610 2300 16910

Fitment Table-10
Pre-revised Scale - Revised Pay Band (PB -2)+ Grade Pay
Rs.3850-90-4480- Rs.5200 - 20200 + Rs.2400
120-5200-175-6600-
250-7350

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
 (Rs.) (Rs.) (Rs.) (Rs.)
1 3850 7170 2400 9570
2 3940 7330 2400 9730
3 4030 7500 2400 9900
4 4120 7670 2400 10070
5 4210 7840 2400 10240
6 4300 8000 2400 10400
7 4390 8170 2400 10570
8 4480 8340 2400 10740
9 4600 8560 2400 10960
10 4720 8780 2400 11180
11 4840 9010 2400 11410
12 4960 9230 2400 11630
13 5080 9450 2400 11850
14 5200 9680 2400 12080
15 5375 10000 2400 12400
16 5550 10330 2400 12730
17 5725 10650 2400 13050
18 5900 10980 2400 13380
19 6075 11300 2400 13700
20 6250 11630 2400 14030
21 6425 11960 2400 14360
22 6600 12280 2400 14680
23 6850 12750 2400 15150
24 7100 13210 2400 15610
25 7350 13680 2400 16080
SI-I 7600 14140 2400 16540
SI-II 7850 14610 2400 17010
SI-III 8100 15070 2400 17470

Fitment Table-11
Pre-revised Scale - Revised Pay Band (PB -2)+ Grade Pay
Rs.3490-90-4480- Rs.5200 - 20200 + Rs.2500
120-5200-175-6600-
250-8100

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
 1 3490 6500 2500 9000
2 3580 6660 2500 9160
3 3670 6830 2500 9330
4 3760 7000 2500 9500
5 3850 7170 2500 9670
6 3940 7330 2500 9830
7 4030 7500 2500 10000
8 4120 7670 2500 10170
9 4210 7840 2500 10340
10 4300 8000 2500 10500
11 4390 8170 2500 10670
12 4480 8340 2500 10840
13 4600 8560 2500 11060
14 4720 8780 2500 11280
15 4840 9010 2500 11510
16 4960 9230 2500 11730
17 5080 9450 2500 11950
18 5200 9680 2500 12180
19 5375 10000 2500 12500
20 5550 10330 2500 12830
21 5725 10650 2500 13150
22 5900 10980 2500 13480
23 6075 11300 2500 13800
24 6250 11630 2500 14130
25 6425 11960 2500 14460
26 6600 12280 2500 14780
27 6850 12750 2500 15250
28 7100 13210 2500 15710
29 7350 13680 2500 16180
30 7600 14140 2500 16640
31 7850 14610 2500 17110
32 8100 15070 2500 17570
SI-I 8425 15680 2500 18180
SI-II 8750 16280 2500 18780
SI-III 9075 16880 2500 19380
 Fitment Table-12
Pre-revised Scale - Revised Pay Band (PB -2)+ Grade Pay
Rs.3940-90-4480- Rs.5200 - 20200 + Rs.2600
120-5200-175-6600-
250-8100-325-8425

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 3940 7330 2600 9930
2 4030 7500 2600 10100
3 4120 7670 2600 10270
4 4210 7840 2600 10440
5 4300 8000 2600 10600
6 4390 8170 2600 10770
7 4480 8340 2600 10940
8 4600 8560 2600 11160
9 4720 8780 2600 11380
10 4840 9010 2600 11610
11 4960 9230 2600 11830
12 5080 9450 2600 12050
13 5200 9680 2600 12280
14 5375 10000 2600 12600
15 5550 10330 2600 12930
16 5725 10650 2600 13250
17 5900 10980 2600 13580
18 6075 11300 2600 13900
19 6250 11630 2600 14230
20 6425 11960 2600 14560
21 6600 12280 2600 14880
22 6850 12750 2600 15350
23 7100 13210 2600 15810
24 7350 13680 2600 16280
25 7600 14140 2600 16740
26 7850 14610 2600 17210
27 8100 15070 2600 17670
28 8425 15680 2600 18280
SI-I 8750 16280 2600 18880
 SI-II 9075 16880 2600 19480
SI-III 9400 17490 2600 20090

Fitment Table-13
Pre-revised Scale - Revised Pay Band (PB -2)+ Grade Pay
Rs.3580-90-4480- Rs.5200 - 20200 + Rs.2800
120-5200-175-6600-
250-8100-325-8750

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 3580 6660 2800 9460
2 3670 6830 2800 9630
3 3760 7000 2800 9800
4 3850 7170 2800 9970
5 3940 7330 2800 10130
6 4030 7500 2800 10300
7 4120 7670 2800 10470
8 4210 7840 2800 10640
9 4300 8000 2800 10800
10 4390 8170 2800 10970
11 4480 8340 2800 11140
12 4600 8560 2800 11360
13 4720 8780 2800 11580
14 4840 9010 2800 11810
15 4960 9230 2800 12030
16 5080 9450 2800 12250
17 5200 9680 2800 12480
18 5375 10000 2800 12800
19 5550 10330 2800 13130
20 5725 10650 2800 13450
21 5900 10980 2800 13780
22 6075 11300 2800 14100
23 6250 11630 2800 14430
24 6425 11960 2800 14760
25 6600 12280 2800 15080
26 6850 12750 2800 15550
27 7100 13210 2800 16010
 28 7350 13680 2800 16480
29 7600 14140 2800 16940
30 7850 14610 2800 17410
31 8100 15070 2800 17870
32 8425 15680 2800 18480
33 8750 16280 2800 19080
SI-I 9075 16880 2800 19680
SI-II 9400 17490 2800 20290
SI-III 9725 18090 2800 20890

Fitment Table-14
Pre-revised Scale - Revised Pay Band (PB -3)+ Grade Pay
Rs.4300-90-4480- Rs.8000 - 35000 + Rs.4200
120-5200-175-6600-
250-8100-325-9075
Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 4300 8000 4200 12200
2 4390 8170 4200 12370
3 4480 8340 4200 12540
4 4600 8560 4200 12760
5 4720 8780 4200 12980
6 4840 9010 4200 13210
7 4960 9230 4200 13430
8 5080 9450 4200 13650
9 5200 9680 4200 13880
10 5375 10000 4200 14200
11 5550 10330 4200 14530
12 5725 10650 4200 14850
13 5900 10980 4200 15180
14 6075 11300 4200 15500
15 6250 11630 4200 15830
16 6425 11960 4200 16160
17 6600 12280 4200 16480
18 6850 12750 4200 16950
19 7100 13210 4200 17410
20 7350 13680 4200 17880
 21 7600 14140 4200 18340
22 7850 14610 4200 18810
23 8100 15070 4200 19270
24 8425 15680 4200 19880
25 8750 16280 4200 20480
26 9075 16880 4200 21080
SI-I 9400 17490 4200 21690
SI-II 9725 18090 4200 22290
SI-III 10050 18700 4200 22900
Fitment Table-15
Pre-revised Scale - Revised Pay Band (PB -3)+ Grade Pay
Rs.3760-90-4480- Rs.8000 - 35000 + Rs.4300
120-5200-175-6600-
250-8100-325-9400

Sl. No. Basic Pay Revised pay Grade Pay Total Pay Total Pay With
in the in the Adhoc Fitment
pre- running pay [See 2.1.8
revised band (iv)]
scale
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)
1 3760 8000 4300 12300 12300
2 3850 8000 4300 12300 12350
3 3940 8000 4300 12300 12400
4 4030 8000 4300 12300 12450
5 4120 8000 4300 12300 12500
6 4210 8000 4300 12300 12550
7 4300 8000 4300 12300 12600
8 4390 8170 4300 12470 12650
9 4480 8340 4300 12640 12700
10 4600 8560 4300 12860 12860
11 4720 8780 4300 13080 13080
12 4840 9010 4300 13310 13310
13 4960 9230 4300 13530 13530
14 5080 9450 4300 13750 13750
15 5200 9680 4300 13980 13980
16 5375 10000 4300 14300 14300
17 5550 10330 4300 14630 14630
18 5725 10650 4300 14950 14950
19 5900 10980 4300 15280 15280
20 6075 11300 4300 15600 15600
21 6250 11630 4300 15930 15930
 22 6425 11960 4300 16260 16260
23 6600 12280 4300 16580 16580
24 6850 12750 4300 17050 17050
25 7100 13210 4300 17510 17510
26 7350 13680 4300 17980 17980
27 7600 14140 4300 18440 18440
28 7850 14610 4300 18910 18910
29 8100 15070 4300 19370 19370
30 8425 15680 4300 19980 19980
31 8750 16280 4300 20580 20580
32 9075 16880 4300 21180 21180
33 9400 17490 4300 21790 21790
SI-I 9725 18090 4300 22390 22390
SI-II 10050 18700 4300 23000 23000
SI-III 10375 19300 4300 23600 23600

Fitment Table-16
Pre-revised Scale - Revised Pay Band (PB -3)+ Grade Pay
Rs.4120-90-4480- Rs.8000 - 35000 + Rs.4500
120-5200-175-6600-
250-8100-325-9725
Sl. No. Basic Pay Revised pay Grade Pay Total Pay Total Pay With
in the in the Adhoc Fitment
pre- running pay [See 2.1.8
revised band (iv)]
scale
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)
1 4120 8000 4500 12500 12500
2 4210 8000 4500 12500 12550
3 4300 8000 4500 12500 12600
4 4390 8170 4500 12670 12670
5 4480 8340 4500 12840 12840
6 4600 8560 4500 13060 13060
7 4720 8780 4500 13280 13280
8 4840 9010 4500 13510 13510
9 4960 9230 4500 13730 13730
10 5080 9450 4500 13950 13950
11 5200 9680 4500 14180 14180
12 5375 10000 4500 14500 14500
13 5550 10330 4500 14830 14830
14 5725 10650 4500 15150 15150
15 5900 10980 4500 15480 15480
 16 6075 11300 4500 15800 15800
17 6250 11630 4500 16130 16130
18 6425 11960 4500 16460 16460
19 6600 12280 4500 16780 16780
20 6850 12750 4500 17250 17250
21 7100 13210 4500 17710 17710
22 7350 13680 4500 18180 18180
23 7600 14140 4500 18640 18640
24 7850 14610 4500 19110 19110
25 8100 15070 4500 19570 19570
26 8425 15680 4500 20180 20180
27 8750 16280 4500 20780 20780
28 9075 16880 4500 21380 21380
29 9400 17490 4500 21990 21990
30 9725 18090 4500 22590 22590
SI-I 10050 18700 4500 23200 23200
SI-II 10375 19300 4500 23800 23800
SI-III 10700 19910 4500 24410 24410

Fitment Table-17
Pre-revised Scale - Revised Pay Band (PB -3)+ Grade Pay
Rs.4960-120-5200- Rs.8000 - 35000 + Rs.4600
175-6600-250-8100-
325-10050

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 4960 9230 4600 13830
2 5080 9450 4600 14050
3 5200 9680 4600 14280
4 5375 10000 4600 14600
5 5550 10330 4600 14930
6 5725 10650 4600 15250
7 5900 10980 4600 15580
8 6075 11300 4600 15900
9 6250 11630 4600 16230
10 6425 11960 4600 16560
11 6600 12280 4600 16880
 12 6850 12750 4600 17350
13 7100 13210 4600 17810
14 7350 13680 4600 18280
15 7600 14140 4600 18740
16 7850 14610 4600 19210
17 8100 15070 4600 19670
18 8425 15680 4600 20280
19 8750 16280 4600 20880
20 9075 16880 4600 21480
21 9400 17490 4600 22090
22 9725 18090 4600 22690
23 10050 18700 4600 23300
SI-I 10375 19300 4600 23900
SI-II 10700 19910 4600 24510
SI-III 11025 20510 4600 25110

Fitment Table-18
Pre-revised Scale - Revised Pay Band (PB -3) + Grade Pay
Rs.4210-90-4480- Rs.8000 - 35000 + Rs.4700
120-5200-175-6600-
250-8100-325-10375

