\

[-.T I n

THE PAY COMMISSION REPORT

VOL. | : Recommendations on Pay Structure
 PAY COMMISSION

Names Designation
Shri G. S. Kang (lA5) Chairman
Shri Rahul singh (lAS) Member Secretary
Shri Vinay Kumar (lAS) Member

Shri Murlidhar Prasad Singh Rtd. Section Officer

Shri Shashi Bhushan Kumar Sinha Rtd. Section Officer
Shri Kamakhva Naravan Srivastava Section Officer
Shri Navendu Narayan Data Entrv Ooerator-Grade'C'
ShriSanjay Kumar Assistant
Shri Dilip Kumar Pathak Excise Inspector
Shri Neshat Ahmad Principal Private Secretary, lT
Shri Santosh Kumar Pandev Stenographer
shri Shashi Ranjan Kumar Data Entry Operator
Shri Amanullah Khan Assistant
Shri surendar Thakur Office Attendant
Shri Vimal Prasad Office Attendant

.$$$
4
 Foreword
At the outset, I must admit that I was a bit
apprehensive as to whether the Commission
would be able to submit its report in the time
allowed to it. This was all the more so
because none of the pay bodies constituted
earlier have been able to submit their
reports within 3 months. Therefore, we started
work in right earnest atmost from the
word go! The pay Commission was deluged with
representations demanding
upgradatlon in the pay structure. Commission
decided to provide hearing to all the
petitioners and tried to resolve the
said anomalies through a reasoned methodology.
I
am proud to say that the Commission is ready
with its report within 4 months of its first
meeting. Never before has a pay body been able
to submit its recommendations within
such a short time as this Commission. I feel
that this report will prove to be a milestone
in resolving the long standing anomalies in different
cadres. Adoption of this report in
totality by the State Government will definitely improve
administratrve efficacy and
diffuse resentment. The 7th SpC has tried to
mitigate the possibility of inadvertent
errors or any element of arbitrariness. The recommended pay
Level Matrix will resolve
issues pertaining to entry pay, existing pay
structure and common treatment of like
cadres.

The contribution provided by shri Kamakhya

Narayan shrivastava, section officer,
Finance Department and Shri Navendu Narayan,
Data Entry Operator Grade ,C,, Finance
Department has been immense in accomplishing
the task of the Commission and I
record my great appreciation for their unfailing
contribution to this Commission. I also
record my appreciation for the useful assistance provided
by Shri Neshat Ahmad,
Principal Private Secretary, Shri Murlidhar prasad
Singh, Section ofticer, Shri Shashi
Bhushan Kumar Sinha, Shri Dilip Kumar pathak,
Excise lnspector, Shri Sanjay Kumar,
Assistant, Shri Santosh Kumar pandey, Stenographer,
Shri Shashi RanJan Kumar, Data
Entry Operator, and Shri Amanullah Khan,
Assistant, who have very ably assisted me
in
performing my duties. I am deeply impressed
by their devotion and the confidentiality
with which they have assisted me in discharging my
duties. lalso record my apprecration
for my driver Shri Umesh Kumar prasad who served
me with great dedication. I also
record my appreciation for Shri Surendra Thakur,
Office Attendant and Shri Vimal
Prasad, Office Attendant in aiding us towards
accomplishing the task of the Commission
successfully. r record my gratitude for all
of them. They have assisted thrs commission
faithfully and devoted their time usefully in completing
the task of this Commrssaon.
Finally, I express my heartfelt appreciation for
the useful cooperation provided by
shri Vinay Kumar' shri Singh's
Member secretary shri Rahul singh and Member
experience in these matters was an asset to
the Commission and helped in solving
be failing in my duty if ldo not record hjs
intricate problems of Pay determrnation lshall
useful contribution in accom plishing the task
of Commission in recordtime l am equally
to the completion of this task'
grateful to Shri Vinay Kumar, who provided useful inputs
-n" Kumar were always
i, u"ry amiable and cheerful person Shri Singh and Shri
"
available on time for the Commisslon'
logistical and administrative support bV
Last but not the least, I apprectare the timely
to the Hon'ble Chief Minister and the
the Finance Department. I render my gratefulness
platform to render my services for the welfare of
State Government for providing me a
and for the peop|e of which I have the
the state, with Whom I have been |ong associated
highest regard.

6
Chapter 1. Introduction

Employee compensation is an important element of government functioning. Every

state tries to provide a pay structure which is competitive yet affordable, attractive yet
acceptable, forward looking yet adaptable, simple yet rational, and one which matches
with the current socio-economic and political conditions as well as the changing
perception of the overall administrative machinery and the public governance sysrem.
This Pay Commission was set up vide Resolution No. 9701 dated 22/12/2076 of the
Finance Department. The terms of reference of this Commission were as follows: _

To recommend a revised pay structure for the employees under the State
Government on the lines of the recommendations made bv the Seventh Central
Pay Commission for the revised pay structure for employees under the Central
Government;

To recommend revised allowances for the employees under the State

Government on the lines of the recommendations made bv the Seventh Central
Pay Commission for the revised allowances sanctioned for employees under the
Central GovernmenU

To make recommendations regarding matters in which any orders of the Hon,ble

High Court/Supreme Court and State government have been issued;

The Commission was required to take the economic condition, state of availability of
resources, financial capability and other committed expenditure of the State into
consideration while making recommendations with respect to the above

The Commission had Shri G. 5. Kang, Former Chief Secretary, Gow. of Bihar, as its
Chairman; Shri Rahul 5ingh, Secretary, Expenditure, Department of Finance, as Member-
Secretary; and Shri Vinay Kumar, Secretary, Rural Works Department, as Member.
Member-secretary, Shri Rahul Singh, and Member, Shri Vinay Kumar, were required to
perform their functions in the Pay Commission in addition to their original duties.

Alongside the constitution of the Commission, it was provided office space in the Vikas
Bhawan and staff was provided to it in the form of three Section Officers, one Principal
Private Secretary, one Excise Inspector, two Assistants, two Data Entry Operators, one
Stenographer and two Office Attendants.
This Commission started work in right earnest in the month of January itself State Pay
Commission in order make relevant recommendations reached out
to toall

stakeholders. Commission wrote to various ministries/departments seeking information

regarding all state level posts, pay and allowances with respective cadre rules including
educational qualifications.

Various Associations were also asked to submit any representation regarding their
cadre rules, pay disparity and educational qualifications etc. Newspaper advertisements
were placed inviting demands/ representations from Employees'/ Officers' Associations/
Federations as well as individual employees/ officers. In all,349 representations were
received. Once the representations were received, dates were fixed for hearings on the
memoranda and notices issued to the representationists to appear and put forth their
case. Hearings on the representations commenced on O2/O2|2OU and went on till
O3/O3/2o17. During that period, all the memoranda received from the various Service
Associations were heard individually. Most representations of individuals were heard
along with the Associations. Of the rest, those who were able to attend the hearing of
the Commission, were heard individually. In any event, all the received representations
were considered while finalizing the recommendations.

The Commission was required to make its recommendations in the light of the report of
the 7th central Pay Commission. Key observations regarding underlying principles of pay
determination and other recommendations which have guided this Commission are
being summarized below.

The efforts of the 7th central Pav Commission have been to devise a simple pay
structure with rules of fixation that are easy to understand and apply. This would take
away the possibility of either inadvertent errors or any element of arbitrariness. 7th
Central Pay Commission has, therefore replaced Pay Bands and Grade Pays by a Pay
Level Matrix for the purpose of pay fixation.

Apart from providing a transparent pay structure, Pay Levels Matrix also addresses
issues such as common entry pay, rationalization of the existing pay structure and
common treatment of like cadres. subsuming the grade pay, the rationalized matrix
presents the whole universe of pay levels in one simple chart. The levels have been
rationalized too, displaying a logical pay progression. Employees would be able to see
their pay level, where they fit in and how they are likely to progress over their career
span.. The new pay structure will bring out clearly what the total emoluments will be at
 The rate of pay progression will also be
a given point in time during one's career span'
stated upfront for existing as well as new entrants'

question of whether wages were

The commission while analyzing the important
that at lower levels salaries are
sufficient to attract and retain qualified staff, observed
much|owerintheprivatesectorascomparedtogovernmentjobs.Atthehighest
in' government is nowhere
echelons of governance, nowever, the compensation
public sector' In light of this
comparable to their counterparts in the private/
slightly higher index of
observation, the 7,h central Pay commission has accorded
Grade and above'
rationalization at the level of Senior Administration

The 7th cPc has adopted an innovative design to make

the remuneration structure
wage formula for designing the pay
attractive. lt has adopted the need based minimum
done keeping this minimum pay as the
matrix. The rationalization of pay levels has been
base for all calculations. lt has recommended
that the minimum pay at each level will be
has been placed
the entry pay for direct recrurts for those levels Each level
upwards at the rate of 3 percent
equidistantly. The various stages within a level move
perannum.owingtothisrationaIization,thequantumofincreaseinpayonpromotion,
This design will
either on regular basis or through the MACP, is likely to be substantial
make the existing remuneration pattern in the
government more attractive'

recommended that
To emphasize on the culture of performance, the commission has
years The
all the non-performers in the system should be phased out after 20
commissionhasrecommendedthatPerformanceRe|atedPayshou|dbeintroducedin
the government and that all Bonus payments should necessarily be linked
with
productivity.

endorses that
As emphasized by the 7th Central Pay Commission, this commission also
to
the framework in the emoluments structure is required to be linked with the need
and
attract the most suitable talent to state services, promote efficiency, accountability
responsibility in the work culture, and foster excellence in the public governance
conditions in
svstem. Recommendations have to be made keeping in view the economic
state and need for fiscal prudence as also the need to ensure that adequate
resources

are available for developmental expenditures and welfare measures'

9
The Report is organized in the following manner: -

. In Chapter 2, the principles of pay determination and the methodology

applied
have been enunciated;
. Chapter 3 contains post wise recommendations where changes have been
recommended;
. Chapter 4 contains recommendations on matters referred
to the commission bv
the Finance Department:
. Chapter 5 bears the summary of post wise recommendations
on pay Structure;
and

' Finally, chapter 6 contains the commission,s observations

regarding the financial
impact of the recommendations.

The Commission has noted the multiplicity of same or

similar posts across various
Departments. An effort has been made to deal
with all such posts which exist in more
than one Department in the discussion on Common
Categories.

It would be desirable that the public at large have access

to the contents of this Re'ort
in the interest of transparency and convenience. Therefore,
the Finance Department is
requested to put the Report in downloadable format
on the State Government Website
as and when it is decided to make the Report public.

Note: In the following, wherever cpc is mentioned, it wourd mean

a reference to central
Pay Commission.

10
chapter 2. Principres of pay Determination and Generar
Recommendations
Historically, the pay Structures of the Central Government
employees and the
State Government emproyees have been divergent,
This was mainry due to the
difference in names of posts performing the same tu*tionr,
also different
hierarchies and relativities which themselves resulted ",
from different tunctional
requirements as well as different qualifications prevailing.
The very concept of Central
equivalence arose following an agreement between
the state Government and the
various Employee Associations that Central pay
would be granted.
This gave rise to the first exercise of this nature
in the State, when the Fitment
committee was set up foflowing the Fifth cpc. rts mandate
was to determine which
Central post would correspond to each of the State posts
and, then recommeno tne pay
scale.for that post. The methodology adopted by the fitment
Committee was, briefly, as
IOllows: -

First, a corresponding central post was identified against each

State post,
lf such a post could be located, then. -
. lf the qualification prescribed in both the governments were the
same, as were their functions, then the posts were held equivalenr,
and, same pay scales recommended;
. lf qualifications were lower in the State Government, then lower
pay scales were generally recommended with the recommendation
that higher pay scales would be available once the recruitmenr
qualifications were enhanced;
. In certain cases, lower pay scales were recommended for
promotional posts as the cadre rules were different. Here, too, rr
was recommended that higher pay scales would be available once
the cadre rules were rewritten so as to be similar to central cadre
structure;
. In certain cases, lower pay scales were recommended because of
existing parities in the State Services and the State Cadres.
lf a central post could not be identified, then general principles of pay
determination as recommended by the Fifth Central pay Commission
were applied, and pay scales recommended;
Finally, if these principles, too, could not be made applicable, then
replacement pay scales were recommended.

11
 of the Fitment Committee ano
The Government accepted the recommendations
Committee up to receive
notified the pay scales. lt also set a Fitment Appellate
Fitment Committee with the
representations against the recommendations of the
were not in Iine
mlndate to recommend changes in case the original recommendations
submitted its report and
with the mandate of the Fitment committee That Committee
as were found to be in
th" Gou"rnt"nt accepted those of its recommended changes
line with its mandate.
Subsequently, the Government took certain
decisions' especially 2005 onwards'
and posts A few of these decisions
whereby it upgraded the pay scales of a few cadres
having been acted upon;
were outcomes of the Fitment Committee's recommendations
cases, orders of the Hon,b|e High
Whi|e others Were entire|y new decisions. |n certain
Court led to revision of pay scales for certain
posts A State Pay committee was set up in
2009. When the Pay commrttee was deliberating upon its methodology for
-r"*trn"naing it was
the pay structure following the Sixth central Pay Commission'
conscious that the relativity which had settled after
the Fitment committee had been
the changes which
.irng"a au" to these decisions. That committee decided to accept
beyond the framework
n"a o"..urr"O in the pay structure beyond central equivalence or
adopted and the
suggested by the Fitment Committee The Report was subsequently
revised oav structure sanctioned.
The main observatlons regarding the pay structure following the
-
recommendations of the Sixth Central Pay Commission arethefollowing
of Pav Bonds ond the s m
lntroduction of o
of runnina pov scales: This being an unfamiliar concept, numerous error5
crept in fixation of pay. Additionally, Finance Department, too, issued
several clarifications one after the other whi(h were, quite often,
contradictory,
ition of Gtod ov scoles AII CM s were de lll
to
ot /eost: This has led a situation where there are functional
requirements, yet the cost structure is now pegged very high;
MACP in ploce of ACP: ln the ACP Scheme, time bound upgradations were
provided in the promotional levels, while in the Modified AcP Scheme,
these were granted in the next hiSher grade pay. This has created a
situation where those emplovees who were lucky to obtain the ACP
benefits before the cut-off date, have higher levels of pay as compared to
others of the same cadre who got upgraded after the cut-off date,'
A pav fixqtion formulo which resulted in an anomalous situotion wherebv
pov of emplovees oppointed ofter 01.07.2006 wos, in quite a few coses.
hiohet thon thot of emplovees oppointed prior to that date: Even though
there exists a mechanism for stepping up the pay of the senior in case of