Sl. No. Basic Pay Revised pay Grade Pay Total Pay Total Pay With
in the in the Adhoc Fitment
pre- running pay [See 2.1.8
revised band (iv)]
scale
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)
1 4210 8000 4700 12700 12700
2 4300 8000 4700 12700 12750
2 4390 8170 4700 12870 12870
3 4480 8340 4700 13040 13040
4 4600 8560 4700 13260 13260
5 4720 8780 4700 13480 13480
6 4840 9010 4700 13710 13710
7 4960 9230 4700 13930 13930
8 5080 9450 4700 14150 14150
9 5200 9680 4700 14380 14380
10 5375 10000 4700 14700 14700
11 5550 10330 4700 15030 15030
12 5725 10650 4700 15350 15350
 13 5900 10980 4700 15680 15680
14 6075 11300 4700 16000 16000
15 6250 11630 4700 16330 16330
16 6425 11960 4700 16660 16660
17 6600 12280 4700 16980 16980
18 6850 12750 4700 17450 17450
19 7100 13210 4700 17910 17910
20 7350 13680 4700 18380 18380
21 7600 14140 4700 18840 18840
22 7850 14610 4700 19310 19310
23 8100 15070 4700 19770 19770
24 8425 15680 4700 20380 20380
25 8750 16280 4700 20980 20980
26 9075 16880 4700 21580 21580
27 9400 17490 4700 22190 22190
28 9725 18090 4700 22790 22790
29 10050 18700 4700 23400 23400
30 10375 19300 4700 24000 24000
SI-I 10700 19910 4700 24610 24610
SI-II 11025 20510 4700 25210 25210
SI-III 11350 21120 4700 25820 25820

Fitment Table-19
Pre-revised Scale - Revised Pay Band (PB -3) + Grade Pay
Rs.5375-175-6600- Rs.8000 - 35000 + Rs.4900
250-8100-325-10700

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 5375 10000 4900 14900
2 5550 10330 4900 15230
3 5725 10650 4900 15550
4 5900 10980 4900 15880
5 6075 11300 4900 16200
6 6250 11630 4900 16530
7 6425 11960 4900 16860
 8 6600 12280 4900 17180
9 6850 12750 4900 17650
10 7100 13210 4900 18110
11 7350 13680 4900 18580
12 7600 14140 4900 19040
13 7850 14610 4900 19510
14 8100 15070 4900 19970
15 8425 15680 4900 20580
16 8750 16280 4900 21180
17 9075 16880 4900 21780
18 9400 17490 4900 22390
19 9725 18090 4900 22990
20 10050 18700 4900 23600
21 10375 19300 4900 24200
22 10700 19910 4900 24810
SI-I 11025 20510 4900 25410
SI-II 11425 21260 4900 26160
SI-III 11825 22000 4900 26900

Fitment Table-20
Pre-revised Scale - Revised Pay Band (PB -3)+ Grade Pay
Rs.4300-90-4480- Rs.8000 - 35000 + Rs.5100
120-5200-175-6600-
250-8100-325-
11025

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)
1 4300 8000 5100 13100
2 4390 8170 5100 13270
3 4480 8340 5100 13440
4 4600 8560 5100 13660
5 4720 8780 5100 13880
6 4840 9010 5100 14110
7 4960 9230 5100 14330
8 5080 9450 5100 14550
9 5200 9680 5100 14780
10 5375 10000 5100 15100
 11 5550 10330 5100 15430
12 5725 10650 5100 15750
13 5900 10980 5100 16080
14 6075 11300 5100 16400
15 6250 11630 5100 16730
16 6425 11960 5100 17060
17 6600 12280 5100 17380
18 6850 12750 5100 17850
19 7100 13210 5100 18310
20 7350 13680 5100 18780
21 7600 14140 5100 19240
22 7850 14610 5100 19710
23 8100 15070 5100 20170
24 8425 15680 5100 20780
25 8750 16280 5100 21380
26 9075 16880 5100 21980
27 9400 17490 5100 22590
28 9725 18090 5100 23190
29 10050 18700 5100 23800
30 10375 19300 5100 24400
31 10700 19910 5100 25010
32 11025 20510 5100 25610
SI-I 11425 21260 5100 26360
SI-II 11825 22000 5100 27100
SI-III 12225 22740 5100 27840

Fitment Table-21
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.4390-90-4480- Rs.12000 - 40000 + Rs.5400
120-5200-175-6600-
250-8100-325-
11025-400-11425

Sl. No. Basic Pay Revised pay Grade Pay Total Pay Total Pay With
in the in the Adhoc Fitment
pre- running pay [See 2.1.8
revised band (iv)]
scale
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)
1 4390 12000 5400 17400 17400
2 4480 12000 5400 17400 17450
3 4600 12000 5400 17400 17500
4 4720 12000 5400 17400 17550
 5 4840 12000 5400 17400 17600
6 4960 12000 5400 17400 17650
7 5080 12000 5400 17400 17700
8 5200 12000 5400 17400 17750
9 5375 12000 5400 17400 17800
10 5550 12000 5400 17400 17850
11 5725 12000 5400 17400 17900
12 5900 12000 5400 17400 17950
13 6075 12000 5400 17400 18000
14 6250 12000 5400 17400 18050
15 6425 12000 5400 17400 18100
16 6600 12280 5400 17680 18150
17 6850 12750 5400 18150 18200
18 7100 13210 5400 18610 18610
19 7350 13680 5400 19080 19080
20 7600 14140 5400 19540 19540
21 7850 14610 5400 20010 20010
22 8100 15070 5400 20470 20470
23 8425 15680 5400 21080 21080
24 8750 16280 5400 21680 21680
25 9075 16880 5400 22280 22280
26 9400 17490 5400 22890 22890
27 9725 18090 5400 23490 23490
28 10050 18700 5400 24100 24100
29 10375 19300 5400 24700 24700
30 10700 19910 5400 25310 25310
31 11025 20510 5400 25910 25910
32 11425 21260 5400 26660 26660
33 11825 22000 5400 27400 27400
SI-I 12225 22740 5400 28140 28140
SI-II 12625 23490 5400 28890 28890
SI-III 13025 24230 5400 29630 29630

Fitment Table-22
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.5725-175-6600- Rs.12000 - 40000 + Rs.5900
250-8100-325-
11025-400-11825

Sl. No. Basic Pay Revised pay Grade Pay Total Pay Total Pay With
in the in the Adhoc Fitment
pre- running pay [See 2.1.8
revised band (iv)]
scale
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)
1 5725 12000 5900 17900 17900
2 5900 12000 5900 17900 17990
3 6075 12000 5900 17900 18080
 4 6250 12000 5900 17900 18170
5 6425 12000 5900 17900 18260
6 6600 12280 5900 18180 18350
7 6850 12750 5900 18650 18650
8 7100 13210 5900 19110 19110
9 7350 13680 5900 19580 19580
10 7600 14140 5900 20040 20040
11 7850 14610 5900 20510 20510
12 8100 15070 5900 20970 20970
13 8425 15680 5900 21580 21580
14 8750 16280 5900 22180 22180
15 9075 16880 5900 22780 22780
16 9400 17490 5900 23390 23390
17 9725 18090 5900 23990 23990
18 10050 18700 5900 24600 24600
19 10375 19300 5900 25200 25200
20 10700 19910 5900 25810 25810
21 11025 20510 5900 26410 26410
22 11425 21260 5900 27160 27160
23 11825 22000 5900 27900 27900
SI-I 12225 22740 5900 28640 28640
SI-II 12625 23490 5900 29390 29390
SI-III 13025 24230 5900 30130 30130

Fitment Table-23
Pre-revised Scale - Revised Pay Band (PB -4) + Grade Pay
Rs.6600-250-8100- Rs.12000 - 40000 + Rs.6100
325-11025-400-
12625

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 6600 12280 6100 18380

2 6850 12750 6100 18850
3 7100 13210 6100 19310
4 7350 13680 6100 19780
 5 7600 14140 6100 20240
6 7850 14610 6100 20710
7 8100 15070 6100 21170
8 8425 15680 6100 21780
9 8750 16280 6100 22380
10 9075 16880 6100 22980
11 9400 17490 6100 23590
12 9725 18090 6100 24190
13 10050 18700 6100 24800
14 10375 19300 6100 25400
15 10700 19910 6100 26010
16 11025 20510 6100 26610
17 11425 21260 6100 27360
18 11825 22000 6100 28100
19 12225 22740 6100 28840
20 12625 23490 6100 29590
SI-I 13025 24230 6100 30330
SI-II 13425 24980 6100 31080
SI-III 13825 25720 6100 31820

Fitment Table-24
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.8100-325-11025- Rs.12000 - 40000 + Rs.6300
400-13025
Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 8100 15070 6300 21370

2 8425 15680 6300 21980
3 8750 16280 6300 22580
4 9075 16880 6300 23180
5 9400 17490 6300 23790
6 9725 18090 6300 24390
7 10050 18700 6300 25000
8 10375 19300 6300 25600
9 10700 19910 6300 26210
10 11025 20510 6300 26810
 11 11425 21260 6300 27560
12 11825 22000 6300 28300
13 12225 22740 6300 29040
14 12625 23490 6300 29790
15 13025 24230 6300 30530
SI-I 13425 24980 6300 31280
SI-II 13825 25720 6300 32020

Fitment Table-25
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.8750-325-11025- Rs.12000 - 40000 + Rs.6400
400-13825
Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 8750 16280 6400 22680

2 9075 16880 6400 23280
3 9400 17490 6400 23890
4 9725 18090 6400 24490
5 10050 18700 6400 25100
6 10375 19300 6400 25700
7 10700 19910 6400 26310
8 11025 20510 6400 26910
9 11425 21260 6400 27660
10 11825 22000 6400 28400
11 12225 22740 6400 29140
12 12625 23490 6400 29890
13 13025 24230 6400 30630
14 13425 24980 6400 31380
15 13825 25720 6400 32120
 Fitment Table-26
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.9075-325-11025- Rs.12000 - 40000 + Rs.6600
400-14225

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 9075 16880 6600 23480

2 9400 17490 6600 24090
3 9725 18090 6600 24690
4 10050 18700 6600 25300
5 10375 19300 6600 25900
6 10700 19910 6600 26510
7 11025 20510 6600 27110
8 11425 21260 6600 27860
9 11825 22000 6600 28600
10 12225 22740 6600 29340
11 12625 23490 6600 30090
12 13025 24230 6600 30830
13 13425 24980 6600 31580
14 13825 25720 6600 32320
15 14225 26460 6600 33060

Fitment Table-27
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.9725-325-11025- Rs.12000 - 40000 + Rs.7200
400-14625-475-
15100
Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 9725 18090 7200 25290

2 10050 18700 7200 25900
3 10375 19300 7200 26500
 4 10700 19910 7200 27110
5 11025 20510 7200 27710
6 11425 21260 7200 28460
7 11825 22000 7200 29200
8 12225 22740 7200 29940
9 12625 23490 7200 30690
10 13025 24230 7200 31430
11 13425 24980 7200 32180
12 13825 25720 7200 32920
13 14225 26460 7200 33660
14 14625 27210 7200 34410
15 15100 28090 7200 35290

Fitment Table-28

Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay

Rs.10050-325- Rs.12000 - 40000 + Rs.7400
11025-400-14625-
475-15575

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 10050 18700 7400 26100

2 10375 19300 7400 26700
3 10700 19910 7400 27310
4 11025 20510 7400 27910
5 11425 21260 7400 28660
6 11825 22000 7400 29400
7 12225 22740 7400 30140
8 12625 23490 7400 30890
9 13025 24230 7400 31630
10 13425 24980 7400 32380
11 13825 25720 7400 33120
12 14225 26460 7400 33860
13 14625 27210 7400 34610
14 15100 28090 7400 35490
15 15575 28970 7400 36370
 Fitment Table-29
Pre-revised Scale - Revised Pay Band (PB -4)+ Grade Pay
Rs.10375-325- Rs.12000 - 40000 + Rs.7600
11025-400-14625-
475-16050

Sl. No. Basic Pay Revised pay Grade Pay Total Pay
in the in the
pre- running pay
revised band
scale
(Rs.) (Rs.) (Rs.) (Rs.)

1 10375 19300 7600 26900

2 10700 19910 7600 27510
3 11025 20510 7600 28110
4 11425 21260 7600 28860
5 11825 22000 7600 29600
6 12225 22740 7600 30340
7 12625 23490 7600 31090
8 13025 24230 7600 31830
9 13425 24980 7600 32580
10 13825 25720 7600 33320
11 14225 26460 7600 34060
12 14625 27210 7600 34810
13 15100 28090 7600 35690
14 15575 28970 7600 36570
15 16050 29860 7600 37460

Fitment Table-30
Pre-revised Scale - Revised Pay Band (PB -5) + Grade Pay
Rs.11025-400- Rs.26000 - 45000 + Rs.8700
14625-475-17000

Sl. No. Basic Pay Revised pay Grade Pay Total Pay Total Pay With
in the in the Adhoc Fitment
pre- running pay [See 2.1.8
revised band (iv)]
scale
(Rs.) (Rs.) (Rs.) (Rs.) (Rs)

1 11025 26000 8700 34700 34700

2 11425 26000 8700 34700 34900
3 11825 26000 8700 34700 35100
4 12225 26000 8700 34700 35300
5 12625 26000 8700 34700 35500
6 13025 26000 8700 34700 35700
7 13425 26000 8700 34700 35900
8 13825 26000 8700 34700 36100
9 14225 26460 8700 35160 36300
10 14625 27210 8700 35910 36500
11 15100 28090 8700 36790 36790
12 15575 28970 8700 37670 37670
13 16050 29860 8700 38560 38560
14 16525 30740 8700 39440 39440
15 17000 31620 8700 40320 40320

Fixed Pay 55000

 Annex 2.2.1

Illustrative Evaluation Form under IBOP

Annual Review Form for Employees
Department :
Address :
Name of employee :
Designation :
Date of joining current Post :
Current pay :
Employment History :
Age/DOB :
Educational attainments :
Any other attainments :
Permanent Address :
Any other Information :
IBOP Evaluation Form for Grade IV Employees in Pay Band 1
Please rate the employee on a 1 to 10 scale on the following
criteria
10 - Best Grade 1 - Lowest Grade
Sl. Attribute Grade Weightage Score
No. 1 – 10
1 Punctuality 10%
2 Regularity 10%
3 Reliability 10%
4 Motivational level & 20%
Conformance
5 Multifunctional 5%
ability
6 Communication and 5%
comprehension skill
7 Capacity to work 5%
hard
8 Knowledge 5%
9 Integrity 20%
10 Any other quality 10%
TOTAL 100%

-------------------------------
Employee’s signature/date
----------------------------------
Assessing Officer’s signature/date
------------------------------------
Reviewing Officer’s signature/date
------------------------------
Accepting Officer’s signature/date
IBOP Evaluation Form for Administrative Assistants in Pay Band 2
Please rate the employee on a 1 to 10 scale on the following
criteria
10 - Best Grade 1 - Lowest Grade
Sl. Attribute Grade Weightage Score
No. 1 – 10
1 Punctuality/Regularity 10%
2 Dependability/Reliability 10%
3 Integrity 20%
4 Motivation level 10%
5 Capacity to work hard 10%
6 Communication skill 5%
7 Interpersonal skill 5%
8 Multifunctional skill 10%
9 Knowledge of job and 10%
procedure
10 Other factors 10%
TOTAL 100%

-------------------------------
Employee’s signature/date
----------------------------------
Assessing Officer’s signature/date
------------------------------------
Reviewing Officer’s signature/date
------------------------------
Accepting Officer’s signature/date
IBOP Evaluation Form for Police Constables in Pay Band 2
Please rate the employee on a 1 to 10 scale on the following
criteria
10 - Best Grade 1 - Lowest Grade
Sl. Attribute Grade Weightage Score
No. 1 – 10
1 Dependability 10%
2 Service orientation 10%
3 Integrity 20%
4 Motivation/pride in work 10%
5 Physical fitness 10%
6 Interpersonal 10%
relationship
7 Multiskilling abilities 10%
8 Knowledge of job skill 10%
acquired in training
9 Other factors 10%
TOTAL 100%

-------------------------------
Employee’s signature/date
----------------------------------
Assessing Officer’s signature/date
------------------------------------
Reviewing Officer’s signature/date
------------------------------
Accepting Officer’s signature/date
 Annex 3.1
Categories for Fixed TA
1. Forest Department Forest Guard – up to Dy. Ranger
2. Social Welfare CDPOs, Supervisors, Field Investigators
Department
3. Excise Department Constable to Inspector
4. Labour Department Labour Officer, Labour inspector, Medical Inspector
5. Food & Civil Supplies Inspector , Sub Inspector F&CS
Department
6. Education Adult Education supervisors
Department
7. Health and Family Leprosy Injector, Leprosy Social Worker, Sanitary
Welfare Department Inspector, ANM/ GNM in Sub Centres, LHV etc. and all
such categories in Health department where job
requires extensive touring for inspections, visits etc.
Food Inspectors
8. Fisheries Assistant fishery officer, fishery demonstrator.
Department
9. Veterinary Supervisory VFA, Livestock inspector, poultry inspector.
Department
10. Planning & Statistical Inspector etc.
Development
Department
11. Public Works Sectional Assistants, Sub Engineer I and II, Junior
Department Engineers etc.

12. Revenue Department Mandal/ Kanango, Jarikarak, Head Jarikarak.

13. Judicial Department Jarikarak, Head Jarikarak.
14. Panchayat & Rural BDOs, Junior Engineers, Extension Officers.
Development
Department
15. Sericulture Department Farm Manager, Inspector and Extension Officer.
16. Cooperation Auditors and Inspectors
Department
17. Sports & Youth Welfare All NCC Modellers
Department
 Annex 4.1
Revised Table of Commutation Value
Commutation value for a pension of Rs.1 per annum
Age Commutation Age Commutation Age Commutation
next value next value next value
birthday expressed as birthday expressed as birthday expressed as
number of number of number of
year’s year’s year’s
purchase purchase purchase
20 9.188 41 9.075 62 8.093
21 9.187 42 9.059 63 7.982
22 9.186 43 9.040 64 7.862
23 9.185 44 9.019 65 7.731
24 9.184 45 8.996 66 7.591
25 9.183 46 8.971 67 7.431
26 9.182 47 8.943 68 7.262
27 9.180 48 8.913 69 7.083
28 9.178 49 8.881 70 6.897
29 9.176 50 8.846 71 6.703
30 9.173 51 8.808 72 6.502
31 9.169 52 8.768 73 6.296
32 9.164 53 8.724 74 6.085
33 9.159 54 8.678 75 7.872
34 9.152 55 8.627 76 5.657
35 9.145 56 8.572 77 5.443
36 9.136 57 8.512 78 5.229
37 9.126 58 8.446 79 5.018
38 9.116 59 8.371 80 4.812
39 9.103 60 8.287 81 4.611
40 9.090 61 8.194
 Annex 7.1
Classification of Directorates
Level – I Heads of Department
1. Directorate of Accounts and Treasuries.
2. Directorate of Agriculture.
3. Directorate of Adult Education
4. Directorate of Animal Husbandry and Veterinary.
5. Directorate of Archaeology.
6. Assam Minorities Development Board
7. Assam Administrative Staff College.
8. Assam Electricity Regulatory Commission
9. Directorate of Audit (Local Fund).
10. Inspectorate of Boilers
11. Directorate of Border Areas.
12. Director General of Civil Defence & Commandant General of Home
Guards
13. Registrar of Co-Operative Societies.
14. Directorate of Cultural Affairs.
15. Directorate of Dairy Development
16. Directorate of Economics and Statistics.
17. Inspectorate of Electricity.
18. Directorate of Elementary Education.
19. Directorate of Employment & Craftsman Training.
20. Commissioner of Excise
21. Inspectorate of Factories.
22. Directorate of Financial Inspection.
23. Directorate of Fisheries.
24. Directorate of Food & Civil Supplies.
25. Principal Chief Conservator of Forest.
26. Directorate of Geology and Mining.
27. Directorate of Handloom and Textile.
28. Directorate of Health Services.
29. Directorate of Higher Education.
30. Development Commissioner for Hill Areas
31. Directorate of Historical & Antiquarian Studies.
32. Directorate of Industries and Commerce
33. Directorate of Information and Public Relation.
34. Chief Engineer, Irrigation Department.
35. Labour Commissioner.
36. Directorate of Land Requisition, Acquisition & Reforms.
37. Directorate of Land Records and Survey.
38. Controller of Legal Metrology
39. Directorate of Library Services.
40. Directorate of Medical Education.
41. Directorate of Municipal Administration
42. Directorate of Museum.
43. Directorate of Panchayat & Rural Development
44. Directorate of Pension
45. Inspector General of Prisons
46. Director General of Police
47. Chief Engineer, Public Health Engineering.
48. Chief Engineer, PWD (Building).
49. Chief Engineer, PWD (Roads)
50. Directorate of Science, Technology & Environment
51. Directorate of Scheduled Caste.
52. Directorate of SCERT
53. Directorate of Secondary Education.
54. Directorate of Sericulture.
55. Directorate of Small Savings.
56. Directorate of Sports & Youth Welfare.
57. Directorate of Social Welfare & Probation.
58. Directorate of Soil Conservation.
59. Directorate of State Archives Organisation.
60. Directorate of Subordinate Accounts Service
61. Commissioner of Taxes
62. Directorate of Tea Garden & Ex-Tea Garden Tribes..
63. Directorate of Technical Education.
64. Directorate of Town & Country Planning
65. Commissioner of Transport.
66. Tribal Research Institute
67. Directorate of Tourism.
68. Directorate of Town & Country Planning.
69. Chief Engineer, Water Resources Department
70. Directorate of Welfare of Plains Tribes and Backward Classes

Level – II Heads of Department.

1. Directorate of Inland Water Transport.
2. Directorate of Printing and Stationery.
3. Editor-in-Chief, District Gazetteers.
4. Trade Adviser & Director of Movements, Calcutta.
5. Directorate of State Lottery
6. Directorate of Sainik Welfare
7. Directorate of Official Language Implementation
8. State Level National Integration Council
 Annex 8.1
New Application form For Applying for Government Posts
STANDARD APPLICATION FORM
Post applied for
……………………………………………………………………………………………
…
INSTRUCTIONS
While filling up the Application Form, applicants are requested to
note the following:

This application is a key part of the selection process. Paste your

passport size
Fill each and every part of the Form carefully and (5 x 7 cm)
completely. In case any clause in the form is not applicable photograph and
in your case, please write “Not Applicable” in the space affix your
provided. Incomplete applications will be rejected. signature on the
photograph

Please enclose self attested copies of mark-sheets of
all Board/University examinations, Permanent Residence
Certificate, Employment Exchange Registration Card etc.

The LAST DATE of submission should be strictly adhered to.

FILL IN CAPITAL LETTERS ONLY

01. Name of Candidate (as recorded in Matriculation or Equivalent

Certificate)

02. Date of Birth (as recorded in Matriculation or Equivalent Certificate)

DATE MONTH YEAR

02. (A) Place of Birth

02. (B) Nationality

03. Sex: Male Female

04. Father’s Name:

05. Father’s Occupation, Designation and Address

06. Mother’s Name:

07. Mother’s Occupation, Designation and Address

08. Husband’s Name: (if applicable)

09. Husband’s Occupation, Designation and Address

10. Place of Birth

a) Village/Town

b) Police Station

c) District

d) State

11. (A) State your Religion

11. (B) Are you a member of Schedule Caste/Schedule Tribes (Answer
‘Yes’ or ‘No’). If yes, give particulars supported by a Certificate copy
which should be enclosed.