12
 to
the process ls too cumbersome' This has led
q'lch an anomaly,
i1. ,"s"ntm"nt amonctji!: :TIII:"-?"; voitind prierJqlls!.leIlLsJgel
I of 184tII9!9
nothet level of arode

which were ettner In d earlier' In addition' there

there had existed
"''"'"''-:
historical level f,itr","*es
I

dtscussed in detail in the

following'
were other issues, which are

rhoush the 7,n cpc has,i:::*T::

:l :n,'j."[ :ff::iT:?,:l#'":::
pav revers
fi::H"Jl"i ilJ ;;;;i;;o'"ssins the number or
any further.
'ilili?Lil''"1il'fi
when the numDer
recommendations of the Fitment committee were made
The
:'.*:
I.fiL:L"j'#Hnt*ln'*"*:-'""':"::'":*'':':"i"J::'""ffi
**fr*rT#J5*ii*ffi ::"J1T"'i"i'."xliiJJ-"":"'l';Tru:*Hl

H ni','"""ffi [tl1,'fi {f.ffi

'fl
rfi
t* *..;lr'[l"i,"f,
tt"t 6 levels now This has necessttare-u-'llll r-"i'.
ZO-OS, been extended to
1#
^", "et
li;lT#l'1il'n"'"oto""
lrui:rifl:***'l:"':m*ll;1T,ffi

the number o

2.1. Principles of Pay Determination

of
starting point for determination of pay would have to be the recommendations
The of the Fitment
;;;;;;; ioimitt"" as modified by the accepted recommendations or decisions or the
ilil;; ;;;;i;" " *"tt uv.'uliequ"nt eou"rnm"nt decisions
certain
"' *;;;;;* might need a relook if these decisions have
cases'
Hon'ble courts. In

13
 ffiT:,.r'l'i:ll:T Ll::lrq'l'J]lliltativirroE 0{ course, suLr cases wourd
be

;;;1;'"';";"."';#:ilil'ii:;:'31";1i",^1"11Jii,fl *:J..,1::rum,;:1il
Now, for each of those postr-which
^ do not-constitute part of a
cadre, subsequent
;:fi:HTll.Ji:fi:[1';::;:r'' decisions, ir anv,,r,"rri"
"""rv."o
arons with the
,, *'"", ."'.*,o,iJil ;T?ff]"j:
H: :;JH',',T J:;il:::"":3;il,#,_"1."::
For posts
which constjtute,levels in an organized
woutd be decided first. First, cadre, entry pay
the n"y corrittee{ ;;;;;";,1*,"* rn the cadre
woutd be
;#:t'"T,il::,-jil,, *::: ;,;;": :;i;J#
determ ned ."0;;
::l
:^"::'rr1 "; I o.
"s
l;i;;il;";ffT[ff:"i,J]il,:r: T: i:.;,;# ff:ia i;
bv co u rts

corresponding cadres at the Centrl

e Then' the cadre structure would
aview to determin ing: - be examined with

a)
Whether the number of leve
less than adequate or
is desirable in te*, more than what
rn" o,lt-ll-1110-''ite'
in the roresoin$ and
b) rne pay structur;;; "r ; #::::::''ns*'tn level ln the cadre.
rhe terms of examination ""th
*or,,t'"t". central equiva rence, and,
feasibirity in1",.', ;;,#-1,'?"H:, ,
secondty,
recommendations *o,ro
o",.1"1",,i1'"r.";, #i;rl.J"
rnan enumeration of the promotil r.."i",lJfii,,iil,. i"1Ll;
w-ourd ease q,,.r", .",0i"i".1iH":ff r:l jf,il,jr.*ii:
certain cases, the recommendations ff::
about promotion;; "T:i,
:i,T"
the number of levels being raised ,;;.;';";;;:':"nd.tionat upon
or reduced. n r"',r,.iJ.", rr,,irri""lro
detailed discussion as to their functionatity o","*"n ro,
r."comm"ii"ilniil",o"'"..oratngfy.
2.2. Pay Fixation "no

14
 Chapter 3. Posts Where Changes are Recommended
3.1. Posts having pay structure of Gp Rs. lgOO
or below

Before the 6.'CpC, there were various class

lV posts below the then pre-revised
pay scale of 2750-4400. In the State
covernment, there were three levels of which the
lowest level was for the Orderly peon, while
the higher levels were for posts belo\r
Matriculation level but requiring some degree of
expertise. The 6th cpc recommended
doing away with Class IV posts totally and fitment
of these levels along with the
incumbents in the then pre-revised scale of
2750_4400 in the pay structure of pB1+Gp
Rs 1800. The incumbents at the levels
below the pay scale of 2750_4400 were initially
placed in a sub scale and they were to
be granted the prescribed pay structure of
PB1+GP Rs 18OO after completion of training prescribed
by the cadre controlling
authority in consultation with the General Adminjstration Department.
For the orderry peons, which were at the rowest
rever, detaired insrructrons were
rssued and training programs organized, folowing
which a| of them were granted a
revrsed pay structure of pBl+Gp Rs L8OO. Most of
the posts which were placed higher
than "orderry peons", for exampre, Gardeners, cooks etc,, which
are distributed across
severar departments continue to be in the pay structure
of -1S+Gp Rs 1650 simDlv
because their cadre controlling authorities have not been
able to devtse a tratning
program in consultation with the General Administration
department. lt will be
appreciated that the incumbents on these posts were performing
higher duties than
that of orderly Peons, but were placed at levels below them for which
no reverhas been
prescribed by the 7'" CpC. This presents the Commission
with a quandarV.

15
3.2.Clerks and Accounts Clerks
having broadly similar or
There is a plethora of posts in the State Government
these posts may carry the post name of
identica| functions' ln non-work departments,
departments' there is a division between
clerks, store clerks, accountants erc ln works
clerk in these departments has
clerks and accounts clerks. The post of correspondence
also posts of store
paritywith the posts of clerks in other departments There are
keepers in works departments'
these posts: -
There are 2 broad systems of pay scales for

. For the clerks/ correspondence clerksi and

. For the accounts clerks.
appointed prior to 1981
Store keepers fall in a separate category The storekeepers
those dates are similar to
enjoy parity with accounts clerrs and those appointed after
clerks. Originally, the recrultment qualification for
the post of clerk was Matriculation
'
junior accounts clerk was
while the recruitment qualification for the post of I
recruitment to the
Matriculation with Mathematics as a subject while that for direct
as a subject lt is to be
oost of senior accounts clerk was Intermediate with Mathematics
borne in mind that, originally, Mathematics was not an
essential subiect in
Matricu|ation. coming to the functions of these two categories,
the function of the
Accounts Clerks in works departments is essentially to verify
arithmetical calculations on
Bi||sofQuantitiesandonMeasurementBooks.withtheexpansionofworkbeing
performing simi|ar
executed in non.Works departments, the c|erks there, too, are I
etc'
functions of arithmetical calculations, maintenance of complicated accounts
pay
Historically, the posts of clerks and accounts clerks have enioyed different
scales. This has led to problems of cadre management and, of course, of
heartburn

amongst those who may be getting lower pay scales This has also led to other
problems, especially, that of fixation of pay of employees appointed on compassionate
basis on higher posts than they should have been to, according to Government
instructions in this regard.

16
 This Commission feels that these
divisions may no longer be necessary.
especially so because:_ This is

a the functions being performed by the

horders of these posrs are now
broadly s jmilar; and
b. Mathematics itself is now a compulsory subject in [,4atriculation.
In addition, the clerical cadre
is facrng cenatn genuine difficulties:-
i. Ihe demerger of the posts into LDCS
and UDCS: Even though the GAD has issued
cadre rules for the Muffassil clerical
cadre controlling authorities have
cadre of the district .i,,".ar"* tevel, most
not been to u"rrark o|. demarcate the
total posts into those of LDCS or "bt"
UDCS. This has led to stagnatron of the
incumbents at the level of LDC;
ii. Promotionar avenues: Thus, at the first rever, promotion
to the lever of uDcs is
stalled, and, at a second rever, p.omotion
to the rever of Head cr;rks is stared;
iii. Promotional avenues of accounts clerk: presently,
they have no promottonal
avenue beyond that of senior accounts
clerk. lt must be noted, though, that,
recenfly, a promotional avenue in the
shape of Divisional Accountant rn the grade
pay of Rs 4200/- has been creared;
iv. Pay structure for compassionate ground appointees:
As these appointments had
to be at the lowest level in Class lll, therefore, they
should have been appointed
to the post of LDC, or, if they are appointed to some
other post carrying higher
pay, they should have been allowed
only the pay of LDC. The foregorng has been
the consistent stand of the State. However, this stand
has come under strain
recently owing to certain judgments of the
Hon,bre High court. Be that as it may,
it may be concluded that the matter of pay scale
of appointees on compassronate
ground to posts other than those of LDC5
has created an additional comolication.

The pay structure for clerks and accounts clerks, at present,

is as follows:_

Accounts Clerks
Basic Grade GP Rs 1900/- GP Rs 2400/-
1'r promotional Ievel GP Rs 2400/- GP Rs 2800/-
2"" promotional level I cp Rs 42OOl_ GP Rs 4200/-
3 " promotional level GP Rs 4600/- Not Available

17
 are slightly different in terms
of their career
It is manifest that these two cadres
now start at a lower level' Vet
the final
prospects. Thus, though Clerl(s would
an outright
that of Accounts Clerks Therefore'
promotional level for them is higher than senioritv which
not be totally practtcable because of issues of inter-se
merger might Thus' while
arise especially at the levels of GP Rs 2400/- and at GP 42OOl-
would a more
of cadres performing similar functions is an.objective'
reducing the multiplicity the Commission
approach might need to be adopted One mechanism which
nuanced
deliberateduponwasdec|ar.ngoneortwocadresasdyingcadres.Thisseemstobea
feasibIeso|utionandwiIlbeexpoundeduponindetailinWhatfolIow5.
in
would address most of the grievances raised
The following recommendations
received by the commission The demand for paritY with Assistants
the representations
ofthesecretariat,however,cannotbemetbecausethejobresponsibi|itiesandthe
divergent
different and are still
recruitment qualifications have been historically

2.

18
 ittr" trrh ord"rr. Roth"r. if th"rq ,""*.JEtio-*-ffiirow
Go""^"nt th"n th" ittuorr. 9f thot Gou"-^liiiilourd *ith th"
e.bt"*on"" of th"r"
,ufri"" fo,
- bn
"n"_ "odr" "ontrolliro orthli-==:
"t ,O"n ,ro, oro-ortono,
UDC. Heqd Clerk ond Office
ororo"rO. TO" ,o,r" ,uooiiffi"r"O u,r. ,Or-
Suoerintendent. tf the iifiimotionot oosts
or" O,rf"r"r, tn orn ,0. ,oa", *or,O Ou &
"rro',,rO."rt. ,o ,or" U"",
t
tl"k trtt th" .-^,
:
", promoted
to the posts of tt is nrimarilv becouse lire contro ino
UDCs.
agthorities hove not been able to bifurcote
the oosts beiiil-ronks of Head
Clerks into those for LDCs or lJDCs. One
solution wouldEiix the rotio of
posts of LDC to UDC os
60:40 and to recommend that t;iccept-qnce
tecommendotions shall be token qs Government
or these
oporovol of the sdme without
the need tor onv seoqrote orders hovina
to be issued. This siion- however.
mov not work simplv becouse it hos not
wo*ed for the last l;eo6 or more.

of LDcs be qiven o oromotion to the oost

of tJDCs if thev;;;;oteted 6 vears

orders bv the resoective codre controllino quthoritv qrei;;;:

Further. the
Co^-istion -orld ,ecom-end thot cortrollina o-iiritv issre o,
order of bifurcation of the oosts in the"o"h "odr"
oool of LD(l qnd uDl;;ie rotio OO:40

the meroer of these two levels into the sinale

level of Clerk.
?, fir"ilr. rn"r rrt^*
be considered if combined exoerience meets the ,,Kqtavqdhi,, crite d. This is

dnd UDCS dte the some.

19
 rccommended st edch level'

3,3,Secretariat Assistants and Supervisors

appointed through a common examination and constitute the

Supervisors are
feedercadreforclassl|postsandservicesinsevera|departments,thoughsometlmes for the
be isolated posts with no promotional avenues The pay structure
they may
fixed one levei below that of Class
ll posts Normallv' these cadres
entry level posts are
wou|dnothavebeentakenupforconsiderationtogether,but,duetoreasonsof
the acceptance of the
subsequent to
historical parities having been disturbed
of the 5th cPc' to be required Prior to the 5th cPc'
recommendations "higher '""t' those allowed to.Assistants of the
'"io"nthan
Supervisors enjoyed pay tevets
being accepted by the State' Assistants
,"ir","rO,. witn ine ss cPc recommendations were granted Rs 5000-
granted the pay scale of Rs 5500-9OOO while Supervisors
were the 6th
80oo with the exception f"* ;;;; the situation remained the same after
"f "Assistants were initially granted the pay structure of PB2 +
cPc too. Thus, although the
GPRs42oo/'bythe6.''cPc,theyweresubsequentlygrantedthepaystructureofPB2+
GP Rs 4600/- The Supervisors,
however' remained at PB2 + GP Rs 4200/-'
they can't be given pay structure
The main grouse of the Supervisors is that
existed'
inferior to that of Assistants In vlew of
the historical relativity which had alwavs
paY structure of Assistants and has made
a
The 7'h CPC has deliberated upon the
be given a pay level higher than that
of PB2 + GP
categorical averment that they cannot of
Rs 4200/-. However, the Central
Government has not accepted this recommendation
7 to Assistants of
the pay structure and has granted replacement pay level
downgrading
the Central Secretarlat.
had been that they be granted
one consistent demand of secretariat Assistants
parity with Assistants of the Central Secretariat
both in terms of promotional avenues as
Committee' however' did not accept thls
well with regard to pay structure The Fitment
pay scale of Rs 5500-9000 to
totally. Rather, while granttng the equivalent entry
need to be organized similarly to the
Assistants, it said that the entlre structure would
be extended to this cadre'
central Secretariat Service for the entire set of benefits to
However,withoutthatexercisehavingbeencompleted,higherpayscaIeswere
extended to the Assistants of the Secretariat The cadre rules
of 2005 also do not serve

20
 similar to that of the centrat
structure of the State Secretariat Service
to make the
Secretariat Service
discussed the posts of the Central Secretariat
the 7th CPc has
In Chapter 7'l''
**..,i"?ii,.was*,raised
'""1ibv1:1i":X;:nru".lil ii
ll.,1"ill"ll"'ill,1ii
or the Assistants
t'
""";ffi;";; ,* :t payi: ofLtjlr..:"Ji:::f:l:
exampre while *" :t:
::,:'^;"""r, n.,rade Rs. z

it, but subrequEx" ,-",*o

Government accepted be given level 6 in
the matrix
recommenl n- ln"lorr""*,
has made a very clear -' Rs 4200/-'
or
srade pav ^'>^ot-
ili,Xilril;;;:-revised

matrix' is thattheir PaY

As has been noted
earlier' themai:::::H"i:["".!il:[ should not have
accepted bY the
::::T:'."","":TTi!:fi :":.1Tm:t jll*:::;T":i; of the PaY matrtx
Government,then rePlacement Pa\
grievance'
should redress their

Cadre in the secretariat

3.4. Personal Assistant

Assistsnt codrc os well'

Staff Cadre
3.5. Electronic Data Processing
qualifications have been
posts at different levels with varying educational
Various to
departments for these functions The pay structure sanctioned
created in various
Rs 24oo ;o GP Rs 6600
However' these posts are isolated
these posts range from GP
either within departments or
within groups of
yet been formally encadred
and have not which could
The Fitment Committee had made certain recommendations
departments.
because that would have required a high degree of coordination
not be acted upon
amongst various dePartments'

21
 importance or this cadre
j;":":::'the
".,""1:: :il:11:'l
wrt\ increase,51tth

n:,ri";;r*l;:*:l#i:ili:i.:nfl ^:i::fl
oepa-rtments Presently,
:1 j,:::**;,7
meetrng this requirement Government is
,nrou"in^]lllout
outsourcins of this function
to* oo*rnr"i, r;;"r,#;i:" throush BELTR9N,
a
not an extremery opr,r", to the commission that th
,"" lro. "oo"ars arrantement
e.s., Resistration Department,
o,. *'^'11'ry'nln: ",-ut';;;,;';;:.:;Js
is
I
etc. In general, Government
' n"r r.1u^il1-lo""tt't"' "
r', ."tt"r.;:iiil:"tTJr"j: {,

estabrishment. -- -rnctroned very few such posts under

the permanent
The Commission
would comr
this catesory ,"u,i",# ;.,j;:::L:,",:,:astavailable
the runctions beins perrormed
by
" or the s".ru,*r-'l -
the clerical cadre through outsourcing,
with
point out to the ,"d*,r"oinu The commission
would like to
hlvinc no tl*" t"nctions
"i""'-l.Aststant.cadre performed
0""-"' or",n",,"ln'"t"'"t:::t- by outsourced staff
ortenure. Goins ror*",r,;:;;;;;ilf;ff:Tffi::,... rons period without
security
a. Continue with outsourcing
fo below class 2 levels Existing
these levels be merged personner at
*irt ri^Tttl cadre or the
may be. Further, ,n" Assistant cadre, as the
,.".rr,rr]l,tl"'ical
qualification for clerks case
be raised to as well as for Assistants
'";";r;.;" ;;::t one-year Diploma in computer
Graduation ** o*r"il
o"ri Ploma in computer Application
Application or
Needless to add, thu ,.".rrit.n"1D respectively.

, ::j"T:'I"";:::":jtff TJ{,,#*:JIlTilt"iff: ;:m:;:

o"pa.tm"nt
",";;il;1"j;:T
'' the reliance
constder reducing
T:'::::,,f1il::J::: :ff'J**
outto"ted
on staff and increase the sanctioned
strength of employees uno", permanent establishment
promottonal avenuesare so that sufficient
availal
in- criticar areas or
s""",""".". J;:,:,n",f ;':::"J,"#::Ji,T l:;i;,"1*
of the heightened reliance on
I staff at present' a minimum ratio
50;50 for the permanent staff of
aiutsourced
]o outsourced staff in each establishment may
vrsuatised. be

22
 that

il:."",i*ffi
The high

option "b" :"T,H

ili5.i"lti,lff :1
ar i-
and coordinatron- odd. onc" ddto
i degree of monitorinS ,:" ;";i;-, b ,

3'6'state servi'es cadres

"^+^ c6^'i'ec and state
Here,theentrypav":::::l::Hl"T;:T:,,;^"*;tXfr*k::;f :
i;T:['"'.'$:lfl Hj"'i1"#i:::'i*^*:*::iilru;:::il:l;
:
*l'"t,
j,#i:ilit;l-'"'#'i.t",ffi
stl 1*
l,r,nut tnt'" the entry PaY

:"J#J:: "::l 6:: y . "'::i::g;il I *:k*::i :f ;l

of servrce'
Rs 54oo/- after 4 Years

il;::,:: :::l',Hl,ll'.iri#$l1-,t-,t#xjfi :"'J,'ffi *1;il

ti

ITlil,ilili"l;llff
'.llii*:ilf I:':i"'i:
uot'""'- :Xi:it:",*l:Hi:ff
"',-^-.|."- t"" l"
led to demoralization amongsr that' too' srven the upgraded
be siven
pay
bv arl other state services
;::,';;;';;;;'
structure.

commission that' under the cover of

It has further been observed by the
new levels have been
formulation of new cadre rules, several :'":t"t]l:"11""::t:::
services and the state cadres has
t""-;."t:' ;.nil;'*" o'n"'"*" between state

23
 brurred with most cadre ru\es now pr0daiming that
::..:"::.Jl::".'"*'v thg\ an a

Pre-revised pay
Recommended level
in
structure
pay matrix
Easic Grade
P82+Gp48OO
PB2+Gp5400
rn srtu upgradation to
PB3 + GP 54OO
1" p.omotiona|IG
PB3+Gp660a
z promotional level
PB3+Gp7600
3'" promotionii Levet 12
teG PB4+Gpf700_--
+" promotionit iEv-J Levet 13
PB4+Gp89ba
5'' promotionai t&J
PB4+Gp10!00--
(if applicabte)

>

3.7, Bihar Engineering

Service

r ne pay structure for members

of Bil)ar Engineering Service
is as follows:

Desitnation
Unrevised pay Scale
Assistant Engineer
PB2+GpS4OO
Executive Engineer
Superintending Engineer
PB4+GP8700
Chief Engineer
PB4+Gp8900
Engineer-in-Chief
PB4+GP10O0O

24
 One long standing demand of the service
associations has been that they should
be given entry pay in Class j. scale in line
with the Central Engineering Services. This
demand has not been acceded
Government or by the state Gov",":"il,""iJ::;:T;I:ililJ:" ;:". :n::
1
The general view has been that State Services
have parity wjth the Bihar Admjnistrative
Service, which itself ls a Class 2 entry level
service owing to its parity wrth DAN|CS. The
vrew has, therefore, been that State Services
shall be at Class 2 level at the entrv level.
Another demand of this service is to create a level
between Executtve Engineer
and Superintendent Engineer which shall be eligible
for pay structure of pB 3 + cp
7600/-. ln the Government of lndia, there are two
levels of Executive Engineers, one
carryrng the pay structure of Gp Rs. 6600/_ and
the other carrying the pay structure of
GP Rs. 7600/-. The Government may consider creation
of this rever in the various
engineering cadres because there ls stagnation at
the Ievel of Executive Engineer in the
State Government at the level of Gp Rs 6600. The
Government may opt for either:
. A fixed percentage of posts being earmarked
for this level;
. Or it may consider granting in situ upgradation to that level
after
completion of a fixed number of years in the Gp Rs. 6600.

level ds Seniot Executive Enoineer,

A further demand has been made for enhancing the pay

structure for Chief
Engineer and Engineer-in-Chief under the State
Government. These posrs are currenfly
enjoying the pay structures of pB 4 + Gp 89OO/_
and pB 4 + Gp 10000/_ respectively. The
demand is to raise them to levels of pB 4 + Gp IOOOO/_
and Rs. 80000/_ fixed
respectively.4

25
3.8. Bihar Health service

members of this service association'

There are several demands made by the
being at three levelsl
These, however, can be summarized as

pay;
a. entry pay equivalent to Group 'A' entrv
b. grant of fixed pay of Rs. 80OOo
(unrevised) to Director-in-Chief;
made in service conditions or
promotlons
c. recommendation that any changes .
suo motto applicable in the statej and
avenues under DAcP scheme should be
d. grant of Non-Practicing Allowance'

At the outset' it must be

Now let's take the other demands up for consideration
clarified that this Commission is of a very firm view
that the health sector in the state is
for the state' in its time had
in Oir" n""O of a revamp The 2nd Pay commission
granted in the neighboring states of
recommended higher pay scales for doctors than
felt that unless higher pay was
Uttar Pradesh and West Bengal Decause the commission
more backward state
granted, phYsicians won't be attracted to work in a comparatively
of vacancies subsisting in
tite ginar. The commission is cognizant of the huge number
of Specialists lt is also aware that
the cadre of both General Physiclans as well as that
these vacancies are subsisting despite efforts to
fill them lt appears that well qualified
doctors are not willing to work in the rural areas
of the state due to various factors'
present discussion' the Commission does
While other factors are not germane to the
Doctors away from Government The
feel that pay structure ts one malor factor keeping
pay at the entry leve| in view of
commission, however, is not in favour of increasing the
State Services'
the historical parities at that level between the various
Commission is aware that In
As regards grant of Non-Practicing Allowance' the
Non-Practicing
the past there were several instances where doctors were drawing
practice as well This was the maior
Allowance while found to be indulging in private
reason for withdrawal of this facility in the
past The commission is also aware of the
especially in PHcs
rampant absenteeism being reponed from the health establishments
pay structure in the
etc.5o, the Commission would not like to recommend enhanced

26
 shape of Non-Practicing Allowance. However, it would like to recommend improved
promotional prospects for doctors.

a
Service os well.

3.9, Bihar lail Service

The pay structure at present is as follows:

Present Pay Scale

Basic Grade (Deputy PB2 + cP Rs 4800/-
Superintendent)
Superintendent, District jail PB2 + GP Rs 5400/-
Superintendent Central PB3 + GP Rs 6500/-
Jail/Assistant Inspector General

The reason for granting 10000-15200 to the superintendent,

centrar Jair has been
discussed in the Fitment Committee Report at paragraph g.12,14.
The Fitment
committee found that the posts of superintendent of centrar
iair are manned bv the
personnel of Delhi & Andaman Nicobar Officers (DANICS)
of the Selectron grade. Since
the selection grade for DANICS is 1O0OO_15200 accordingly the
Fitment Committee
recommended pay structure of 10000_15200 for thjs post. pay
The Committee, too,
based its recommendations on the same understanding.
The Commission feels that this
might have been a bit harsh on the members of this service.
It is to be noted that the hierarchy of Superintendent of Jails
woutd follow the
hierarchy of Prisons which is Sub Jail, District Jail and
Central Jail. Further, Bihar Jail
Service being the long-established State Service should
be entitled to the same pay
structure as that of other State Services. Beyond the post
of Superintendent of Central
Jail, a functional level of Assistant Inspector General, prison
is posed and above that a
post of Deputy lnspector General has been visualized
although the post of Deputy
Inspector General doesn,t seem to be In extstence.

27
sttucture:
Pre-revised PaY Recommended level in
structure PaY matrix

Basic Grade PB2+GP4800 As for other State

Services

PB3+GP6600 Level 11
1" promotional level
2nd promotional level PB3+GP7600

3'd promotional level PB4+GP8700

(if PB4+GP8900 Level 13A
4'h promotional level
the post is sanctioned)

3.10. Bihar Administrative service

TheBiharAdministrativeServicehasseenamajorrevampafterthepreviousPay
cadre strength has been
Committee recommendations. Essentially, the sanctioned
reduced and new promotional levels added or the
number of posts in promotional
has changed from being essentially
levels augmented. The character of the service too
the level of the lAs to a
the prime mover of administration at the field level below
secretariat oriented service The superfluous strength
of the cadre is being utilized for
in the period that either that function
various other functions of the State Government
is taken over by the specialized cadre created for that
function or till the actual cadre
strength reaches the sanctioned cadre strength levels'

cadre structure as is prevailing

The Commission would like to discuss the 6-tiered
in the number of pay levels should
in the BAs now. As noted in chapter 2, compression
lead to reduction in levels in each cadre while in
the case of the BAs' it has resulted in
officer, on promotion to the |A5, is
an increase! Thus, We have a s|tuation where a BAS
he would be entitled to if he were
entitled to a pay structure which is inferior to the one
of eligibility norms or because
not promoted to the IAS either because of non-fulfillment
of BAs officers getting the
of having crossed the age limit for consideration The number
oav structure of GP Rs 10000/- on promotion
to the lAs is far lesser than the number of

28
 those officers of the BAS as could not get that
elevation into the lAS. The situation is
different in the Bihar Police Servlce where there
are now no posts above the Grade pay
of Rs 8700/-.

3.11. Eihar Industrial Training Service

There are two cadres, The first is that of Instructors

and the second is that of Vice
Principals of lTls. Although the cadre
of Instructors is not a State Service, jt is being
taken up here for better appreciation of the
cadre. rn the cadre of rnstructors, there are
three levels, viz Instructor, Head Instructor/Technical
Assistant and Assistant
Superintendent, owing to compression in
the number of pay scales, all the three have
come to lie in the same pay level of pB2 +
cp 42OO/_.
Now the apex level in the cadre of lnstructors
constitutes the feeder level for
promotion to the rank of Vice principal,
lll which post presently has a pay structure of
PB 2 + GP 4600. tt is obvious that any
change in the pay structure of this cadre
would
rmpact the pay structure for the cadre
of Vice principals as well. There are rwo possible
solutions:-

(a) retaining the three_tiered structure of the

Instructor cadre and granting it
upgraded pay levels while also upgrading
the pay level of Vice principal, tTl
to Gp Rs. 4900/_ and simultaneously recommending
removal of the
provision of the promotjon from the
cadre of Instructor to the Bihar
Industrial Training Service; or
(b) reducing the number of functional levels
in the cadre of Instructors from
three to two while raising the pay level appropriately
for the first
promotional level of this cadre whjch
is that of Vice principal, tTts.
The Commission, after due deliberation
and consideration of the representattons
received on this regard, feels that removal
of provision of upgradatton to a higher
cadre might lead to loss of employee morale.