12. Educational Qualifications (HSLC/SSC Onwards):

Exam or name School/College Board/ Year of Class Major % of
of the with Address Council/ passing / Div. Subjects marks
equivalent University
exam
Matriculation

Higher
Secondary
(Science)
Degree

13. Any Other Qualification (NCC, NSS etc):

14. Experience: (Please give details thereof)
Name of the Designation Period Scale of Pay
Organisation
To From

15. Language known:

a) Spoken

b) Written

16. Mother Tongue:

17. Employment Exchange Registration No: (Provide photocopy of

Registration Card)

18. Address for correspondence:

P I N C O D E
19. Permanent Address of Applicant:

P I N C O D E

20. E-mail id if any:

21. Telephone number (s) if any:

 22. Mobile number (s) if any:

23. Distinction/Award/Special Achievements/Extra Curricular

Activities/Experience:
(Attach a separate sheet if required)

DECLARATION

1. I declare that I fulfil all the conditions of eligibility regarding age

limits, educational qualification etc. prescribed for the recruitment.
2. I have enclosed self attested photocopies of certificates in support
of my claim for Educational Qualifications, Age, Category
(SC/ST/OBC/General) and Age relaxation etc.
3. I hereby further declare that all statements made in this application
are true, complete and correct to the best of my knowledge and belief.
4. I understand that in the event of any information being found
suppressed/false or incorrect or ineligibility being detected before or after
the recruitment, my candidature/appointment is liable to be cancelled
forthwith.

Place: ___________________

Date: ____________________ Signature of the

candidate
 Annex 8.2
Best Practices in E-Governance in Other States
STATE LEVEL BEST PRACTICES – SAMPLE EXAMPLES

Andhra - E-Seva centres have been established in over 200 villages

Pradesh and towns delivering services to citizens based on a low-cost
networking model. Of the 46 bigger e-Seva Centres at
mandal
headquarters, 16 are headed by MACTS (Mutually Aided
Cooperative Societies) which are led by women and have at
least 2,000 women members (http://unpan1.un.org/
intradoc/ groups/public/documents/UNPAN 023551[1].pdf).
- Bhu Bharati, an integrated land information system, has
been piloted in Nizamabad district and details can be seen at
http://www.nisg.org/preview project.php;
- e-village Chiluvuru in Guntur District with Wi-fi
connectivity, e-village web site and databases MPHS (Multi
Purpose House-hold Survey), Land Record Management
System and Pattadar Pass Books, Ration Cards Management
System, Cooperative Bank Loans Management System,
System for School Children attendance and mid day meals on
net, health records, crop marketing and counseling for
farmers, e-commerce including insurance and transfers etc.
- Andhra Performance Tracking System for improving
delivery of services and infrastructure.
- For further case studies see UNPAN virtual library; Andhra
Pradesh: Pioneering E-governance State, Improving Citizen –
Government Interface through e-Governance: A Study of
India http:// unpan1.un.org/ intradoc/ groups/ public/
documents/ UNPAN 021281[1].pdf etc.
Assam - ASHA Web portal for agriculture business in partnership
with
farmers and producers organizations, financial institutions
and
community information centres (CICs), localized content with
value added services like insurance, credit, trading etc.
- Project SANWAD offering citizen oriented services like
certificate (income, caste, domicile, land records etc.) and
online grievance redressal system. PPP Business Model for
 kiosks.
Delhi - Has planned a roll out of 8000 ‘Government to citizen
kiosks” in 2008 through a project called Jeevan. While 23
departments and 104 services have been identified to be
brought under the ``Jeevan" project, 45 priority services
would be made available initially through computerised
citizen service centres or portals with 264 online payment
gateway on a BOT basis. Services will include payment of
utility bills, getting licenses or certificates, issue of forms etc
on a single online platform.
Gujarat - The One-Day Governance model provides eight citizen
services across the counter in one hour. These eight services
are income certificate, domicile certificate, addition/ deletion/
modification of name in ration card etc based on business
process re-engineering and set procedures.125 out of 143
municipal centres and all 225 talukas have these One Day
Governance Centres or Jan Seva Kendras.
- Computerised Inter-state Check-posts in Gujarat
http://unpan 1.un.org/ intradoc/ groups/ public/ documents/
Other/UNPAN 022731.pdf).
- The Chiranjiv Yojana for controlling maternal mortality.
- Nirmal Gujarat Project for cleanliness.
- Municipal Reforms in Surat where decentralization freed the
Municipal commissioner to focus on policy issues and
empowered zonal commissioners to deal with a fast-changing
situation.
- Swantah Sukhay – Every District/taluka level officer
selects a project, with quantifiable targets and specific
deadlines with freedom and flexibility to implement one
project in a campaign mode for services to general public.
Projects include 24X7 days medical facilities in rural areas,
model fair price shops, telemarketing of rural produce
incorporating ICT, biometric attendance, citizen centres etc.
- Power Sector Reforms for reliable rural power supply.
- Vat Information System - Excellence in Government
Process Reengineering Category Award 2007-08 (silver).
Karnataka - Has opened 800 Citizen Service Centres offering an
integrated range of services like certificates, pensions, social
security payments and special packages like Bhoomi and
Kaveri e-registration at ‘one stop shops’.
- Bhoomi allows computerized easy access and facilities for
‘mutations and updation of 20 million land records belonging
 to 6.7 million farmers in an efficient and transparent way
based on a self sustaining business models."
- The State is now developing procurement reforms linked
with e- GP state wide end to end programme from indent to
payment with e-tendering, electronic submission of bids,
contract management and e-payment integrated with the
treasury system in a phased manner.
- VAT Processing System obtained the Exemplary Horizontal
Transfer of ICT based Best Practice category 2007-08
(bronze)
- Other successful initiatives are khajane (online treasury
project), Gram Swaraj Project to improve service delivery
and management of public resources at the Panchayat level
etc.
Haryana - Best Practices on ‘Integrated Workflow System for
Paperless
Admission’ with online off campus counseling for all technical
courses including post graduate, undergraduate and diploma
education has obtained Central award for Exemplary
Horizontal Transfer of ICT based Best Practice category 07-
08;
- Mustard Procurement management System has obtained an
award in the Special Sectoral Award Category, 2007-2008.
- Janani Suvidha Yojana for maternal health care.
Karala - Successfully piloted Rural ICT access points Akshaya with
e-payment facilities. The SWIFT pilot programme provides
one
point solution for 25 types of certificates.
- PEARL for administration of registration laws and
documents, Agriculture management Information System,
etc.
- Asraya a community based initiative to remove destitution.
Madhya - Gyandoot Community-Owned Rural Internet Kiosks in
Pradesh Dhar
where the entire expenditure for the Gyandoot network has
been borne by Panchayats and the community with no
expenditure burden for the state or national
government.(http://unpan1.un.org/intradoc/groups/public/d
oc
uments/ Other/UNPAN022122.pdf)
 - Decentralizing Teacher Management in MP lowered teacher
Absenteeism and reinforced accountability. Use of para-
teachers made it possible to extend a decentralized model of
teacher management in MP that boosted school enrollment in
a fiscally constrained setting.
- Rogi Kalyan Samitis with autonomy to charge user fees
and deploy them for purchase of equipment and
maintenance’ are other important experiments.
- City Bus Service, Indore.
Maharastr - Has introduced special legislation, the Maharashtra
a Government Servants Regulation of Transfers and Prevention
of Delay in Discharge of Official Duties Act, 2006 for
improved public service delivery with time limit of seven days
for pendency with any government servant and overall time
limit of forty-five days for clearance of the file. Appropriate
disciplinary action has been laid against defaulters. The Act
also prescribes delegation with up to a maximum of three
levels of submission before final decision.
- It has also impressive best practices including Koshvahini
or e-treasury package, e-registration etc.
- Warana "Wired Village" project http:// unpan1.un.org/
intradoc /groups/ public/ documents/ Other/ UNPAN
022417[1].pdf, etc.
Rajasthan - Has set up over 500 e- mitra service centres on PPP basis
in 31 out of 32 districts with services including certificates,
payment of bills, transport ticketing, ration card etc with
business process reengineering
in linked departments.
- SARATHI (Stamp and Registration Automation with
Technology and Information) e-registration in an hour.
Tamilnadu - E- Registration Star and Reginet on a self sustaining
basis,
- SARI Project Madurai District pilot phase services include
farming advice by the Madurai Agricultural College &
Research
Centre; applications for government loans; e-mail, chatting
and voicemail; eye care and treatment; income, caste, birth
and death certificates; old age pension; computer education
etc.
- Universal Public Distribution System using ICT for online
PDS System with smart cards and biometrics.
Tripura - E Suvidha Kendras or service facilitation centres in all
SDM offices providing 22 citizen services with tracking.
Uttar - The Lokavani pilot of Sitapur District incorporated
Pradesh franchisee e-kiosks which offer services related to
grievances, land records, employment services, tender
services, court information system etc 15 services on a self-
sustaining basis. The programme allows for registration and
tracking of applications. Has been rolled out in 21 districts
with over 398 kiosks, pilots in land records, e-registration etc
underway. Over 16000 Common Service Centres are
proposed.
West - Gram Panchayat Accounts and Management in 400
Bengal Panchayats with total coverage by 2009; GIS based
information system at GP level. Pilots for Citizen Service
Centres ongoing. Tele-medicine projects linking Referral and
District Nodal Centres or Hospitals providing teleconsultation
with referral centres. 6697 Citizen Service Centres for
delivery of various services planned.
 Report of the Committee
constituted to examine the report of
Assam Pay Commission, 2008

30th November 2009

 Report of the Committee constituted to examine the
report of Assam Pay Commission, 2008.

Introduction

1.1 The Government of Assam constituted a Committee vide Notification No.

FPC.82/2009/1 dated 26th October, 2009 under the Chairmanship of Shri H.S.
Das, IAS, Principal Secretary, Finance Department and comprising of Shri S.C.
Das, IAS, Principal Secretary, Home Department as Member and Shri R.C. Joshi,
IAS, Secretary, Finance Department as Member Secretary. The Committee was
asked to examine the report of the Assam Pay Commission, 2008 and to
concretise the action points and to submit them to the Government by 30th
November, 2009.The copy of notification is given at Annex 1.

1.2 The Assam Pay Commission, 2008 has submitted its report in nearly sixteen
months time and its recommendations covered a large number of issues relating
not only to new pay structure, allowances and pension related matters but also
issues relating to leave matters, reorganisation of services and specific issues
relating to different departments. The Committee examined these
recommendations in detail. The Committee also examined the revised pay
structure as decided by the Government of India on the basis of the
recommendations of 6th Central Pay Commission in 2008. The expectations of
the State Government employees for an early revision of pay in the state as well
as the financial resources of the State Government were also taken into account.
The Committee held total 12 sittings during the period. The mandate given to
the Committee did not provide for inviting representations/ memoranda from
employee associations. However, various associations have suo moto submitted
21 memoranda to the Committee. The Committee did not take them into
cognizance in view of the mandate of the Committee. Further, the Committee
did not give any hearing to those associations.

Recommendations related to Pay Structure (Chapter 2.1)

1.3 The Committee examined in depth the recommendations of the Assam Pay
Commission, 2008 regarding new pay structure in the light of revised pay
structure as adopted by the Government of India. It is seen that the Commission
has recommended a new system of running Pay Bands and Grade Pay. The basic
pay drawn as on 1/1/2006 on the existing pay scales is multiplied by a factor of
1.86 to derive pay in the running pay band in same way as in Government of
India. The Grade Pay for each Pay Band is kept within the same limits as that in
Government of India. A comparative statement regarding new pay structure is
given below:
 Table 1
(In Rupees)

Category As given by Government of As recommended by Assam Pay

India Commission 2008
Pay Band Grade Pay Pay Band Grade Pay
Class IV 4440 - 7440 1300 to 1600 4560 – 15000 1300 to 1600
Class III 5200 - 20200 1800 to 2800 5200 – 20200 1800 to 2800
Class II 9300 - 34800 4200 to 5400 8000 – 35000 4200 to 5100
Class I 15600-39100 5400 to 7600 12000–40000 5400 to 7600
Class I 37400- 67000 8700to 12000 26000 – 45000 8700
Class I 67000-79000 Nil - -
Fixed Pay 80000 Nil 55000 Nil

1.4 It is seen from the table that the recommendations of the Commission
regarding pay structure of the Class IV employees is better than that of
Government of India whereas it is exactly same in case of Class III employees.