29
 level 6 andlbc romotional level ot level 7:

ovoilabte.

3.12. Bihar Excise Service

of not only the Bihar Excise Service but the entire Excise
The structure
Enforcement machinery is being taken up for
better appreciation and claritv under the
EXcisecommissionerate,thevariousfunctionariesmaybeenumeratedasfolIows:-

Mode of Grade PaY

Sl. No. Post name
Selection
Direct 2000
I Constable
Direct and 2800
2 A.S.l
promotron
Direct and 2400
3 s.l.
promotion
Direct and 4200
4 InsPector
promotlon
Promotlon 4800
5 Superintendent
Promotlon 5400
6 A<sistant Commissioner
Promotion 7600
7 Dehutv Commlssloner
Promotion 8700
8 Joint Commlssloner

structure would make for an extremely

It will be readily manifest that the above
Commission feels that the number
of levels
inefficient cadre managemem sYsrem The
direct recruitments oe made should be limited The commission is also
at which

30
 cognizant of the anomaly in the pay strucrure
especially at the level of Sub Inspector,
Inspector and Ass jstant Commissioner.

(e)
recommendotions mqde qbove: ond
(f)

riculture Service

Bihar Agriculture Service is vertically divided

into various silos, which are called
"Categories". Movement from one
quarirications ror recruitmentto
"J::,t"]":;::tj,:ji,::T:.:f,1";: #::11:j:
cadre is the category 1 (Agronomy) cadre.
The other cadres are category 2 (Agriculture
Engineering), category 3 (Chemistry),
category 7 (Horticulture) etc. Cjre rutes
for these
four aforementioned cadres have been framed
in the year 2014. Each vrsualizes a four_
tjered cadre of Assistant Director/Deputy Director/oint
Director/Additional Director. lt
appears that the post of Additional Director
is available only to members of category
1

3t
 have
and that the other posts of Additional
Director mentioned in the said cadre rules

not yet even been sanctioned.

so n ctio14!-l9L!h9!E9SE:

Pay Level Recommended

Assistant Director
Deputy Director
Joint Director
Additional Director
(only for categorY 1-AgronomY)

3.13. Bihar Industry Service

cadre
Bihar Industries Service is a six-tiered
According to the cadre rules of 1987'
five tiered with the apex post of Director'
The pay structure sanctioned, however' is
Technical being granted the pay structure
of PB 4 + GP Rs 8900 and the posts of
is for
Director and Joint Director both lying at PB 4+ GP Rs 8700 The demand
Additional
Director to PB 4 + GP Rs 8900 and for
Director'
raising the pay structure for Additional
a five
Technical to PB 4 + GP Rs 10000
The Fitment Committee had recommended
The
pay scales up to Rs 16,400-20'ooo were sanctioned
tiered structure and accordingly
Managers and Deputy Directors to
be
Fitment Committee had recommended Functional
The Fitment Appellate committee upgraded the pay scale for Depuiy
at the same level.
Director to Rs 12,000-16,500 and that
of Joint Director at Rs 14'300-18'300 As a
lie at the same level lt is to be noted
that
result, Joint Director and Additional Directors
Deputy Directors in the state are already
the Fitment committee has already found that
getting more than their Central counterparts'

(a) The cqdre rules be rcviewed to mske d five tiercd'

32
 3.14. Minority Welfare Service

Thjs is a new service constituted in the year 2011. The

relevant cadre rules are
the "Bihar Minority Welfare Officer Cadre Rules, 2013,,. The basic grade
ot the cadre is
made up of District Minority Welfare Officers. They were placed
in pB2 + Gp Rs 5400/_.
This was the level allowed only to the 6 so called ,,premier,,
Services. As regards
functions, the functions are no doubt important, but
are decidedly a notch below the
functions attached to the post of members of the BAs and
the other so caired ,.premier,,
services. The grant of elevated pay structure to this service
has led to resentment in
other services. The Commission is of view that they cannot
be placed at any level higher
than other State Services. The Commission, accordinalv, recommends their

3.15. Bihar Cooperative Service

The cadre rule of Bihar Cooperative Service was constituted

in year 2011. In chaoter ll
para 7 of the Cadre Rules it is mentioned ,,unless
that there is any provisron repugnant,
the related provision for direct recruitment in the Bihar Administrative
Service shall
remain effective for direct recruitment in this service
too.,,The Committee recommends
repealing of this para by the Controlling department. However. the Commission

Stdte Seryices,

3.15. Bihar Child D€velopment Service

It appears that cadre rules have been framed in the year 2015 after the previous
Pay committee submitted its recommendations, The requests are for recognluon as a
state service and, accordingly, grant in situ upgradation to pB3+Gp Rs 54OO after 4 years
of service as well as recommendation of pay structure for the promotional posts in this
cadre.
 Replacement PaY scale
Entry Level same as other State Services

First promotional level

second promotional level
Third promotional level

3.u. Bihar child Protection Service

No posts above the basic grade are sanctioned a t vesent. IEtrEglgL-the

tl

Replacement PaY scale

same as other state
Entry Level Services

ilst orornotional level (once sanctioned)

second promotional level (once sanctioned)
ft'irO pro.otionat tevel (Once Sanctioned)

3.18, Other State Services

No change is recommended for the other State Services'

.1

3.19. Laboratory Staff

The eligibility criterion for Laboratory Technician is l.Sc and DMLT. At present
the pay scale granted under 6th PaY Committee for Grade ll Technicians is PB 1+ GP
2800 and for Grade I Technicians is PB 2 + GP 4200 respectively. Laboratory Technicians
have sought parity with their Central Government counterparts who have been granted
higher pay scale under 6th cPC i.e. PB 1+ GP 4200 for Grade ll Technicians and PB 2 + GP
4200 for Grade I Technicians respectively. Both the Fitment Committee as well as the
Pay Committee have dealt with the matter of Laboratory staff. The Pay Committee had
recommended that Laboratory Attendant, Laboratory Boy and Laboratory Khalasi and all
other similar posts which do not have any specific recruitment qualification attached to

34
them, be placed in level 1. This Commission further recommends thot these posts no
longer carry the present post ndmes. Rdther they should be brcught in the generol
pool ol the erstwhile Class lV stoff in line with the rccommendqtions being mode
lor
this category of personnel in in poro 3.7 ol this chopter.

As regards those posts which have some technical qualification attached to them,
in accordance with the recommendations of the Fitment Committee, the paV srrucrure
of PB2 + GP Rs 4200/- was granted to those posts where the recruitment qualification
was B.Sc. with DMLT. In certain cases, pay structure of pB 2 + Gp Rs 2g0O was granted if
the recruitment qualification was LSC./B.SC./DMLT. In other cases, the pay structure
granted was the replacement paV structure.

In the Health Department, the department, jn the meantime has drafted cadre
rules for the Laboratory Technician Cadre, where the recruitment qualification has been
prescribed as l.Sc. + DMLT. Now the demand is that all incumbents to be given the pay
structure of corresponding to PB 2 + Gp Rs 4200. lt is to be noted that, under the
Government of India the pay scale of 4200 is applicable onlv if the recrurtment
qualification is B.Sc. with DMLT.

pov motnx.

3.20. OtherTechnical Posts in the Health Department

rccommenddtioni

1. O.T. Assistqnt
2. Lqborotory Technicion (Dentol)

35
 3. X-Rdy Mechqnic
4. x-Roy fechniciqn
5. E.C.G. fechniciqn
6. Phormdcists
7. Lob Technicion
8. Medidn Mon (Ldb. Assistdnt)
9. Medicol Record Technician
70.Others, if dny.

mqke it functiondllv rcdlistic.

3.21. Filaria Control Programme, Health Department

The Superior Field Worker and the Insect Collector under the Filaria control
Programme were granted PB 1 + GP Rs 18OO by the Pay Committee. The Superior Field
Worker and the Insect Collector have claimed that they are class lll employees and theY
have to qualify Hindi (Noting & Drafting) Examination along with Computer Proficiency
Test. Their basic contention is that after the pay scale upgradation of trained class lV
emolovees to PB 1+ GP Rs 1800, the anomaly in pay scale needs to be rectified lt has
been pointed out in this regard that relevant cadre rules have been drafted for them in
which recruitment qualifications have been prescribed as Intermediate The said cadre
rules also provision creation of 3-tiered structures for the 2 cadres separately'

At the outset, it must be noted that there exists no rationale for a blanket
upgradation of the pay structure of the basic posts in both these cadres However, in
view of historical relativities having been disturbed, the commission feels that upgraded
oav structure should be made available at the higher levels.

Accordinalv, the Commission recommends thoti

reolacement pov level of level 7 Ptovided;

.

36
 3.22. Dresser/Dresser-cum-Compounder

Dresser/Dresser-cum_Compounder are
working under different departments vjz.
Health department, Home Department, Science &
Technology Deparrment, Animal
Husbandry Department etc, The eligibility
criterion for Dresser/Dresser_cum_
Compounder is Matriculation along with certlficate
course from a recognrzed institute.
Their nature of work is of primary aid, The sanctioned
scare for this post rs p8l+Gp Rs
1650 which has now become redundant.
Now the scale sanctioned for the Matriculation
level post is pB1+Gp Rs 1gO0 and Dresser/Dresser-cum_Compounder
have an additional
qualificatlon. The cadre rules have
been notified for the Dresser/Dresser-cum_
Compounder whjch provides a four-tiered hierarchy.
While the Commission is agreeable
to raising the pay for the basic level, but is of the opinion
that a 4_tiered cadre hierarchy
is not required for this post.

3.23, Dresser-cum-Compounder in Health Department (lndigenous)

Incumbents on the posts of Dresser-cum,Compounder

in Heatth Department
(lndigenous Treatment) have been
selected on the basis of Intermediate (Biology)
with
50% marks and five years'experience
in Government Hospjtar. The sanctioned scale
Dresser-cum-Compounder with the mentioned
for
qualiflcation is pBl+Gp Rs 1900. They
have demanded a pay scale of pB2+ Gp Rs
2800 as like pharmacists_

3.24. Civil Court Cterical and Stenographer Cadre

Civil Court Clerical and Stenographer

Cadre have demanded Graduate level pay
structure in light of the judgment delivered
in CWJC No._5456/j.994. By another
Judgment, the minimum recruitment qualification
for the appointment of Clerks in Civil
Court had been raised to Graduation. Vide the
said judgment, the State Government
was required to form a view about the pay
structure to be granted to these employees.
It is not very clear as to how the judgment of 1997
is being pressed before this

37
 been made before the commlsslon as
commission. No reference of the Government has
in the representations can be taken'
vet. As such, no separate view as praYed for

demands, it is to be noted that this

As regards independent examination of the
parity with the Clericai cadre of the
category of employees had always enjoyed
Collectorate. Therefore, recommendation of
a different pay structure than that for
recommends
coflectorate clerical cadres is extremely dillicrlt The commission

to it bv the concemed Administrotive Deoqrtment'

1423 Agriculture Inspector and 587 Block
Agriculture Officers
3.25,
is and never was
It is to be first of all categorically pointed out that there
existence of any category of posts in the
Agriculture Department with the nomenclature
naturally arises as to whv these posts
of 1423 Agriculture lnspectors The question then
are finding a mention in this report While
it is true that no posts of this name have ever
over the past roughly 27 Years' which iS
existed, there has been a history of litigation
why these are being mentioned here too ln addition' a representation has been
Association' raising preciselV the same
received from Bihar Agriculture Graduate Service
Committee' the Fitment
points which have been cate8orically denied by the Fitment
Committee, the Pay committee' the Agriculture Department as well as bv the
Appellate
State Government.
blocks as the name would readily suggest'
In brief, Block Agriculture officers man
Department akin to Supervisory level
Then, there are various posts in the Agriculture
posts of other departments These are manned by
Agriculture Graduates and do not
Service This is precisely the group of
constitute a feeder cadre for the Bihar Agricutture
1423 Agriculture Graduates and has demanded
employees which has classified itself as
a pay
held by these employees already has
class 2 pay scales. Each of the posts that are
Therefore' no separate consideration is
structure of PB2+GP Rs 4200/- attached to it
of this service association The general
being made on the representation
in this chapter shall apply'
recommendation for Supervisors made elsewhere

38
 3.26. Bihar Revenue Service, Bihar Rural Development Service and Bihar Urban
Service

The first two are newly created services. The Rural Development Service is
meant
to man post from the level of Rural Development Officers onwards to Block
Development Officers. The basic grade post of Bihar Revenue Service is
Circle Inspector.
The cadre rules of Bihar Revenue Service and Bihar Rural Development Service
were
notified in the year 2010. The pay structure for the basic grade for both the services is
P82+GP Rs 42OO/-. They have contended that they have technical problems
in
administering the office due to the pay structure being similar to the Supervisory
cadre.
The claim raised is that their pay structure can also be upgraded simjlar to
other
posts whose pay structure has been enhanced after the recommendations
of the pav
committee From perusar of the cadre Rures of these two services, it is apparent that
the basic grade for these servjces has been consciously kept at a level equivalent to that
of Supervisors while the posts of Block Development Officer and Circle Officer, which
would constitute the first promotional level for these cadres, are already placed at
a
level equal to that of entry level for the class I state services. No chonae
is therefore

The Bihar Urban Service Cadre Rules have not been formulated. The pay
scale for
the basic grade post of this cadre is pB 2 + Rs 4600/_. They have sought parity with Bihar
Administrative Service as they have been selected through the same examination
and
need to perform same duties as performed earller by the members of the Bihar
Administrative Service. Their main demand is recommendation of a Cadre hierarchy
alongside upgradation of the entry pay structure. cadre review shourd be
carried out by
the administrative department concerned and suitable pay structure notified by the
Finance Department. The present stage is pre-mature for the Commission
to take anv
view on the proposed structure.

3,27, +2 Vocational Teachers and Laboratory Assistants

The present pay scale of +2 Vocational Teachers and Laboratory Assistants is

PB2+GP Rs 4200. The +2 Vocational Teachers and Laboratory Assistants
were recruited
by the State Government under the ,,plan Head,, in the unrevised pav
scale of Rs 15OO_
2750 in the year 1993. The recruitment qualification for these +2 vocational
Teachers is
Master Degree/Engineering/Technical Degree in Medical or post Graduate Daproma
in
the concerned trade. At present these incumbents are getting pay in the pav structure

39
 joining
of pB2+Gp Rs 4200. They have demanded reasonable pay scale from the date of
in accordance with the judgment passed in cWJc No 1054U2009 The administrative
+2 Vocational
deoartment had recommended the pay scale of PB 2+GP 48oo/- for these
Teachersfrom0l.0l.2006.LaboratoryAssistantshassimi|ar|ysoughtparitywith+2
as Vocational
Vocational Teachers on the ground that they perform the same functions
Teachers.

It appears that the incumbents were first appointed against posts under the
"PIan category" and subsequently brought under regular "Non-Plan"
establishment in
pay scale
the vear 2005. Initially, they were getting fixed pay at the initial stage of the
cwJc
notified in the recruitment advertisement. subsequent to the High court ruling in
No..10541/2009, it has been ordered that they be granted regu|ar pay sca|es With
regular increments in the prescribed pay scales since ihe date of appointment
The

Hon'ble High Court had ordered on 08.10.2010, that, "the respondents will take
steps

for fixation of the pay scales of the petitioners, revised pay scales and increments
letters from the
treating the said corrections to have been made in the appointment
date of their issue itself."

According to the appointment letters, Instructors have been appointed

at the
had been
initial stage of the then pay scale of 1'500-2750 while Laboratory Assistants
aDDointment at the fixed initial stage of 1400 in the then
prevalent pay scale of 1400-

2600.TheseWererevisedandbroughttothe|eve|of5000-8000inthepayStructure
When the
effective from 01.01.1996 and further to PB2+GP Rs 4200 from 01 01'2006
Department'
file for compliance of the Hon'ble High order was marked to the Finance
the Finance department riShtlY noted that the pay structure has been alreadv
prescribed and it was noted that if the incumbents have anY grievance' they may
as well as
approach the next Pay Revision body. Now, the administrative department
pays structure of
the incumbents have respectively recommended and demanded the
placement in level
6500-10500 from 01.01 1996, PB2+GP Rs 48OO from 01 01 2006 and
8 of the Dav matrix from 01.01 2016. The grounds adduced in the favour of this
and therefore'
recommendation/demand are that they are equivalent to +2 teachers
they should be given a paY structure equal to that of the +2 teachers
in
The commission has discussed the posts of Instructors in the lTls elsewhere
of lTls The
this chapter and has recommended placement in level 6 for the Instructors
qualification' the
Commission is of very strong view that, in terms of their recruitment
incumbents can't claim superiority over instructors of lTls This is all the more so

40
 oecause the Instructors in lTls were appornted
against the permanent posts under the
"Non-Plan" head while these incumbenrs
were appointed on the temporarV posts under
the "Plan" head.

07.07.2016.

3.28. PBX Operator of coverno/s Secretariat

The pay scale for pBX Operator of Governor,s Secretariat is presently pB1+cp
Rs
1900. PBX operators in other departments of the state Government
have been
sanctioned the pay scale of pB1+Gp Rs 2400 and an unrevised pay
scale of Rs 40OO_
5000. on the basis of equivarence and the recommendation made
bv Governor,s
Secretariat, !t
Secretdiat.
3.29. Mender cum Book Binder GrouD ,C,
The Mender cum Book Binder,s cadre rule has been notified
in year 2014. The
recruttment qualification for the Mender cum Book Binder,s is
Intermediate and two
years' experience of book binding in any institution
or short period training in record
preservation from National Archives. The pay
scale sanctioned for thjs post ts pBl.+Gp
Rs 1900. The Mender cum Book Binders have contended
that their post is higher than
Record Keeper who are placed at pB1+cp Rs 2000, accordingly
their pay scate should be
revised. The Commission feels that Mender cum Book
Binder,s should have some
advantage and they should be sanctioned higher pay
scale. Accordinolv, the
Commission recommenrt< lcvat t f^, rh-
'c.
3.30. Assistant Director, Research Win& public Works Department

Assistant Engineers of pwD are posted and Research

Assistants of the Research
Wing are promoted to the post of Assistant Director. presently,
the pay scale of
Assistant Director, Research wing is 6500-10500 in the
unrevised scale and pB2+Gp Rs
4600 in the revised pay structure. They have demanded parity
in pav scate with
Assistant Engineer.

41
3.31. Librarian/Library Assistants of different departments

Posts of Librarian/Library Assistant are to be

found in various departments A
pay structure of the incumbents
very strong case is made out for upgradation of the
qualification in the representations
holding these posts based upon their recruitment
receivedinthisbehalf.TheFitmentcommitteeinparalT.8Vo|||hadprovided
decided upon a
replacement scales in the interregnum till the State Government
various posts taking
uniform system of deciding upon recruitment qualifications for the
and the
into account the size of libraries, the specialization of the books of the library
clientele they cater to. This exercise has not yet been carried out by
the State
Government. Z!!

3.32. MalarialnsPector

TheHea|thdepartmenthasframedtheBiharMa|arialnspectorcadreRu|ein
received in this
2015 whereby it has created a four-tiered structure The representation
regard has requested for recommendation of pay structure for
the promotional posts in
view of the fact that earlier it was a flat structure having only one
layer' placed at PB2
GPRs42oo'Thecomm.ssionlsnotinfavourofcreatingpromotiona|leve|sjustfor
be defined for
benefitting the members in the cadre when functional levels cannot
a matter which illustrates
reasons of administrative efficiencies. This seems to be exactly
Inspector'
the above. The levels proposed are of Malaria Inspector, senior Malaria
Obviously' these
Malaria Inspector Supervisor and Senior Malaria Inspector Supervisor'
to these
are not functional levels, but created just for grant of promotional benefits
members.

Accordindlv, we rccommend thot:

a. The cadre be reviewed to make it at best a two-tiered codre'

tor
b. subiect to the obove exercise beino corried out' the Dav structure

motrix.

42
 3.33. Bihar Audit Service Rules

The Finance Department has, on 20.02.2017 has

notified the cadre rules for Bihar
Audit Service. This visualizes a seven_tiered cadre with
100% direct recruttment at the
first tier and 50% direct recruitment at the third tier.
All other tiers and the balance 50%
at the third tier are to be filled up by promotions
only. prior to this the posts were not
in the form of a service spanning several levels.
Rather, there were posts, some of which
were filled up directly and some through promotion
from subordinate posts which were
governed by circulars. The cadre rules
have been framed with a view to strengthening
the audit machinery in the state in vjew of the increased
responsibility being conferred
upon the Audit wing in the shape of local bodies,
audit.

Post Name Pay Level Recommended

w.e.f. 20.03.2017

Senior Auditor
Assistant Audit Officer
Audit Officer
Senior Audit Officer/Assistant Director
Deputy Director
Joint Director

3.34. Urdu Translators, Raibhasha Department

The Assistant Urdu Translators of Rajbhasha directorate

are recrujted on the
basis of educational qualification of Intermediate (+2)/equivalent
with at least 100
marks in Urdu subject from any recognized university/Board.
The minimum educational
qualification required for direct recruitment to the post
of urdu Translator is Graduation
or equivalent with Urdu subject from any recognized University. The pay
scale
sanctioned for the post of Assistant Urdu Translators
of Rajbhasha directorate rs p82+Gp
Rs 2400 and of Urdu Translator is pB2+Gp Rs
2g00. The cadre rules tor the Urdu
Translators has been notified in the year 2016
through which two additional promotion

43
Dosts named "senior Urdu Translator" and "Translation
officer (Urdu)" has been
created.
opinion about the
The demands of the Urdu Translators and the commission's
demands are as follows:-
ano
a) That they should be treated at par with Translators of Law Department
the replacementpay level in the new structure should be sanctioned
accordingly lt is instructive to note thot the Tronsldtors
of Roibhosha

deportmenthovethesomeeducotionalqualificotionandsomepoystructure
os Assistont Tronslator of the Low Deportment; and
enjoyed by
b) That the upgradatrons under the ACP Scheme are inferior to those
ACP upgrodotions qnd
Urdu/Hindi Typists under the same Directorate Again'
why the 6th cPc
the anomolies ar|'ng out of these ore the moin reoson
discontinued the AcP scheme ond fromed the MA'P
scheme

Post Name Pay Level

Recommended
Assistant Urdu
Translators
Urdu Translators
Senior Urdu Translator
Urdu Translation
Officer

44
 Chapter 4. Matte.s referred to the Gommission
by the Finance Department

4.1. Personnel under the State Archives, Department of

Cabinet Secretariat

The posts in the State Archives and the pay structure

available to them is just two
tiered at present. The post of Director of Archives is in pB +
3 Gp Rs 7600 while all other
posts are in pB 2 + Gp Rs 4200. The Department
had, in 2072, notitied a set of Cadre
rules in which it introduced further two layers while prescrjbing
the pay scates for these
two layers at pB 2 + cp Rs 4600 and pB 3 + Gp Rs 6600 respectively.
As rhese pay scales
were not agreed to by the Finance Department and in view
of demand for upgradation
in the pay structure for the Director, Archives, the file
had been referred to this
Commission. The matter of pay scales has been
agitating these employees for long. The
Fitment Committee had discussed these posts in para
1.2.1 to 1.2.5. The Fitment
Committee didn,t recommend pay scales equal to
that prevailing in the National
Archives for three reasons :-
{a) The functions of the State Archives can,t be compared with
those of
National Archives because of the higher duties
and responsibilities in
the National Archives of India.
(b) The National Archives of lndia has
been declared as the nodal agency
for implementation of the public Record Act which is
not the case in
the state.
(c) The National Archives of lndia imparts
training which not the case with
the state is.
Further, the Fitment Commjttee found that training in archtves
keeping or
conservation is not an essential recruitment qualification
in the state. Rather, it is only a
desirable qualification. lt very clearly recommended ,,recruitment
that, rures wi need to
be suitably amended and desired candidates recrulfed (emphasis
ours) before the
Archivists can be in the scale of Rs 6500-10500,,.
lt further found that the Director of
state Archives who was in the then pre revised scare
of 3ooo_4500 wourd at best be
grven the upgraded pay scale of 12000_16500
only because of the importance of the
work and that he was performing while equating his post
with that of Deputy Director in
the NationalArchives_
The Fitment Appellate Committ(
and had recommendud
"o
.h""r". ;;:"l";:"*Hj,#;:,::, ::il".ffiJ,f ;;
cnange.

45
 rules by which it has raised
the
has notified recruitment
Now, the department
in the National Archives and it hOS
recruitment qualifications to the same level as that
qualification A|so, the state has
now been declared essentia| rather than a desirable
on these lt may be
notified Public Record Act. The claim of elevated scale is based
recalled that the Fitment commrttee has explicitly prescribed that
till people with
enhanced qualification are reffulted, grant of equivalence
cannot be granted Now it is

notthecaseofthedepartmenlthatthepeop|ewithenhancedqua|ificationhave
actually been recruited. Therefore, the commission finds
it extremelv difficult to
or in the writ
recommend the pay scales as demanded in the representations
aoolications filed before the Hon'ble High Court because
of the following undisputed
facts:

(a) Substantial presence of incumbents who were recruited without the requisite
qualification; and
to the
(b)The undeniably lower level of functions at the state level as compared
National Archives.
possible However' the efforts of
Thus, grant of equity with central Archives is not
performed by the State Archives and
the department in enhancing the functions being
qualification to work on these
also its intent towards Setting In people with requisite
posts also must be borne in mind'

fh erefar9-!h9-99gnE i9! recommends as followsr

Pay Scale Grade Pay Replacement PaY

level

Archivist PB 2 (9300-34800)

Assistant Director of PB 2 (9300-34800)

Archives

O"p"tv O*.t", PB 2 (9300-34800)

Archives
"t

the State Archives Dov level 73 is beina recommended'

46
 incumbents sre recruited occordino to enhonced duolificotion qs Drcscribed
in the cadre rules of 2072 in lines with the rccommenddtions of the Fitment
Commiftee.

4.2. Bihar Co-ooerative Audit Service

District Audit Officer is the feeder post for the Bihar Co-operative Audit Service.
The promotional posts in the hierarchy are Deputy chief Auditor and Joint Registrar,
Audit. The pay scales sanctioned for the post of District Audit Officer (basic grade) is P82
r GP Rs 48OO/- and in situ upgradation in PB 3 + GP Rs 5400 after 4 years. For the post of
Deputy Chief Auditor, the pay scale sanctioned is PB 3 + GP Rs 5400. lt is evident that
the pav scale sanctioned for the post of District Audit Officer and the promotional post
of Deoutv Chief Auditor is same which needs to be reclified- The Commission

post of toint Reaistror, Audit.