1.5 The Committee examined the recommendation of the Assam Pay

Commission, 2008 regarding quantum of Grade Pay vis a vis Grade Pay given to
the posts in Government of India on the basis of 6th Central Pay Commissions’
recommendation of 40% fitment benefit in the form of Grade Pay. It may be
mentioned here that maxima of existing pay scales of the Class IV and Class III
employees of the State Government are higher than that of Group ‘D’ and Group
‘C’ employees of the Government of India (Prerevised scales). Hence, application
of 40% fitment benefit shall result in higher Grade Pay for Class IV and Class III
employees than that of Group ‘D’ and Group ‘C’ employees of the Government of
India. It is important to note that Grade Pay determines the relative status of a
post. The Committee finds no justification in giving higher status arising out of
higher grade pay to the Class IV and Class III employees of the State
Government than that of Group ‘D’ and Group ‘C’ employees of the Government
of India.

1.6 Secondly, in case of officers at the senior levels, it is important to give Grade
Pay at par with corresponding posts in Government of India as they have to
interact almost on daily basis with officers of various departments, paramilitary
forces etc. For example, an APS Junior officer posted as DySP/ SDPO needs to
interact with officers of equivalent ranks in Army/ CRPF. As the Grade Pay
determines the relative status, it is important to give them similar Grade Pay as
given to corresponding posts in CRPF etc. to ensure morale among our officers.
Application of 40% formula across the board shall result in lower Grade Pay for
the higher officials than that of officers in Central Government. Moreover, in the
era of globalisation and liberalisation, it is important to attract best talent for the
higher echelons of administration which necessitates removal of earlier
distortions. All these factors need to be taken into consideration for the
determination of Grade Pay. Thus, the Committee is of the view that mechanical
application of 40% formula to derive Grade Pay shall not serve the purpose.
Suitable modifications are required therein for functional efficiency. The
Committee also notes that minimum to maximum salary ratio as decided
by the Assam Pay Commission, 2008 is 1:9.38 compared to 1:12 as
decided by the Government of India. Hence, the Committee observes that
higher posts have not been given any undue pay hike. After considering all the
relevant factors, the Committee agrees with the recommendations of the Assam
Pay Commission, 2008 regarding basic pay structure comprising of running Pay
Bands and Grade Pay.

Classification of Services (Para 2.1.12)

1.7 The Committee is of the view that it is necessary to classify services for
administrative convenience and functional requirement. The Committee suggests
that in the new pay structure, various services should be classified in ‘Group A’,
‘Group B’, ‘Group C’ and ‘Group D’ as prevalent in Government of India. The
new classification may be done on the basis of Grade Pay as Grade Pay indicates
the relative position of a particular post in the hierarchy. The new classification
of services may be as follows:

Table 2

Group A Grade Pay of Rs 5400 and above

Group B Grade Pay from Rs 4200 to Rs 5100
Group C Grade Pay from Rs 1800 to Rs 2800
Group D Grade Pay up to Rs 1600

1.8 The Committee also suggests continuation of the system of gradation of

posts for the purposes of TA/DA and other allowances. The new gradation may
be as follows:
Table 3

Senior Grade Grade Pay of Rs 7400 and above

Grade I Grade Pay from Rs 5400 to Rs 7200
Grade II Grade Pay from Rs 4200 to Rs 5100
Grade III Grade Pay from Rs 1800 to Rs 2800
Grade IV Grade Pay up to Rs 1600

Gazetted Status (Para 2.1.15)

1.9 The Committee agrees with the recommendation of the Commission.

Increment Based On Performance (IBOP) (Chapter 2.2)

1.10 In Para 2.2.20 of the report, the Commission has given deep consideration
to the practical difficulties in implementation of IBOP because of various reasons
like large number of employees under the control of some Assessing Officers,
increased workload in the months of February and March on account of Financial
year ending, increased paper work, difficulties in open, face to face assessment
due to hierarchical structure in the Government etc. It is also apprehended that
it may be difficult or it may involve delay in getting the 2% variable increment
under IBOP in case of many employees, particularly those in the lower rungs of
hierarchy. The Committee is of the view that although financial outgo will be less
in IBOP, there are teething administrative problems in it’s implementation.
Nevertheless, the Committee appreciates the fact that some part of
remuneration should be variable on the basis of performance.

1.11 The Committee observes that by giving increment at the rate of 1% as

suggested by the Commission, employees in some of the pay scales will get
lesser amount of increment in the new pay scheme than what they are getting in
the existing pay scales. The Committee also observes that by giving increment
at the rate of 2%, the aforesaid anomaly does not occur. After considering all
the relevant factors, the Committee suggests that Government may set up an
expert committee to devise a detailed mechanism to implement IBOP in a way
which is suitable to the Government system. Till such mechanism is put in place,
increment at the rate of 2% may be given to the employees. Once the system of
IBOP is put in place, increment by additional 1% may be given based on
performance.

Allowances and Special Pay (Chapter 3)

Dearness Allowance (Para 3.4)

1.12 The Committee agrees with the recommendation of the Commission to

continue with the existing system of grant of Dearness Allowance on par with
that of Government of India.

House Rent Allowance (Para 3.10)

1.13 The Committee agrees with the recommendation of the Commission with
one modification. The Committee suggests that maximum ceiling of Rs 4000 as
given in Point 2 of Para 3.10 may be enhanced to Rs 4800 which would be a
proportionate amount in comparison with prescribed ceiling of Rs. 6000 and Rs.
4000 in Point 1 and 3 respectively. Accordingly, the Committee suggests that
HRA may be given at the following rates:

Table 4

Category Rate of HRA

Employees serving in Guwahati/ 15% of basic pay with minimum of
Dispur and residing in rented houses Rs.1250/- and maximum of Rs. 6000/-
per month.
Employees serving in other places in 12% of basic pay with minimum of
Assam and residing in rented houses Rs.1000/- and maximum of Rs. 4800/-
per month.
Employees living in own houses 10% of basic pay with maximum of Rs.
anywhere in Assam 4000/- per month.
Employees serving in places outside At the rate admissible to Central
North East Region Government employees or State
Government employees, whichever is
beneficial to them.

City Compensatory Allowance (Para 3.15)

1.14 The Committee agrees with the recommendation of the Commission to
abolish CCA in line with Government of India.

Hill/ Remote Area Allowance (Para 3.19)

1.15 The Committee agrees with the recommendation of the Commission.

Daily Allowance (Para 3.24)

1.16 The Committee agrees with the recommendations of the Commission with
few modifications. The Committee suggests the rates of Daily Allowance as
follows:

Table 5
(In Rs.)

Grade Normal For visit to For visit Hotel rates

DA Guwahati/NER outside NER outside NER
Senior Grade 240 360 480 1500
Grade I 210 315 420 1250
Grade II 180 270 360 1000
Grade III 150 225 300 750
Grade IV 120 180 240 500

Finance department may issue appropriate Office Memorandum for revision of

rates of Daily Allowance and ceilings of Hotel tariffs etc.

Hazard Allowance (Para 3.29)

1.17 The Committee agrees with the recommendation of the Commission with
one modification. The Committee suggests that the Government may entrust
Personnel department with the responsibility of identifying categories of
employees who are likely to be exposed to hazards and formulating a
comprehensive risk insurance scheme for them. Till the time such scheme is put
in place, as an interim measure, hazard allowance may continue to be paid at
the present rate.

Fixed TA (Para 3.33)

1.18 The Committee agrees with the recommendation of the Commission with
one modification. The Committee suggests that existing categories of employees
who are presently eligible for Fixed TA may continue to get fixed TA at enhanced
rates as recommended by the Commission but detailed examination is necessary
regarding additional categories recommended for Fixed TA. The Committee
suggests that the Government may entrust Finance department with
responsibility of examining the propriety of extending the benefit of Fixed TA to
additional categories on merit of each case and based on detailed justification as
submitted by the concerned department.
Conveyance Allowance (Para 3.36)

1.19 The Committee agrees with the recommendation of the Commission.

Journey on Tour

Journey by Air (Para 3.39)

1.20 The Committee agrees with the recommendation of the Commission with
few modifications. The Committee suggests that all officers in receipt of Grade
Pay of Rs. 5400 and above and drawing minimum basic pay of Rs. 24000 may
be entitled for journey by air. This is necessary in order to ensure that no
categories of employees who are presently entitled to journey by air are
deprived of this facility and also to provide this facility to senior employees in
various posts. The Committee is of the view that no separate provision is
required for journey between Guwahati and Silchar and the aforesaid criterion
may be applied for the same. The Committee also suggests that relevant
provisions of Office Memoranda as issued by the Government earlier should also
be incorporated while framing the rules.

Journey by Train/ Road (Para 3.41)

1.21 The Committee agrees with the recommendation of the Commission. The
Committee also suggests that officers in the Senior Grade be allowed to hire a
vehicle for official journeys by road within or outside the state. The entitlement
for journey by train as per Grade of officers may be as follows:

Table 6

Grade Train Entitlement

Senior Grade 1st Class/ Executive Class
Grade I AC 2 Tier
Grade II AC 3 Tier
Grade III Sleeper Class
Grade IV Sleeper Class

Some trains like Rajdhani, Shatabdi etc. do not have Non-AC sleeper classes.
Finance Department may issue appropriate Office Memorandum accordingly.

Journey on Transfer (Para 3.43)

1.22 The Committee agrees with the recommendation of the Commission. The
Committee also suggests that Travelling Allowance for journey on transfer be
given at the same rate as applicable for normal TA. TA for journey as per
entitlement should be admissible for all members of the family subject to the
maximum of actual fares paid. Definition of family should cover spouse,
dependent children and dependent parents.

Department wise Allowances

Floating Allowance (Inland Water Transport Department) (Para 3.46)

1.23 The Committee suggests that present system of granting Floating
Allowance to the employees of IWT department may continue. Floating
Allowance may be given at the rate of 5% of basic pay with a ceiling of Rs.300.
If Floating Allowance is continued to be given, there is no need of introduction of
River Journey Allowance.

Kit and Dhobi Allowance (Health and Family Welfare Department) (Para
3.48)

1.24 The Committee agrees with the recommendation of the Commission.

Home Department (Para 3.51)

1.25 The Committee agrees with the recommendations of the Commission with
few modifications. The Committee suggests that present system of granting
Compensatory Allowance to the police personnel up to the rank of Inspector and
Special Compensatory Allowance to various posts in Fire Service Department
may continue. Compensatory Allowance may be given at the rate of 5% of basic
pay with a ceiling of Rs.750. The existing rates of Special Compensatory
Allowance may be doubled. Commando Allowance may be given at the rate of
15% of basic pay with a ceiling of Rs. 2500.

Jail, Home Guards and Civil Defence, Forest and Excise Department
(Para 3.52)

1.26 The Committee agrees with the recommendation of the Commission.

Training Allowance (Para 3.54)

1.27 The Committee suggests that Training Allowance may be given at the rate
of 15% of basic pay with a ceiling of Rs.3000 to all the Instructional and
Directorial staff of all the premiere state level training institutes of all the
departments such as Police Training College, Basic Training College (BTC),
Recruiter’s Training School (RTS), Central Training Institute (under DGCD&HG)
under Home department, Survey and Settlement School under Revenue
Department etc.