4.3. Bihar Drug Control Cadre

Drug Inspector is the basic grade post in the Bihar Drug Control Cadre. The
promotional posts in the cadre are Assistant Drug Controller, Deputy Drug Controller
and State Drug Controller. The pay scale granted for the Drug Inspector was PB2 + GP Rs
4600, PB2 + GP Rs 4800/- for Assistant Drug Controller, PB3 + GP Rs 6600 for Deputy
Drug controller and PB4 + GP Rs 8700 for State Drug controller in accordance with the
scheme prevailing at the center. Subsequently, the pay scale of Drug Inspector was
upgraded to PB2 + GP Rs 4800/- at the Centre. Drug Inspectors in the state are
demanding parity with their central counterparts as well as enlistment as a state cadre
along with identical pay sftucture.
The Commission has noted that the Fitment committee had not recommended
pay structure similar to that of State Services in absence of mention of promotional
posts in the cadre rules of 1989. lt had, also, very specifically declined to compare the
State Drug controller with the Drug Controller of India and had, instead, found it to have
parity with the post of Professor of Medical College. The State Government has, in 2014,

47
issued the Bihar Drug Control Cadre Rules, which prescribes a four-tiered cadre
hierarchy. lt is to be noted that, as far as recruitment qualifications were concerned,
there is no difference between the Centre and the State. With the Central Government
upgrading the pay structure for Drug lnspectors, a revision is called for.
Accordinalv, the Commission recommends thqt the four-tiercd structure be
orunted in the rcvised pov stlttcture in pdy levels g, 71. 12 dnd 73 rcsoectivelv. No

4,4, Posts under the Fisheries Directorate

The present hierarchy of posts under the Fisheries Directorate along with the
source of recruitment and the pav structure for each is as in the table below :-

sl.
Name of Post Pay Structure Source of Recruitment
No.
I Fisheries Extension Supervisor PB2+GP Rs 4200 Direct
100% promotion from Sl.
2 Fisheries Inspector PB2+GP Rs 4200
No. 1

1. Direct
I Fisheries Extension Officer P82+cP Rs 4200 2. Promotion from Sl.
No.2
100% promotion from Sl.
4 District Fisheries Off icer PB2+GP Rs 4800
No.3
100% promotion from Sl.
Deputy Director PB3+GP Rs 5400
No.4
100% promotion from Sl.
6 Joint Director, Fisheries P83+GP Rs 7600
No.5
100% promotion from Sl.
7 Director, Fisheries P831GP Rs 8700
No.6
8 Assistant Engineer, Fisheries P82+GP Rs 4600 Direct
100% promotion from Sl.
9 Executive Engineer, Fisheries PB2+GP Rs 6600
No.8
Representation received in this regard seeks some rationalization of the pay
structures for the post mentioned in the Sl. No. 1, 2, 3 above. lt appears that the pay
structure of the post of Fisheries Extension 5upervisor which was sanctioned at

4A
 pay
4500'7000, revised to PB1+GP Rs 28OO w e.f. 01 01 2006 was granted upgraded
structure of PB2+GP Rs 42OO following a judgment of the Hon'ble High Court in CWJC
post have come
No. 19935/2010 dated L8.07.2013. Thus, that post and its promotional
considered
to lie at the same level. A further claim is that the Pay Committee wrongly
service and the
the post of District Fisheries Officer as the entry level of Bihar Fisheries
is the entry level post of the
service rules bear out that the Fisheries Extension Officer
Bihar Fisheries service. The third claim made is for
grant of upgraded pay structure to
of the Pay Committee' The
Deputy Director, Fisheries in line with the recommendations
pay structure as is
final claim is that Assistant Engineers should be provided the same
prevailing for the same post in the works departments'
that the
Firstly, the Commission reaffirms the finding of the Fitment Committee
Fisheries Service is not a state service lt can at most be considered
to be a state cadre
The Commission would also seek to reaffirm the recommendation
of the Fitment
have parity
committee that the Assistant Engineer under the Fisheries Directorate shall
the finding
with the gost of District Fisheries Officer. The Commission further reaffirms
in the Centre
of the Fitment Committee that the posts in the Fisheries discipline even
are in the lower paY scales than technical posts in the disciplines of Agriculture or
Animal Husbandrv.

With the qbove beino established. the Commission makes the followino
recommendotion:'

ond rcdefininq the fundionol rcouirements.

mqtrix,

QfrEe!,

49
 4.5. Teachers in nationalized schools

The pay structure for teachers in nationalized schools needs no change

and no
such recommendation has been received in this regard. However, representations
have
been received regarding an apparent dichotomy with regard to admissibility
and grant
of benefits under the ACp scheme. Ihe generalized scheme of time
bounq promotrons
available to other state government employees since
01.04.19g1 was not avairabre to
this class of government employees. Rather, ACp scheme, whereby, an
in situ
upgradation after 12 years of service to all teachers and
a second in situ upgradation to
20% teachers on completion of minimum 24 years of service
was prescribed for this
class of Government employees. Since 09.0g.1999, all other
state government
emproyees are getting unconditional upgradations of
12 and 24 years of service, whire
this category of government employees continued in their scheme
unique to them.
Thus, while all other government employees including
teachers of government schools,
would get a second financlal upgradation automatically, once they
complete 24 years of
service, in the case of teachers of nationalized schools, it
would be based on .,vacancv,,
and only 20% of the teachers at the first upgraded level would
be eligible for the second
upgradation.
The representations received have harped upon this seeming discnmination
and
they have averred that the state government has recognized this and has
agreed to
unconditional grant of second financial upgradation from 04.03.2014. The request
made
is that the Commission recommend that it be made applicable
from 09.08.1999, as is
the case with all other government employees as well as their peers in tne government
schools.

72.07.2070. Thercfore. onlv dfter occeotdnce of the conditions of MAC\, should

these
teocheE be ollowed the rccommended benefits.

50
4.6. Photo Expert under Home Department

Government Examiner of photographs working under the Crime Investigation

department of the State police has raised a grievance that they be treated similarly to
State Examiner of euestioned Documents and Government Examiner of Fingerprints
because of historical parities as well as similar education qualifications.
It appears that the aforesaid two posts were initially granted the pay structure of
Rs 6500-10500 and PB2+Gp Rs 4600 from 01.01.1996 and 0j..01.2006 respectively.
The
Fitment Committee has explicitly brought forth that they could at best have parity with
Assistant Central Intelligence Officer and that they cannot be compared with the
superior posts in the Central Government under the establishment of Government
Examiner of Questioned Documents at Shimla, Kolkata and Hyderabad. The Fitment
committee had further noted that the recruitment qualifications were lower in the state
than even the post of Assistant Central Intelligence Officer,
However, subsequent to the revision of cadre rules for these posts in the year
2014 Government in the Finance department reviewed the pav structure and chose to
grant the pay structure available as entry pay structure for state services to this post in
slight departure from the recommendations made by the Fitment Committee.
This Commission strongly feels that the upgradation granted to these two posts
was not entirely well founded in terms of the recommendations made by the Fitment
Committee. However, it would not like to recommend a downgrade to Gp Rs 4600 but
the possibility of in situ upgradatjon to PB3+GP Rs 5400 after 4 years of service is not at
all well founded and therefore subject to review. Finally, the Commission is of the view
that the Government Examiner of Photographs cannot be granted the upgraded pay
structure because the recruitment qualifications for the same have not been upgraded.
ln sum. theteforc, the Commission would recommend repldcement oov level I for the
post of Government Finqerp nt Examiner qnd Stote Examiner of Auestioned
Documents alondside rcplqcement pov level 7 for Govenment Exdminer of
Photodtdphs.

4.7. Bihar sports and Youth service

A file has been referred to the Finance department for the consideration of the
pav structure for the various levels under the aforesaid service. lt appears that a Bihar
Sports and Youth service rule has been framed in the year 2014. Originally, the posts

51
enumerated under these rules were manned by members of the Bihar Education Service
with the subordinate levels being manned by members of the Bihar Subordinate Service
while the class 2 posts manned by Bihar Education Service Class 2 With the creation of
a new department, these isolated posts are sought to be grouped together and
encadred into a separate service. lt
might be instructive to
look into the
recommendationsoftheFitmentcommitteeWithregardtotheseposts.TheFitment
committee has discussed these posts in chapter 17 of its report and doesn't appear to
pre-
have recommended pav scales of above entry levels for District Sports Officer and
revised 10000-15200 for Deputy Directors and the same pay structure was envisaged
for
Stadium Manager as well. The cadre hierarchy proposed by the department is four
tiered and the department desires that the pay structure should commence at the entry
level for Class 2. This cannot be granted. However, the Commission would recommend a
careful relook at the cadre hierarchy such that the posts of District Sports Officer is at a
first promotional level and then granted a pay structure of PB2 GP Rs 4800'

The com mi ssi on rc co m me nds :'

recommendotions mode bv the Fitment Committee'

The posts identified should be such thdt a Dromotionol hierorchv is
mqintoined without compromisinq on odministrqtive efficiencv,
c. fhe followino pqv strudure is recommended :-

Sl. No. Level Pay Level

I Entry Level 6

2 First Promotional Level 8

3 Second Promotional Level 1,L

Third Promotional Level 12

4.8. Bihar Archaeology and Museum Service

A file has been referred to the Finance department for the consideration of the
pay structure for the various levels under the aforesaid service. lt appears that a Bihar
Archaeology and Museum Service rule has been framed in the year 2014. Originally, the
posts enumerated under these rules were manned bv members of the Bihar Education

52
 service with the subordinate Ievers
being manned by members of
Service while the Class 2 posts
the Bihar subordinate
manned by Bihar Education S"rui."
creation of a new department, i,"rr 2. With the
the: rsolated posts are sought to
be grouped together
and encadred into a separate s;e €rvrce. tt might be instructive to
recommendations of the Fitment look into the
committeehasdiscussed.ilr:;",TJ.'rT,lJ'ir:,'i',t,jlff
r:::i::ilpay scales of above entry revers. No
;#:::#:rtJ:T:il
|;:: made for the Gazetted Cadre
been
speciar recommendations nave
,"_^ _-^-j.,^_
have
"".o.r those mentioned,'rvr'rrrrElrudtrons
in patas 17.6.3.
commission raeom^on.t. +L^ .^t,-.1." "lt"ot Ikg

Entry Level

First Promotional Level

Second promotional GG

4.9. Registrar cum Accounts Officer

in Government polytechnic and
Government
Engineering colleges

It appears that thls post of Regrstrar cum Accounts

Officer exists in each of these
institutions under the Science and Technology
Department. The depanment has
brought these posts together into a three-tiered
cadre and has prescribed that all
Incumbents working on the posts of Assistant Registrars
shall be deemed to be now
working on the posts of Registrars Suo moto. Accordingly, pay
structure for the
promotional posts has been asked for. The Commission
recommends the followins
structure: -

Entry Level

First Promotional Level

Second Promotional Level

53
 PB 3 GP Rs 5400 to members of Bihar Statistical
4.10. Grant of in situ upgradation to
service

upon a claim made by this

A reference has been received for adiudication after 4 years
upgradation to PB 3 GP Rs 5400
.rr"goryof uaptoyees for grant of in situ
inPB2GPRs4So0.TheSroundc|aimedi5thatthisfaci|ityisavai|ab|etothestate
now got themselves declared a state
service'
services and because, they have
granted this facilitv'
therefore, they should be
irrefutable However' as we have noted
In
On the face of it, this claim seems
chapter3therehasbeenanlncreasingtendencyamongstVariouscadrestodec|are proposed to
as a state servlce ro obtainlhis benefit This commission has
themselves
facility of in-situ upgradations Therefore' the commission is not
do awaY with the shall prevail
making any recommendation
at present Replacement pay structure

Physiotherapy' in Bihar College of

4.11. Pay Structure for Ass'stant Professor'
Therapy
Physiotherapy and Occupational

AreferencehasbeenmaoebytheFinanceDepartmentfordecidinguponthepay
Professor in the Bihar college
of Physiotherapy and
structure to be granted to Assistant
recoBnltron
it will be worthwhile to note that the
OccupationalTherapy At the ourset' Therapy falls under
or diploma courses In Physiotherapy and Occupational
of degree the
the same function is carried out by
the purview of the State Government' while
Council of Indra for specialists in other forms of disabilities This
Rehabilitation
commissionhastriedveryhardtoobtainthelistofrecognizeddegreesinthese
College of
disciplines. lt appears that the certificate awarded by the Bihar
be considered equivalent to a degree
Physiotherapy and occupatronal Therapy shall
However, no document related to recognition of any
other degree course in these two
disciDlines is available or has been made available before
this commission Thus' all
personnel working on these posts are diploma holders either with
or without post
qualification work experience before been appointed'
Secondly, it
must be considered that Physiotherapists and Occupational

Therapists, either degree holders or diploma holders have been agitating

or
for grant
representing before the central Government as well as the State Government
ofoavstructureandstatusequaltothatofdoctors'Equa||yconsistenthasbeenthe

54
 rejection of such claims by the Expert pay Bodies
at both the levels. The Fitment
Committee recommended thefollowrng:_
"The 5th poy Commission wos of
the view thot educotionol qualificotions
and nature of duties of the physiotherapists ond
Occupational Theraprsts are
not comporable to those of MBBS and BDS (Dentot
Surgeons). tn Bihar, the non_
diplomq horder physiotherapist and the occupationqr
Therapists ore n the score
of 1400-2j00 while the Diplomo Holder physiotherapist
is in the scate of Rs
1640-2900. We recommend thot in physiotherdpist
future no without a degree
or diplomo should be recruited. The present incumbents
will only get the
reptacement scale of Rs 4SOO7O00. For
the diploma hotder physiotherop', we
recommend the revised scqle of Rs, 5SOO g0O0
ond Lecturerc or those n the pay
scole of Rs 2OOO-j800, will be in the revised
scqle of Rs 6500_10500. tf there ore
functionar and duty posts of senior physiotherapist or occupotionor
Theropist in
o scale higher thon Rs 2OOO-3^OO and are in q qrade
above Lecturers then they
will be entitled to the revised scale of Rs 8000-13500."
Thus, it is readily seen that physiotherapists were granted
parity with Technical
personnet working under the Health department.
Similarlv, the 7'" Central pay
Commission, too, has recommended the followine:_
' The existing structure ofthe physiotherqpists
is as followsi
Grade Pay
Senior Physiotherapists s400 (PB-3)
Physiotherapists

llMA Report reflects that the salory ot' physiotheropists in the

Government
and the CPSUS ore comporoble. tn the private sector, however,
the solqrv
structure is very low. llMA Report olso points thot retention
is not o mo\or
concern for this job role in the privdte sector. The Commission
has exomined the
demqnd of physiotherqpists. Takinq note of the sdlory
structure of
Physiotheropists in the private sector, the Commission
recommends
re plqceme nt poy levels for physiothe ro p i sts."