Technical Status/ Allowance (Para 3.56)

1.28 The Committee agrees with the recommendation of the Commission.

Rural Service Incentive for doctors (Para 3.58)

1.29 It is observed that the doctors are already getting Rural Area Incentive
under NRHM. Therefore, the Committee is of the view that till the continuation of
incentive under NRHM, separate provision for Rural Area Incentive is not
necessary. Recommendation of the Commission regarding this incentive may be
considered in due course once the incentive under NRHM is discontinued.
 Disability and Child Care Allowance (Para 3.59)

1.30 The Committee agrees with the recommendations of the Commission.

Constant Attendant Allowance (Para 3.62)

1.31 The Committee agrees with the recommendations of the Commission. The
Committee suggests that detail guidelines regarding this allowance as
operational in Government of India be referred to while framing the rules.

Special Pay (Para 3.65)

1.32 The Committee agrees with the recommendation of the Commission.

Benefits to Women employees (Para 3.1.5)

1.33 The Committee agrees with the recommendations of the Commission with
the following modifications:

1. For smooth functioning of the administration, the existing provision of

Maternity Leave of 135 days may remain unchanged. Maternity leave may
be combined with leave of any other kind as due up to 45 days in addition
to 135 days.
2. Government may entrust GAD with the responsibility of examining the
recommendation regarding working women’s hostel and 15% reservation
in Government quarters in light of functional requirement of different
departments and other relevant aspects.
3. Government may entrust Personnel Department with the responsibility of
implementation of Visakha Guidelines as recommended by the
Commission.

Benefits to the disabled employees (Para 3.1.10)

1.34 The Committee agrees with the recommendations of the Commission with
the following modifications:

1. Government may entrust Department of Pension and Public Grievances

with the responsibility of examining the recommendation regarding
Disability Pension.
2. Government may entrust Social Welfare Department with the responsibility
of examining the recommendations regarding 3% quota for disabled
candidates, places of posting and service matters.
3. Disabled employees may be allowed the same number of Casual Leaves as
in case of other Government employees.
4. Government may entrust Finance Department with the responsibility of
working out detailed procedures regarding interest subsidy as
recommended by the Commission.
 5. Government may entrust Health and Family Welfare Department with the
responsibility of working out detailed procedures regarding provision of aids
and appliances as recommended by the Commission and submit the same
to the Finance department for further consideration.
6. Government may entrust General Administration Department/ Secretariat
Administration Department with the responsibility of implementing the
recommendation regarding user friendly office environment.

Other Benefits (Chapter 3.2)

Leave Travel Concession (LTC) (Para 3.2.6)

1.35 The Committee agrees with the recommendations of the Commission with
few modifications. The Committee suggests that LTC may be given to an
employee after completion of ten years of service once during the entire period
of service. Reimbursement of actual travelling expenses may be made subject to
maximum of entitlement on journey by train irrespective of mode of actual
travel.

Medical Facilities and benefits (Para 3.2.12)

1.36 The Committee suggests that the Government may entrust Health and
Family Welfare Department with the responsibility of examining the
recommendations of the Commission regarding medical facilities and benefits in
detail and submit its report to the Finance department with detailed justification.
In the meantime, existing provisions may continue.

Group Insurance Scheme (GIS) (Para 3.2.14)

1.37 The Committee suggests the enhanced insurance coverage and monthly
rate of subscription as follows:
Table 7

Group Insurance Coverage Rate of subscription

Group A Rs. 4,00,000/- Rs. 400
Group B Rs. 3,00,000/- Rs. 300
Group C Rs. 2,00,000/- Rs. 200
Group D Rs. 1,00,000/- Rs. 100

General Provident Fund (GPF) (Para 3.2.15)

1.38 The Committee agrees with the recommendation of the Commission.

Advances (Para 3.2.17)
1.39 The Committee agrees with the recommendations of the Commission with
one modification. The Committee is of the view that the system of advances
entails unnecessary paper work. Secondly, there is no need of extending small
advances in view of better revised pay. Hence, the Committee suggests that all
advances including Festival and Bicycle Advance should be discontinued.
Advance Increment (Para 3.2.20)

1.40 The Committee suggests that the Government may entrust Administrative
Reforms and Training Department with the responsibility of examining the
recommendations of the Commission regarding advance increments for acquiring
higher academic qualification in detail. In the meantime, existing provisions may
continue.

Pension and other retirement benefits (Para 4.6)

1.41 The Committee agrees with the recommendations of the Commission with
the following modifications:

1. Existing provision of determining Superannuation Pension at the rate of

50% of average of last 10 months emoluments may remain unchanged in
order to avoid complications in the implementation.
2. Qualifying service for receiving full pension be fixed at 25 years instead of
present 33 years. This is necessary because average age of entry in
Government service is relatively higher in Assam.
3. The Committee is of the view that there may be practical difficulties in
implementation of the Commission’s recommendation regarding additional
quantum of Superannuation and Family pension with increase in age.
Secondly, it would entail increased financial burden in addition to the one
arising out of pension revision. The Committee also observes that 6th
Central Pay Commission recommended additional quantum of pension
with increase in age due to increase in health related expenditure. But as
stated earlier, the Committee has suggested detailed review of medical
facilities and benefits including introduction of Comprehensive Health
Insurance Scheme which would take care of health related needs of the
pensioners. Hence, the Committee is not in favour of giving additional
quantum of Superannuation and Family pension with increase in age as
recommended by the Commission.
4. Proportionate pension may be given to those employees who have
completed more than 10 years but less than 25 years of qualifying
service.
5. Existing provisions regarding family pension may remain unchanged. The
Committee suggests the revised amount of minimum family pension to be
Rs. 1800/- in proportion to minimum Superannuation Pension of Rs.
3000/-
6. The Government may entrust Department of Pension and Public
Grievances with the responsibility of examining the recommendations
regarding Commutation of Pension. In the meantime, existing provisions
may continue.
7. As stated earlier, the Government may entrust Department of Pension and
Public Grievances with the responsibility of examining the
recommendation regarding Disability Pension.
8. All uncovered aspects relating to emoluments, Superannuation Pension,
Gratuity, Family pension, Commutation of Pension, Ex Gratia and other
retirement benefits, unless specified as above, should be dealt in
accordance with existing provisions. However, the Government may also
refer to the recommendations of the 6th CPC, wherever necessary.
Leave matters (Para 5.6)

1.42 The Committee agrees with the recommendations of the Commission with
the following modifications:

1. Total 12 Casual Leaves may be allowed for all the employees of the State
Government.
2. Existing provisions regarding Earned Leave and Half Pay Leave may
continue with only one modification. Accumulation and encashment of
Earned Leave for all the employees of vacation departments may be
allowed up to 150 days as recommended by the Commission.
3. The Government may entrust Finance Department with the responsibility
of examining the recommendations regarding Special Study Leave. In the
meantime, existing provisions regarding Study Leave may continue to be
applied to the academic staff.
4. For smooth functioning of the administration, the existing provision of
Maternity Leave of 135 days may remain unchanged. Maternity leave may
be combined with leave of any other kind as due up to 45 days in addition
to 135 days.
5. Since leave of other kinds as due are available to male employees, the
Committee is not in favour of introduction of Paternity Leave.

Holidays and office timings (Para 6.6)

1.43 The Committee agrees with the recommendations of the Commission. The
Committee also suggests that the Government may entrust General
Administration Department to bring out a proposal for putting a cap on the
number of holidays. There may be only 17 gazetted holidays including 3 national
holidays in line with existing provision in the Government of India. All the
erstwhile gazetted holidays which may not find mention in the new list can be
transferred to the list of restricted holidays. If the number of gazetted holidays is
reduced to 17 as proposed above, all State Government employees may be
allowed 4 days of restricted holidays instead of present 2 days which would give
them greater flexibility to celebrate their own festivals.

Reorganisation of Services (Chapter 7)

Levels for all Heads of Departments (Para 7.7)

1.44 The Committee suggests that the Government may entrust Administrative
Reforms and Training Department with the responsibility of examining the
recommendations of the Commission regarding two levels of Directorates in
detail. In the meantime, existing provisions may continue. The Committee
agrees with the recommendation of the Commission regarding closing down
some directorates which have outlived their utility, as mentioned in the
Commissions’ report, after due examination.

Pyramidal structure (Para 7.8)

1.45 The Committee agrees with the recommendation of the Commission

regarding pyramidal structure for all the departments and suggested ratio
thereof. The Committee is of the view that this may be considered as a directive
principle in the light of which various departments may be reorganised. It may
be borne in mind that blanket implementation of this recommendation devoid of
functional justification is not feasible. The Government may entrust
Administrative Reforms and Training Department with the responsibility of
examining this recommendation in detail and formulate guidelines regarding the
same.

Issue related to statistical and other services (Para 7.11)

1.46 The Committee agrees with the recommendations of the Commission. The
Government may entrust Planning and Development Department and other
departments as mentioned in the report with the responsibility of examining the
recommendation in detail and formulate guidelines regarding the same.

Job enrichment (Para 7.14)

1.47 The Committee agrees with the recommendations of the Commission with
the following modifications:

1. The Government may entrust Administrative Reforms and Training

Department with the responsibility of examining the recommendation
regarding enrichment of jobs performed by present Class IV employees in
detail.
2. The Government may entrust General Administration Department with the
responsibility of formulating detailed action plan and guidelines regarding
outsourcing various functions like cleaning, plumbing, gardening etc. on
contract basis.
3. The Committee is of the view that further recruitment to present Class IV
may be stopped only against those posts, functions of which can be
outsourced. The Committee is not in favour of complete stoppage of
recruitment to all posts in the present Class IV in view of the functional
requirements of some of them. Consequently, the Committee is also not
in favour of giving Terminal Pay to the present incumbents.

Creation of Assam Administrative Service (Para 7.15)

1.48 The Committee examined the recommendations of the Commission. The

Committee is of the view that cadre management of the present ACS is fraught
with difficulties in view of large cadre strength, irregular recruitment, fluctuating
batch wise strength etc. Hence, there is urgent need of reviewing existing
arrangement without affecting career prospects of the present ACS officers. In
view of the above, this concept paper regarding creation of Assam
Administrative Service needs serious consideration. The Government may
entrust Personnel Department with the responsibility of examining this concept
paper in detail for further consideration.

Administrative Reforms and Training (Chapter 8)

Service Rules and related issues (Para 8.9)

1.49 The Committee agrees with the recommendations of the Commission. The
Government may entrust Personnel Department with the responsibility of
formulating detailed guidelines regarding regular office inspections and other
issues as mentioned in the report and also to come out with detailed action plan
regarding Service Rules. Respective departments may also take necessary action
to update Service Rules of their employees at the earliest. Service Rules for the
posts like Statistical Officer, Information Officer etc. may be formulated by the
respective parent departments while the details of service matters like career
progression etc. may be decided by the line department to which the officer is
deputed. Provisions like minimum graduate qualification; computer literacy etc.
may also be incorporated in the Service Rules depending on functional
requirement/ availability of sufficient number of eligible candidates.

Attachments (Para 8.15)

1.50 The Committee agrees with the recommendation of the Commission.

Appointment (Para 8.17)

1.51 The Committee agrees with the recommendation of the Commission. The
Government may entrust Personnel Department with the responsibility of
examining the recommendations and come out with a comprehensive action plan
for implementation of the same. Respective departments may also incorporate
relevant provisions in the Service Rules of the employees.

Promotions (Para 8.18)

1.52 The Committee agrees with the recommendations of the Commission. The
respective departments may undertake a comprehensive review of existing
promotion policies and consider a certain percentage as the limit beyond which
the members of subordinate services will not be promoted.

Application forms (Para 8.21)

1.53 The Government may entrust Personnel Department with the responsibility
of examining the model application form as given at Annex 8.1 of the
Commission’s report and suggest necessary changes therein to make it suitable
for using it in recruitment process in future. For example, column on income
level of the family of the candidate may be added to the same.

IT and Paperless office (Para 8.24)

1.54 The Committee agrees with the recommendation of the Commission. The
Government may entrust IT and ART Departments with the responsibility of
formulating a comprehensive action plan for implementation of the same.