55
Chapter 5. Summary of Post-Wise Recommendations
5.1. All Post Except Class ll Entry Level State Services

X ;!i:i*6"""
fiJ**-rwo*<soeexiveo
,

5ro?lee@'' 5b€'eepe
lot€ (a) Alroth6r posls ordl€rcarnaru ' A.o.' a.lCLfl_L '4 oepe o' eonr e' G?d'o"r d
Srade Pays orRs. 1900/ Rs 24ool'
I """;;';;"-". '"""."."""tehvd
;,r;;'",'"i;d;",.,h",'"",".,prc\oc
nqau,hoi,
per lhe above labe The s ''!erao'-'o1i
'ncumoenG
4
For Det:ils KLndlY reler Chapler

2ooo/_ or Rs 2Sool 3hallbemercedwlhcleical

Not€ (b) Alolher posis n No^ Wo*s Depadmenlsorsinlanalure bul nGradePavsofRs onlv
J* *", Ju"""r**. pav slructure and posls would be mersed wlli theclei€lcadre
€dre Nowever lh6lncumbents In$r! "pl-"m€nl
on/ d'.missaLr r€t r
.frer the posts sla^d vacaled ow ng ro dealh/ rcsiqnar

---
:qWORI€DPAF €NT

4600
3 loil@sup6 nlendenl

ro lsddA@stscrP'*
Accounlanlcum_cerk"'slo6Keepe' "siorekg€per om Le'( erc
lolera):Alotherposlsofcler€ nalure belhevrno{n:s"Accounlanl
'ade'dfolFt.oooP.l4oo.'o.a200"''..'''i,i."'':"""'g ds;a .adrc al rhe ere orrh€,6speci ve ca'r,e coirorrno Authorrv
i., rhe above rabr€ rhe ncumbe",".
"r",,""."".""," ""
,o, D"tu, Kind,y ,"f"" anrp,", o ,
"J"nh;snqre
, , , ,,r, ,ra=arar::: i: ;;: : ;;i: ; ;;;i ;;; ;i iF;; ;;G i;ii ;;;;;i
" c
{ote lbJ: Th€ €dreofAcoounts
s k'ndrv see chaprer 4
,J^iil, o*,t *" *" -, o ". 's. / rer rcmenl or the incumbenr For delal
,,',,:_ :
aFlA!€araBrlsHMeNr
i loh.e AlLendanl and6qu'va ent

r6bphon€ AtendanvTe ephone

cperalod Telex op€raldr, Rtrept oi
Cum Tel€phone OPeEto, T€ eP nt€r
Oporabr/ Re@ption sl dum'Telephon€

56
 2

6
11

12

Grcduale(Trained Feadfr aste. in

13

-€durero0+2 sdhoo, PGT)

16

12

These posrs a@ known bydiflere.tnam€s

Musrdcraffictralkha/oEw ngfi abta/Darce in ditlbrenl d6padmeirs A unifom
R* n9/SericurrurcAle6vnq/can€s/Scen nom€nclalu.e s ndiered. The pay
srucrur€ r@mmeded is rep acementpay

20 lL,braranr Ass L braran

4200

c.mpounder (Non phamaDisl)

25

srafiNorse Grade .aYGrade 1

5

(.RayTechn ciana Equ vaenl

As p€r recommendalions in Chapter 3

skrred Arr$n (srerwood/ sericuftore/

Spinn Sheet Melat/ Backsmirh/
nOr
32
Iechncai)/tvlaste. Anisa j (Wood Toys)/

Hrqher ski En Anisan (sler/ wed)

Pholo Cop er.um PrnrerOperaror

57
35 Sleno TyPEUSreno Cred Crade lll

36 lreno TyPLs!5teno C|ed GEde ll

sieno Typisllsteno c ed G6de I

,und Slalistical SuP6Msor

Labou' Inp€.br/ Labourwelra€ orf (6r

Gren PanchaYal SuPeto6or

,,".
:mperatv. Enenslon Orfi er

SsLor Slal'stical Assislanl

Cad€R€vewRe@dmonded

u/mn Deeropm€nlOm6f

Enonslon orficer ( ndusBe commerce)

ORADA

\gr culture InspecLr& Equvalenl

:1,.:.
;,\tt;,Try". tqaro't*"* sry _
I :- t .

2300 5

58
 con(iabreca,penre,
repoy c.@enrer
G s.pov ord€rry -lF;l 1900

-F&,
-F-
Rectutmenl qualiti€tion has b€en

Rerull1h6nt qlalin€[on has been

4240

,05
106
lRes€toosub nspedor
R€seM Sub tnspe.ro.Amour

115
a-2

sEno. assrsranl Su!rnspocror

Pa-1

L rerare constabre ( ope€ro. GBde )

124 (op€krorcrade t)
'ierareconsiabre
121 llileGr€consrabte(Tehnie)
assn subrnsp€clor(opeEtorcrade [)
5
Assn sub-hspedor (operaror Grade
)

124 A$tt Sub-tnsp€cror(Techn catcrade [)

125 Asslt. S ub,tn spector cr€chnica c rade
0
5

tt€ ess Sultnspecio, crade I

Sub lnsperor Technic.t cEde tl

Sub hsp€cror Tec h nrcal crade l

ispecror(communic.l,on)
131

60
69

P€enal SecGlarv io Cove'^o/s Seqekrv 6

Prlvale secGlarv !o Govemor

-a

-,;.:
:ii,ri '1
h6G a€ seveGl isolat€d posrs ln th€se
6tablishments.'tis €@mmend€driar
E*
adres
Posls b€ brought
so lhat mannins
into 4labl shed
ol ih6s poss rs
tor

\y tE! -FGSFEVT
"ot'r l
nadesmpleras*l6ction/ecruitme
$Laled posls is diffioull Ev6npres€nrv
hee aGbe'nqmanned oi depuralon
leedless to sav. depubtDn'sts shall
€rv
". h6 oav sltuclure in lhoir pa'eni cadre
lo th(

,'.f':
l'.:,:,
2

ES-t
;
;
9
-

lec€tadal lnfomaf on onrcr

3
PB.r | 19oo

93
PB I I re00

PB r I l9oo
>B.t I 1900

59
 132

119

tudqdOnicerdum-Accounts Or@r

n6no Sub hspector (w rhoul 6ny shodh;

150

trP5raronom.4
IPB 2

155

DB 2 | rooo
\ssn D'v sional Fire otf cer
153

Gov{ Examine, orFinoer,F ;G7aEG-

Eramin€rorOu*rionnane Dodum€nr
:ovl Eram n€r or Phorooraphs

*"& c'-o
"*aorsp-uq.for.r,p "pr.e

same as aiharPori@subjoc( tolhe

6nd'tion lhat lher .€ouihent quat t€tion
s ratsod to Inl6hediale. Erse r€ret2.3.4

61
 1

,_
PB | | 1900

133 2

,
,,noFardJobb€, IPB
I

5
LadyAssislanl sup€rin(endenr

aaaenter Maste(Bo6ta school)

202
2
243 TaiLor Master (806l.l school)
2
Seniorsupetoisor{Boretalsdh )

House Mastercum cl€d((Remand Bome)

62
 Head Teach$ (Bo6rat sch ooD

,-,- uuli vdse. cun crelk (Remand

20a CBfr Instruclor (Borstat Sch

)

rtrnror House Masrer (Borslat

sch)

home D€panfrent hayrakea hot

stic view
pons c'o.hd n the Renand
or rh€
hom€s
6

oepury supe i nronde ni(Rema

nd r-tome )

212 He€d Teacher(Bo6ta schoo/)

213

reacher (other lhan Rehand

Hom€)

\ss, ToacherlJatH 6
gh S.hor)
zrs l,r"d ru,.nu,r:, rf,qr, s.hooD

217
Senior Hous€ Nrasrer
€;;;
Schoo /prob Houser'!osteti

214 seperinleid6nt.specar sch@tBig arorhe,

219 superintendont S€n or Remand

Home

Plann/nO dum Staristi€t Oilcer

221 suoeintendenr (Borerat sch@
)
222

224

4240

224
229

11

12
232 D r&ror Fo.ens cscien@Laboralory
13

,.:
Educa on offier ( nsp6ctorHom€ cu.d)
rosl Name lnspecror
Home cuard

63
 (DePUtY @r ec@ B2
236 )epulYconttoler
assn D Gdod lunLor siatl orl.er I

I!0 lo -
5

i;ldcr wellaG olii@r (Adhoc F D Lel

11

DFtctSoderAssn Oftcer
L"..^tt ono a"r"ru,ts-erte cFMs A€PAF!i4E 'If''
Il pa *tn sate sen ce.

ndqsecy & Equivallenl Posi

oeputy seor€larv a Equiv: enl Posl

ro'msdrelarYa Equ'va eni PDsr

.s.dstti€tet nogf.dEr Ssl€

250

251
FB 3 I 6600

253

1
P 2i. secretary to Lokavukra

256 T

261

262
ch. man istenoqrapher cadre)

64
 lsi
266 lRarBhashaa*rad cEde I
R.j BhashaAssistanl TBnstatorGEde tl
t, :{

269 3
Depuly Drccror. Rajbhasha

\ss slani hslructor Typing

272 Asstr Raj Bhasha Insrrucror
2300
273
o visiondr Raj BhasMtn-i;a7F;--
qlasha hsiructor

Secion Offe. Sabdawatl

6

Ex€d.6 posl evet12 b€ing

re@mmended ifr€cru(ment is madeon lhs
9osr erse d€putar onists wiu erry his p.y

2?7
4204
6
oroof 6.der cun pubticalion Assistanr

242

faxF PAF6/EYi" I . -- :

4200
6
230

241

242

i,,: l-' ', 6

235
TT, 2

4200
6
247

1200

65
 c --: -___^ _ l'
i^4te ==.;:-,-^*;-. i
239

Asstt. Public Relalion Om@r

291

' '-1
::_:_____-_

294 Naliona Sav'nqs Execuuve ofilc€r

Lad y ofticer (N alional savLng )

lffilsrF"tcl.

2S3

Revised pay ev€l lo b6 ava lab € aft€r

]l Aud(omer/a$t Dieclof ed€ rule notilcalion cat€d 20 02 20r7
Olhefr Fe €PLa@menl PaY revel 12

ffi!@garqog"ecnt
*rr4,rolFr'- YryY {1::.,.:
ra€lare' (c,v'rlr'Assfi carebrer lPB
ffiaiNqs€cnoi.l
'z
' :

6
;up€fr isor(BoBlal schooL)
6

310
tu 5
311

312
12

2
315 Assft. Slamp Pr r ing OpeEtor

n6chin6lly BoY and lnkfran pBI | 1900

pB.l I 1900

66
 321 llypeCastingOpe6lo.
122 llun'orBoor ahd€r
r2r lvan Drver rum m{han,c
2

124 lAssh cene..lm..han. 2

331

332
2

335 2
2000
D 3
fu."'iih"'"' "u' "azr;;="'

Pr.bman lpa r
2
re,arMore' lpe I
Aook Bindets€n oraook B nder

\ssn sbndino Fom Keoper

2

compositor Incharge (Raj Bhawan pr€ss)

3

3oor 8'nder tsete.l on crads)

2000
at49

350 -ompureE. sstect on Grade Dned.rot

351

Ma.hine Jamada' (Nisht sh fi )

\ssrr Incharq€, Dtsriburonand Typestore

)ress.nd Machine Jahadar

67
 Papsr lssuer cum Store K@P€r

361

A$t. Store Keeper cum D.sPatcher

355

369 MachLn. Mlid$ (Heavl l'rachine lollery

LLnoM.chantr IPB I

stD@ K@pe. com Despatcher

Asst Cameraman cum Platemaker

331 llnslruclototAPP€nlEe
2300

333
2300
noG Keepercum oespatcher
5

s;;€,al Fo,eman aid hcharse G€neral

333 Vachine and Binding Foreman

301 :am€Edan cum Plale maker

392

5400
395
11

1900
390 \ssn olary machine Op€ralor
399

68
 400

Nuhbennq Machrne Opeator

\utomatic Tlcker Pr nting Machine opoBlor

2AA0
3

qulomaUc machin€
OpeGror
2
lyllnderirachine Operaror
Iruck Dnv€r dum Mech.nic l

2
2

B-1
2
= 2000

3
.anr*ncred rBsp) lpel
2

ramad6,
rress
lpe i
MachinoJamadar lps r
423

2440

424

SIo€keperdum Desparcher

2400

5
oJmin cum Acmunrs ofltcer
6

2
1900
439

69
:omposilor cum Rubbd slamp

ienior Typew ler [,lechanro

2300

{ead Typewnrdmechanic

5
Assh In.narqe(Bool D€Podl
\dm n Cum Acmunls officer
11

tu

rciaftmainrenanGEns n.erM G ess lpB,

6600
11

12
{ddf chcl PilovDepuly ch €l anc6n

SenorAdd bnal Ch'erP ol

Addl ChelAnc€frEngneer
6900

cum ch'ercovr P ot
1l
12

tu
)eputy chief a rcbn Ens neer

-dororop€raids

70
 J@p Orivercofr JunjorMechan,c
2

432

I
lrh€ P annins D.parhenr has 2bbad
ladres s€fricnsd, viz lhe pranninqsetuice
land
thesralislcatc6drctt has seveE/
orwhom lhe mosl mpdiGnt srhe
lwrnqs
p.nnrngb@fd tiapp*rs thar ils wtngs ac
etrhor und€Btatrod or uns(afl€i ftwoutd b.

l-*'-+
qule in prae that rhe d€panmeni
und€rlake a thorough r€view olh€ vadous
solat€3 rcsrs 6nd irs s€verat w nss wrlh
a
v/ew to racitlare beller funcr oiai ly as
re I
as*r€rprogrcssion to ils emproyees

lfvErr f ---- .-
r900
2
Res€ar.h Asstt. (Fom6rty Srarist ca ,sslr
)
Research assrl (Form;,1-a;;iE;S;-
stat sri€tassh )

6
,osrffinol\Ep FoFsrFEisnir.tw*rc-r.6[tlq

M3A (M6srer or susiness Adhrnisi€hve)

Re$archcuh Techn'carotr@f
I

)rcf - , .
- l-
6

4200

2
542

71
 4240

505

4240
503

510 12
511 12

515
r-l I
4200

Peenat Assn lo MemFrwrerarv

'1
519
2

521
,
'81
?
5
2300

s25
i-iorslarisli@r Asst /Block slet st €l Sade as oth6r Sup6ru'sory €dr's

524 a2

ffireqeffii.B.L

6
E-nP|annins Dra:nsman, Arch toctuEl

72
 itis reommendedthallhe depanm€nla
rc ook allheSlruclu@andlo.mu arecad(
tu s aier s! lable reslrucruing f requ r€n
lrrrhatlimo repecemenrpaysrtucrtrre sha

iralisra Ass,1 1T@n3 PeEoa Phnnq

\ssfl Panner(Arch ecrura/Ens /S@k)

runor rown Ptanner (Archd€.lu.at Eng/

11
Assciateplanner(ArchirecllE En!/

Town Planner (ArchitdctuEt . EnO/S@io

539

:recul ve of,ier (Biha Nasarseva)

a,rigtMrD m{Ertr' '
3lock Dev€lopment Oflicer and Equiva en-
\ssisianr 0 sindDevetopmenl Orflaor a^d

Disrrict oevoropnenr oriier iidEautai6i

11
D'vrsonal oeve opment Of cer ahd

Ar Eqt €Ll€tsddr{r
."