Training (Para 8.34)

1.55 The Committee agrees with the recommendations of the Commission with
the following modifications:

1. The Government may entrust Administrative Reforms and Training

Department with the responsibility of formulating a Training Policy for all
the State Government employees. Recommendations regarding Training
 Needs Analysis (TNA), Induction Training etc. may also be considered
therein.
2. The Government may entrust Planning and Development Department with
the responsibility of examining the recommendation regarding allocation
of specific percentage of Plan Budget for training of the employees.
3. Respective departments may build up a dedicated cadre of trainers
without affecting normal functioning of the department.
4. Respective departments may set up their Training Institutes only to
provide specialised training to its employees so as to avoid duplicity as
institutes like AASC, SIRD are well equipped to provide generalist training.
5. As stated earlier, the Committee suggests that Training Allowance may be
given at the rate of 15% of basic pay with a ceiling of Rs.3000.
6. The Government may entrust Pay Research Unit of the Finance
Department with the responsibility of conducting training programmes for
concerned employees for smooth implementation of the new system of
revised pay structure and other relevant aspects of the Commission’s
report.

Financial Implications (Chapter 9)

Date of effect (Para 9.1)

1.56 The Committee agrees with the recommendation of the Commission. As

stated earlier, increment may be given at the rate of 2% for computation of pay
w.e.f. 01-01-2006.

Points for action (Para 9.5)

1.57 The Committee agrees with the recommendation of the Commission with the
following modifications:

1. Respective departments may take necessary action regarding the

Commission’s recommendations pertaining to them.
2. Regarding ‘Right Sizing’, it may be mentioned that Staff Inspection Unit of
Finance Department is actively engaged in checking undue proliferation of
posts in different departments.
3. As stated earlier, the Committee is not in favour of complete stoppage of
recruitment to posts in the present Class IV in view of the functional
requirements of some of them.
4. The Government may entrust Administrative Reforms and Training
Department with the responsibility of formulating detailed action plan on
the Commission’s recommendation regarding restructuring of some
departments.

Departments wise recommendations (Chapter 10)

1.58 The Committee has examined the recommendations related to various

departments in detail. The Committee has come across various issues which
require detailed examination by the department concerned before deciding upon
them. The Committee is of the view that it will be in fitness of things to take the
views of the concerned departments on all such issues including
recommendations related to Individual memoranda as received by the
Commission.

1.59 The Committee observes that with respect to many important

recommendations, detailed justification was not found in the report. In
view of the possible ramifications of the recommendations on inter se
equilibrium of different posts in the same department as well as across
other departments, it is important that the concerned department
should conduct detailed examination of the recommendations related to
their department in light of past references, judicial pronouncements in
this regard, effect on present equilibrium between different posts etc.
and submit a proposal to the Finance department with detailed
justification for implementation of those recommendations. Accordingly,
the Committee has suggested further examination by concerned
department wherever necessary.

General recommendations

1.60 The Committee agrees with the general recommendations with the
following modifications:

1. There should be no direct recruitment in future at level higher than PB 4

with Grade Pay of Rs. 5400 in normal circumstances. Such recruitment
may take place only in exceptional cases where Service Rules specifically
provide for direct recruitment to a higher level post or if the exigencies of
the circumstances so demand. However, in no case should such
recruitment be on ad hoc basis and devoid of functional justification.
2. Regarding the recommendation with respect to graduation as the
minimum entry qualification, the Committee is of the view that the
unintended consequences of the recommendation may have wider
ramifications on the functional responsibilities of some departments.
Hence it requires detailed examination by the respective departments.
The Committee is of the view that each department may separately
examine feasibility of this recommendation by taking into account the
optimum qualification required for efficient discharge of function assigned
to the job and the availability of sufficient number of candidates for the
same.
3. Regarding the recommendation with respect to setting up a common
cadre for posts such as Programmer etc., IT department may initiate
action in consultation with other concerned departments.
4. The Committee agrees with the recommendation regarding setting up a
statutory commission for recruitment for all posts in the State
Government. The Government may entrust Personnel department with the
responsibility of formulating detailed action plan for setting up permanent
statutory commissions for various posts. For example, Assam School
Service Commission may be set up for recruitment of teachers.
 5. Home department and other concerned departments like Excise; Forest
etc. may examine feasibility of the recommendation regarding minimum
higher secondary qualification for constables and equivalent categories.
6. Regarding the recommendation with respect to bringing about uniformity
in the designations of various district officers, Administrative Reforms and
Training department may examine it in detail and initiate action.
7. Regarding the recommendation with respect to giving higher Grade Pay to
those promotion posts which are presently in the same pay scale as that
of junior posts, the Government may entrust Pay Research Unit of Finance
department with the responsibility of examining such cases for further
consideration.
8. It is seen that some selective posts like Superintendant of Taxes, District
Transport Officer, APS–Junior etc. are placed in PB 4 while some posts are
left out. The Committee suggests that all such left out posts which are
filled up along with ACS, APS etc. through Civil Services Examination
conducted by APSC and which are hitherto placed in pay scale of 4300-
11025 may also be placed in PB 4 with Grade Pay of Rs. 5400.
Accordingly, the Committee suggests that posts of Labour Officer,
Superintendant of Excise and Assistant Registrar of Cooperative
Societies may also be placed in Pay Band 4 with Grade Pay of Rs.
5400.

Gauhati High Court

1.61 The Committee has noted the observations of the Commission with respect
to the Officers and Servants of the Gauhati High Court.

Agriculture Department

1.62 The Committee agrees with the recommendations with the following
modifications:

1. Regarding various recommendations with respect to reorganisation of the

Directorate of Agriculture, the Agriculture Department may examine the
feasibility of these recommendations and submit a proposal to the Finance
department with detailed justification in the light of Para 1.59 of this
Committees’ report.
2. Regarding recommendations with respect to creating a central pool of
ASES officers and appointment and promotion policy regarding
subordinate statistical posts, Agriculture department and Planning and
Development department may jointly initiate action in consultation with
Finance, Personnel and AR&T department.
3. Regarding recommendation of the Commission with respect to Research
Assistants, the Committee is of the view that there is no justification for
giving higher Grade Pay to the aforesaid post just because it is isolated in
nature. Issue of stagnation shall be addressed by the new system of
running Pay Bands. Hence, the Committee suggests that Grade Pay may
 be given to these posts corresponding to their existing pay scale. The
Committee also suggests that in future, for all the projects/ schemes of
finite period, posts may be filled up only on deputation or contractual
basis.

Animal Husbandry and Veterinary Department

1.63 The Committee suggests that the department may examine the feasibility
of the recommendation regarding minimum higher secondary qualification for
the posts of VFA and allied services.

Directorate of Dairy Development

1.64 The Committee suggests that the department may examine the feasibility
of the recommendations and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report.

Cooperation Department

1.65 The Committee suggests that the department may examine the feasibility
of the recommendations and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report. The
Committee has separately given its views regarding Fixed TA for new categories.

Department of Cultural Affairs

Culture

1.66 The Committee suggests that the department may examine the feasibility
of the recommendations and submit a proposal to the Finance department with
detailed justification taking into account educational qualification and other
aspects.

Archaeology

1.67 The Committee suggests that the department may examine the feasibility
of the recommendation and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report.

Library Services

1.68 The Committee agrees with the recommendation of the Commission. The
Committee suggests that the department may examine the feasibility of the
recommendation regarding pay of Librarians with reference to the Commission’s
recommendation in Chapter 7 and in consultation with AR&T department and
Personnel department and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report.

Categories of staff common to various departments

Typists
1.69 The Committee agrees with the recommendation of the Commission
regarding one avenue of promotion for any cadre of employees. The Committee
also agrees with the recommendation that there should be 10% quota for Class
IV cadre for promotion to the cadre of typists. The Committee suggests that the
quota for promotion from typists to JAA/LDA should be 35% because at present
it is 30% and in the event of discontinuance of 5% promotion quota from
present Class IV to JAA/ LDA cadre, this quota may be added to the present
promotion quota of 30%. As stated earlier, the Committee is not in favour of
complete stoppage of recruitment to posts in the cadres of typists and the
present Class IV in view of the present functional requirement. Consequently,
the Committee is also not in favour of giving Terminal Pay to the present
incumbents. The Committee suggests that computer literacy should be
considered necessary for recruitment of typists in future.

Drivers

1.70 The Committee agrees with the recommendations with few modifications.
The Committee is of the view that Driver’s Commuting Allowance should not be
given to those drivers who reside within the campus of Assam Bhavan. Similarly,
within Assam, only those drivers may be entitled to this allowance who need to
travel more than 1 KM to attend duty. Concerned officer/ P.S. to Minister may
certify about the distance. Regarding the recommendation with respect to airport
pick up duty, the Committee suggests that the facility of half DA may be
extended to concerned employees in all such places within Assam as well. This
allowance should be in lieu of existing allowance, if any.

Class IV

1.71 The Committee agrees with the recommendations. 10% quota for
promotion to typists shall be subject to implementation of the Commissions’
recommendation regarding discontinuance of promotion from existing Class IV to
cadre of JAA/LDA. GAD/SAD may amend Service Rules accordingly.

Education Department

1.72 In principle, the Committee agrees with the recommendations of the

Commission with the following modifications:

1. Education department may assess feasibility of the recommendations

regarding graduation as the minimum qualification in view of availability
of enough number of eligible candidates, job requirement etc. and initiate
action for its implementation in time bound manner.
2. Instead of abolishing the posts of Subject Teachers/ Elective Subject
Teachers, these posts may be redesignated as Post Graduate Teachers
(PGTs) who would be required to teach even allied subjects in addition to
their own subjects in all the classes apart from Class XI and Class XII.
Drawl of revised pay shall be contingent upon fulfilling the aforesaid
conditions.
 3. The department may decide appropriate content and adequate duration of
the training programme for all the teachers as deemed fit.
4. In future, minimum qualification for recruitment to the posts of teachers
in High schools should be graduation along with B.T. / B.Ed. degree.
5. Public exams may be held only on holidays to ensure that they do not
disrupt regular classes.
6. The department may examine the recommendation regarding allowing
eligible teachers to apply for posts like S.I. / Education Officers etc.
7. Enough justification is not found in the report regarding enhancement of
Grade Pay of various posts like Principal and Lecturers of Hindi Teachers
Training College, Pradhan Adhyapak and teachers of Sanskrit and Pali/
Prakrit institutes, Principals of BTCs, Instructors of BTCs and normal
schools, Librarians in SCERT and DIET etc. Education department may
examine each case on its merit and submit a proposal to the Finance
department with detailed justification in the light of Para 1.59 of this
Committees’ report. Recommendation regarding pay of librarians may be
examined in the light of the Commissions’ recommendation regarding
bringing all the librarians under the ambit of Directorate of Library
Services.
8. Rate of Special Teaching Allowance may be in line with that of Training
Allowance as suggested by the Committee. i.e. 15% of the Basic Pay with
ceiling of Rs. 3000. Details may be worked out by Education department
in consultation with Social Welfare Department.
9. The department may examine the recommendation regarding giving one
additional increment to Unit Leaders of Scout and Guides and submit a
proposal to the Finance department with detailed justification.
10.The department may examine the recommendations regarding individual
cases on merit of each case and submit a proposal to the Finance
department with detailed justification in the light of Para 1.59 of this
Committees’ report.

Excise Department

1.73 The Committee agrees with the recommendations of the Commission.

Forest Department

1.74 In principle, the Committee agrees with the recommendations of the

Commission with the following modifications:

1. Forest department may examine feasibility of the various

recommendations regarding amalgamation of post of Forest Guard and
equivalent categories, Higher Secondary qualification for recruitment to
the post of Forest Guards, redesignation of various posts, reorganisation
of the department as suggested by the Commission etc. in detail and
submit a proposal to the Finance department with detailed justification in
the light of Para 1.59 of this Committees’ report.
 2. The department may examine the recommendations regarding individual
cases on merit of each case and submit a proposal to the Finance
department with detailed justification in the light of Para 1.59 of this
Committees’ report.
3. As stated earlier, Training Allowance may be given at the rate of 15% of
Basic Pay with ceiling of Rs. 3000/- for instructors in the Training
institutes of the Forest department.

Finance Department

1.75 The Committee agrees with the recommendations of the Commission.

Finance department may examine recommendations regarding pay of Treasury
staff and filling up of posts of Accounts Officer and Assistant Audit Officers and
come out with detailed action plan.

Food, Civil Supplies and Consumer Affairs Department

1.76 The Committee agrees with the recommendations of the Commission.

Fisheries Department

1.77 Detailed justification for amalgamating the post of ADFDO and allied posts
in the cadre of DFDO and for enhancing Grade Pay of the posts of SDFDO and
DFDO is not found in the report. Secondly, post of ADFDO and allied posts are
Class II posts at present and their amalgamation with post of DFDO, which is
Class I post, would disturb the existing relativity vis-a-vis the posts of Fishery
Extension Officer (Degree holders) and SDFDO. The post of ADFDO and allied
posts are presently in the pay scale of Rs. 5375-10700 whereas the post of FEO
and SDFDO are presently in the higher scale of Rs. 4390-11425. The proposed
amalgamation shall result in ADFDO and allied posts getting higher Grade Pay
than the posts of FEO and SDFDO which is an anomaly. In view of the above,
the Committee is not in favour of amalgamation of post of ADFDO and allied
posts in the cadre of DFDO as recommended by the Commission. The Committee
also suggests that posts of ADFDO and allied posts, SDFDO and DFDO should be
given Grade Pay corresponding to their existing pay scales.

General Administration Department

1.78 The department may examine the recommendations on merit of each case
and submit a proposal to the Finance department with detailed justification in
the light of Para 1.59 of this Committees’ report.

Handloom, Textile and Sericulture Department

1.79 The department may examine the recommendation regarding restructuring

of the department in consultation with Co-operation department and Industries
and Commerce department and initiate action as deemed fit. The department
may also examine the recommendations regarding individual cases on merit of
each case and submit a proposal to the Finance department with detailed
justification in the light of Para 1.59 of this Committees’ report. Sericulture
Directorate may examine feasibility of the various recommendations regarding
restructuring of the Directorate, merging of cadres of Extension Officers, Farm
Managers and Inspectors into one, promotion prospects for subordinate staff etc
and submit a proposal to the Finance department with detailed justification in
the light of Para 1.59 of this Committees’ report.

Health and Family Welfare Department

1.80 In principle, the Committee agrees with the recommendations of the

Commission with the following modifications:

1. Once the NRHM programme is over, infrastructure created under this

programme may be integrated with mainstream activities of the
department. Manpower and other resources should be garnered in
conformity with actual functional requirement.
2. The department may examine feasibility of the various recommendations
regarding parity for Ayurvedic and Homeopathic doctors with Allopathic
doctors in pay and allowances, pay of Diploma Holder Homeopathic
Officers, etc. and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report.
3. Enough justification is not found in the report regarding enhancement of
Grade Pay of various posts like Nurses, officers and staff of malaria wing,
lab technician, Leprosy workers etc. The department may examine each
case on its merit and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report.
4. The department may examine the recommendations regarding individual
cases on merit of each case and submit a proposal to the Finance
department with detailed justification in the light of Para 1.59 of this
Committees’ report.

Home Department

1.81 In principle, the Committee agrees with the recommendations of the

Commission with the following modifications:

1. Enough justification is not found in the report regarding enhancement of

Grade Pay of various posts like Craft Instructors in Jails, Superintendant
Grade II etc. The department may examine each case on its merit and
submit a proposal to the Finance department with detailed justification in
the light of Para 1.59 of this Committees’ report.
2. The department may examine feasibility of the various recommendations
regarding pay and allowances of employees of Home Guards organisation
on par with that of police personnel, lateral movement between the
aforesaid organisations, benefits to the Home Guards in line with that of
Government of India, specific quotas for trained Home Guards in
Constabulary etc. and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report.
3. The department may examine the recommendations regarding individual
cases on merit of each case and submit a proposal to the Finance
 department with detailed justification in the light of Para 1.59 of this
Committees’ report.
Directorate of Forensic Science

1.82 The department may examine feasibility of the recommendations regarding

amalgamation of various cadres; redesignations of various posts etc. and submit
a proposal to the Finance department with detailed justification in the light of
Para 1.59 of this Committees’ report.

Hill Areas Department

1.83 The Committee is of the view that the Government may consider abolition
of this office in view of the changed circumstances and in accordance with the
Commissions’ recommendation regarding some other directorates like State
Lotteries etc.

Department of Information and Public Relations

1.84 The department may examine feasibility of the recommendations regarding

outsourcing some functions; individual cases etc. and submit a proposal to the
Finance department with detailed justification in the light of Para 1.59 of this
Committees’ report.

Industries and Commerce Department

1.85 The department may examine feasibility of the recommendations regarding

recruitment method and qualification for Extension Officers, Assistant Managers
etc., enhanced Grade Pay for posts of Extension Officers and QCE etc. and
submit a proposal to the Finance department with detailed justification in the
light of Para 1.59 of this Committees’ report. The department may also examine
feasibility of the recommendation regarding closing down CITI and TCPC,
thorough review of existing manpower and posts, restructuring of the
department and initiate action.

Judicial Department

1.86 The Committee agrees with the recommendations of the Commission. The
Committee has separately given its views regarding fixed TA for new categories.

Legislature Department

1.87 The Committee agrees with the recommendations of the Commission.

Labour Department

1.88 Enough justification is not found in the report regarding enhancement of

Grade Pay of various posts like Junior Instructors of Vocational Trades,
Registrar, Industrial/ Labour Tribunals etc. Hence, the Committee is of the view
that these posts may be given Grade Pay corresponding to their existing pay
scales. The department may examine feasibility of the recommendations
regarding individual cases and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of the Committees’ report.
Personnel Department

1.89 The Committee agrees with the recommendations of the Commission.

Panchayat and Rural Development Department

1.90 In principle, the Committee agrees with the recommendations of the

Commission. The department may examine feasibility of the various
recommendations regarding creation of two groups of Senior and Junior
Extension officers, recruitment and promotion policy etc. and submit a proposal
to the Finance department with detailed justification in the light of Para 1.59 of
this Committees’ report.

Planning and Development Department

1.91 The Committee agrees with the recommendations of the Commission.

Printing and Stationary Department

1.92 The Committee agrees with the recommendations of the Commission.

Power (Electricity), Mines and Minerals Department

1.93 The department may examine feasibility of the recommendations regarding

upgradation of the Inspectorate of Electricity, individual case etc. and submit a
proposal to the Finance department with detailed justification in the light of Para
1.59 of this Committees’ report. The Committee observes that matters related to
contractual staff of AERC do not fall within the Terms of Reference of the
Commission.

Directorate of Geology and Mining

1.94 The department may examine feasibility of the recommendation regarding

amalgamation of posts of Geologists and submit a proposal to the Finance
department with detailed justification in the light of Para 1.59 of this
Committees’ report.

Revenue and Registration Department

1.95 The Committee agrees with the recommendations of the Commission with
one modification. The Committee observes that matters related to Gaonburha do
not fall within the Terms of Reference of the Commission.

Secretariat Administration Department

1.96 The Committee agrees with the recommendations of the Commission. The
department may examine feasibility of the recommendations and submit a
proposal to the Finance department with detailed justification in the light of Para
1.59 of this Committees’ report.

Directorate of Sports and Youth Affairs

1.97 The department may examine feasibility of the recommendations regarding
KMA for Instructors and Coaches, pay of NCC modellers etc. and submit a
proposal to the Finance department with detailed justification in the light of Para
1.59 of this Committees’ report.

Soil Conservation Department

1.98 The Committee agrees with the recommendations of the Commission with
one modification. The department may examine feasibility of the various
recommendations and submit a proposal to the Finance department with
detailed justification in the light of Para 1.59 of this Committees’ report. As
stated earlier, Training Allowance for Superintendant and Instructors of the
Training Institute may be given at the rate of 15% of basic pay with ceiling of
Rs. 3000.

Science and Technology Department

1.99 The department may examine feasibility of the recommendation regarding

enhanced Grade Pay for the post of Curator keeping in view educational
qualification, experience and job requirement and submit a proposal to the
Finance department with detailed justification in the light of Para 1.59 of this
Committees’ report.

Social Welfare Department

1.100 The department may examine feasibility of the various recommendations

and submit a proposal to the Finance department with detailed justification in
the light of Para 1.59 of this Committees’ report. As stated earlier, Special
Teaching Allowance for Principal and Teachers of Deaf and Dumb School may be
given at the rate of 15% of basic pay with ceiling of Rs. 3000.

Transport Department

1.101 The department may examine feasibility of the various recommendations

and submit a proposal to the Finance department with detailed justification in
the light of Para 1.59 of this Committees’ report.

Tourism Department

1.102 The Committee agrees with the recommendations of the Commission. The
department may examine feasibility of the recommendation regarding
Receptionists and initiate action.

Urban Development Department

1.103 The Committee agrees with the recommendations of the Commission.

WPTBC Department
1.104 The Committee agrees with the recommendations of the Commission. The
department may examine feasibility of the recommendation regarding post of
Computor and submit a proposal to the Finance department with detailed
justification in the light of Para 1.59 of this Committees’ report.
Works Departments
1.105 The concerned department may examine feasibility of the various
recommendations regarding equal Grade Pay for Turner and allied posts,
individual cases etc. on the merit of each case and submit a proposal to the
Finance department with detailed justification in the light of Para 1.59 of this
Committees’ report.
 Acknowledgement

The Committee acknowledges with thanks the valuable assistance rendered by

the officers and staff of the Pay Research Unit, Finance Department in the
preparation of this Report.

Sd/- Sd/- Sd/-

(S.C. Das) (H.S. Das) (R.C. Joshi)
Member Chairman Member Secretary
 Annex 1

GOVERNMENT OF ASSAM
FINANCE (PAY RESEARCH UNIT) DEPARTMENT
DISPUR :::::: GUWAHATI-6

ORDERS BY THE GOVERNOR OF ASSAM

NOTIFICATION

Dated Dispur, the 26th October, 2009.

NO.FPC.82/2009/1 : The Governor of Assam is pleased to constitute with immediate

effect a Committee comprising the following officers to examine the report of the Assam
Pay Commission, 2008.

1. Shri H. S. Das, IAS, - Chairman.

Principal Secretary, Finance Department.

2. Shri S. C. Das, IAS, - Member.

Principal Secretary, Home Department.

3. Shri R.C. Joshi, IAS, - Member-Secretary.

Secretary, Finance Department.

The Committee will concretize the action points and submit them to the
Government by 30th November, 2009 for placing the same before the Cabinet for
approval.

(R.C. Joshi, IAS)

Secretary to the Government of Assam,
Finance (Pay Research Unit) Department.

Memo NO.FPC.82/2009/1-A, Dated Dispur, the 26th October, 2009.

Copy to:-
1. Shri H.C. Das, IAS, Principal Secretary, Assam, Finance Department, Dispur.
2. Shri S.C. Das, IAS, Principal Secretary, Assam, Home Department, Dispur.
3. P.S. to Hon’ble Chief Minister, Assam, Dispur.
4. P.S. to Chief Secretary, Assam, Dispur.
5. All Principal Secretary Secretary/Commissioner & Secretary/Secretary to the
Government of Assam,
6. All Heads of Departments.
7. All Deputy Commissioner/Sub-Divisional Officers (Civil).
8. The Director, Printing and Stationery, Assam Government Press,
Bamunimaidan, Guwahati-21.He is requested to publish the Notification in extra
ordinary issue of the Assam Gazette and also supply 100 spare copies to this
Department.

By Order etc..,

(R.C. Joshi, IAS)

Secretary to the Government of Assam,
Finance (Pay Research Unit) Department.