CEPIHIMEITT

Secrotary lo supei^rendnq E^s neer

sec@iary to Chler Enqi^e€r (Nm

6600
fIA] DEPAFTVEMi
551
11
552

2000 3

2
S€cond rnsituclor/Thid r^strucror

73
 6
561

,62

11
565 Depury Dtredo, pan.hayal Ral

2000

srar slicar rnvest galor DF|AOA

Dnedbr AeounlsAdmln skalion 3nd 12

571

\sslslail Prqecl Offier Ctedil

B odr Pan.haj€i Raj Officer

Ledurer, o slicl PanchayatRaj rra'nng

Inslituio/Mukhiya-saQanchTra'ning

)rstrici Panchayat Raj Officer

Pnnc pal Z aPanchayatl RalTmin n0

]lirc'p; (Mukhia andSaQanchTra nmq

T/6@IAL

;J*""';
579
-
;ffiit,"""@ '
*"o-i"otoi* a
SriDrer4l|ea
nslruclof (reavnq/ s€wing7 cotlaqe

532

:
6

585
2440

RfEare{4r

74
 2
vi^lBc€rthF, riairtAAi/A
2
qqlq c6r(q B^$,!.r l

JlrE wEAr/Drc CES|TFE AO*}rA AA2,AF

592

ienrorlnstu.or(se r weav,ns centr€l

;*"."**,{a;;fr F (F..eErsn )
"t"**
593 1900
nstrucloLcum-Poof Reader B1

a-1 2300

L.dy S@ial Wdtu€ Orcaniz€r

spec'al Orfi cer, Pehaia Wella€

611

612

11

:.: :.:::..,
goatJaFrE8- :,

nspectoGorwomens lndusrri€|Sch@l

75
 Joint Di€clor Admin slralion

619 rnspecror ol T€chn €l Educalion

620

G'.phicAd sr'@m Pholoq€pher

Sraphic !6sist nl/ Laamho Modra

Pholocopi€ropeGior/oup i€tns
Machine Operalor / Docu m€ nl a indlng

623
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1359

1361 Designd Weav€F Co'oP Soceli€s

rechn ca! Assn (Handloom)

\,la eling hspector(Hand oom)

1365
rcpeotor, weav€re co4p soodes

arklins Officer. Hendroom

S€n ior c o-operal ve Ertension Offi cer

:hi€t co opeBtiveErlonsion offioer

*...__

1371

v si,rsrcarrsEl IPB
'
an6rA5en IPB
'

Sp€cial Off cer (chaEcrer Ho r)

sc.v IoR@'st,ar.coop sac erv

;
1331 ;
1AA2 Assistanl D rcclor, star st 6 ;
6
ild comm ss oner s oflice)
,En
1335 Oist An mal Husbandry Otrdor
-ecelofi@rcd$md
rrl,B gt cl lN FEID EsrAgus 'MEMT
ft;.;-.on@r ldstiture ol A H &
orfii€r. Ba@n Fa.ldy,
rvrinstera) €
I;FEi l,fomarion (other rhai ver
1033
G€duare)
-c@u^c ,.,. , i
rS'Y DdaqFi4lrr

112
 1339

1392
1393

6
rB 2 | r.zoo
6

Mechanlccum-PranrOpeEror

- ' -' -:-t-l

Foodorueve opmenrArsn
5
2300
5

ls recnn ct Offi@r IFodde4

{!.r!.5r r,\ Ft!il59nn/B-
t9l6 compuler
3

113
 4200
1923
- ,: ''- -.
1924

1926 2

1927 2
1923

rsou 8,."-.- -. Pnnt". 1

1953

1955

1961

1',t4
 1962 Technrcian, Froz€n Somen Bank

;
r965

;
1970

qlii"''"'P"**'""' 0"""'p*^
;odderDev€opmenrAssn

'82
lpa,z
6
IPB 2
6
csrculrurc Ov€c€r. Halwar Fam
\ssft. r*hnerffi€r(F.S B) :
IACTORAIE'G F]IIi€NGF

2
H€.d C eft-c!fr A&ounlanl

riou es erension supe", J-TFiiliiE cad.€ Rev ew Gcommeided, irre r&b;osrs-

1993
6600
11

'l 15
2003 :'shed€sMa'reriA om.er

Jr. Fishd es Research Ofii€r

4240
2007
irAt-EstArqg$+Nr '

el+imh offcer (Gaz€tlet)

€ns alion ol6er (Gazeter)

r!! EsrABl 6:- -,____----
2412

20l3 lcrc€ nsp€dora r:nunso

I
cmol dalion orhd6, crcl€ on'€t
Erecutve Maq sl6le 3

Pa'2 I 43oo

-Land Rofoms OePutY Collector &

)ist,icr Land acquis'lion om€r &

2013
(iiiil6iiitiiiob'tana conso o.mn a

EffidlEFrrsruer
9
2420 Acco0nts cum Budq€l ofiicer

Sud6yonsuNeldMunsadm
Asst ConsoLidation Olicq {r)
PB]

tuREoenFus ssro1l

2429

4200
11

'1 16
 . ontld.ron t6podd..u;.au;;--

2035

Re@rd he€per lReprodu.i,on)

2A39

2043 loisrrburor

sP PFiOOUqT'Oi{ OFHoE .
G;;.-"- I rqoo

2
2
IPB ] 1900

2056 2

2057 2

2054

SupeBsor Mrpprod Secl,on

rsr q+Hr'ri^r qF,oaaer.o..L

-4r&*.
2

117
 -6OoLGeloH

'For-{sn1:lsEr5: *...:'r
gEFVICE
BIHAFOC1SE
LaboratoryAssti'rTechnic'an

2041

11

ll(}'i5 tr(rw{w.Ms!I
1

I.'EADOJAFIEF E$AA-BHMEj\'
l4'4, '_
==-
*ii
A$n campcommandant
il Repla@front lev6ls lo be prov'ded lor
SHMENT €ll$6 posG und.rwo* cnarce
POST UNOEFWORK CHABGED ESTABL

1tI
5.2. Class ll Entry Level State Services

_%
Asdscussed m-Chaprer 4. lhe
entry tever ot Cla ;s rr enky ievet
urs r!trowrng nrs y the conmon State Servces shal be riyFd ],h*
dr Levd e rn
pay structure .
niimber of tevets in lhe service ," rr" i"oi".li; il";a;
"",,""ia,orewtrn setu,ce
arc hr :n,,oned i.."j,:..l:oln'y and ,'e
,,"";; ,;;##;,"'"'1ie;:e
H Exisiing

2 PB.2
I"TFil
4800/5400
Recomhended Lev€t
9
3 6600
t1
PB-3 7600
' dlyr
et
5 _ -:i::_:::-::j:t ' 8700
13
6 PB,5 8900 13,A
PB.6 r0000

Sl. No. --:-llrrdrrvl

including incruding Basic
Basic
grade
1

2
5 5
3

""r!++*i@
Aihar HeaIh
6 6
6
Subject to Recommendarions
made in Chaptef 4
6 6

Bihar r,tedical Education Service

5b Bihar Denrat Seryice

6 Rrh-;;;;-;;
7 Biha. Prcsecution Service
nome oepadment tefler No._
603 dated 12.03.2014.
9
10
11
'12
n'-i;:;;:;# 5

13 Bihar Architecl Service nesotution lro.-7276-iiiE

11.07.2014 of Building
14 Brhe Labour Se;ice c;onstruclion Deparlment
5
3 3
16
2 2
17

,119
 iiG- eoucatlon
Department Resolurcn
18 Bihar Educanon Servke No. - 698 dated
12.02.2014.

5
19 Bihar Inousl@
,l
20
vide MrnoriiY Wellare Depanmenl
Resoluiion No -408 daleol
A discussion has beenl
08.02 2017
made about the entry level PaYl
structure for this service Inl
lchapler 3 4 No cadre save
rnall
and nel
21
Bi nar [rlinority Welfare Selv]ce
6 lol Enaineers, Doclorc
nas
lBihar Admrn,slrattve Serv|ces
la 6-liered structure
lnar
lComm'ssron is ol lhe oPinion
Ittris caor. al best be a 4-
"an in view ol
hierea uPon
lresponsibilities enjoined
Lr'

_508
3 3 @solution No
22 Bihar SC/ST Welfare SeNice dated-12.03.2010

23 Bihar Co operative Serurce

3 3
24
25 tsrhar law o-s-..:__ :: I I I a
26 grhar Agrc!trurE oELw! ihe stfuclure rruurrEu ",
is not accoding
lepartmenl
rcftns fo. state servrc
Bihar Legislative Wo*s SeNlce
fherefore, rccommendatons
27
hat lhe strLrcturc be made sin'
to olher state seruices

5 5
2A urhar Mrnes )H:Lq
29
30
:*+#*#F 3 3

No -r rca u44l
Vide notillcaijon
27.10 2016, the 3'ti6red caorcl
structure has been translormedl
tol
rnlo a tlered one ReferrrnS
[he qene'al recommendalions ol
Itn" i..'""o" made in chaprerl
12, Lt rs recommended thal
thel
31 ldepa(menl underta\e a caore
lreliew to make rhe cadre
a4
lrereo one ontY In lhat condlon
be
lwill these recommendationsonry
laoolicable. OtheMise
oav structute snatt ue
lreptacement

l_
120
 caore rures mikE6iiEitEE
e Ine 5" bvel is to be
ppricabte onty if that post
is
8inff Orug Conrrois;;i;

121
Chapter 6. Financial Impact Assessment

Whi|emakingrecommendat|onsonpay-revision,thePaycommissionhastokeepin
for development programs'
and State's commitments
view the limited resources of
functions obligations Recommendations
statutory and regularity 'nO-O"Utin
'"tit"
light of the impact they are going to
have
the Commission also have to be evaluated
(FRBM)
the *"'po*iUitity and Budget Management
on annual targets provided bY '''""1 in outstanding liabilities'
The FRBM Act sets rargets for progressive reduction
Act,2006. with' macro-
revenue deficit and fiscal deficit
of the state government To begin
by Department
of current ano previous financial years as reported
economic highlights
are following-
of Finance in Budget Summary 2017-1-8'

non-plan expenditure of the State in 2015-16 was

(a) The total plan ano the expenditure was
crores; in 2016-17' as per revised estimates'
Rs 112328'03
is Rs 159709 6 crores
Rs 154327 46 crore; and
targeted expenditure in 2017-18
in financial
and expected to rise by 3 5 %
'"*
The increase in 2076'77 *'^l
"
Year 2018-19'
non-plan expenditure of the State
rs
(b) As per budget estrmates 2017-18' total
in 2016-17 to
expected to tise by 2'g% in 2017-18' from Rs 76504 8 crores
Rs 78818.6 crores in 2017-18'
crores in 2017-
has been pegged at Rs 80891
(c) The total outlay on the State Plan
18, an increase of 4 07% over
the previous year (Rs 76771 66crores)

2015-16 on pension This figure

was
(d) The State spent Rs 118504 crores in
expected to rise to Rs 1987-7
6 crores in this
Rs 16285.6 crores in 2016-17 and
wrthout considering the effect of State
Pay
vear (2017-18), a rce ot 22j]%
Commissions' recommendations
State on Interest payments and
loan
(e) The Committed Expenditure of the
2015-15 The
4124 9 crores in
,"Oart"* t", respectively Rs 7097 7 crores and
8488 2 crores and Rs 9591 4
figur", tor 2016-17 and 2017'!8 arc Rs
""p".,"0in respect of interest payments and Rs 4267 '8 crores and Rs 4797 '3
crores
crores for loan rePaYments'

122
 T-- -r--.- d c. Ptan, (Rs, In crores)
I roTA! Pra css+cPS SIATE PIAN
TOTA!
I % charye I
| % Cha.8e

2008-2009 (Actual)
2336/.57 13813.74
1,478.62 12335.9
2009-2010 lActuat) 37181.25
26601.85 13_8% 16194 19 17,2% 2196-14 13998,04
2010 2011 (Actuar) 42796.A4 75.1%
29793.9a 1,2.0% 20910.54 29.7% 24U.O5 18426_51 50704.52 78.5%
2011-2012 (Actual)
37171.55 24.8% 26a5.13
23007.8a 70.o%
20321.76 60181.43 18,/%
2012.20r3 (Actuei)
40425.47 9A% 28381.16 23.4% 2722.57
2013-2014 (Aduat) 25658.59 69206.57
4672/.61 75.O%
\4.5% 336t7.57 74./% 2970.29 30707.27
2014-2015 (Actual) 80405_la 76.2%
s07s8.95 4.6% 43939.09 30.5% 7.48
201s,2016 { Aduat) 43931.61 94698.04
54595.a3 75.4%
t7 a%
53732,2 22.3% 247.23 s348-4.97
2016-171Re. Estimate) 7182A.03 18.6%
76604.a 34.7% 17122.66 44.6% 951 -t6771_66
20t 18 (Budcet Estimate)
78818,6
754327.46 37.4%
2.9% 80891 4.1%
159709.6 3,49%

Table 6.2: Committed I .XDehditrrra rlh o. .-^---l

j
|
zoos.zoro

{actual)
|
,r,,"
lactuat)
f"* l'"*
| (Actual)
| (actuarl
2013-14

{AGt!all
2014-15
T--
I 201s_r6
I
I GctuaD
20t6-tr

{nrl
20t7-201a

{8E)
965a.8 10549.7 12185.0 13567.4 14049.9 14603.8 t4829.2 19039.8 18656.9
9.2% Lt.5% 11,.3% 3.6% 3.9% 1,5% 2a.4% -2.016
4i78.7 6743.9 7808.s 4363,5 9481.7 71344-5
16285.6 BA77.6
42.3% 27.1% 7.1% L3.4% 79.6% 4.5% 37.4% 22.1%
3585.5 4379.2 43A3.7 442A.3 5459.0 6128.8 7097.7 44a8,2 9591.4

I983,0 2190.0 2922.5 3070.0 3119.6 3609.0 4124.9 4267.A 4 797.3

19645.9 23202.8 27219.6 29429.2 12110.2 35686,0 31902,7 480a13 32923,2

't23
=-- Receipt r lln R! i. Crores)
6.3, Tr"nd of Revenue -------f
20L+ 2015- | 201F17 2017-14

"I
2013-
-t"bl"
200& 2@9' 2010- 2011- 2012-
l3 14
10 11 12
09 (REI (BE)
(A.tuar) I

!27537 -4 137158,4
68918,7 7A411.5 96123.1
44532.3 51320 2 59566,7
329AO.1 35526.8
32.64% 7.54%
ls.796 !1.14% 2254%
15.24% a6.o1%
7.12% 25.35%
25449.2 21896.7 32001.1
16253.1 19960.7 20750.2
8089.7 9869 9 L26l2.l
6772.1
State's Own Tax Revenue

23U.4 2875.O
2185.5
985.5 889.9 l1l5 l 1544.8 1558.0
1153,3 !57c-4

30241.1 3/1875.1
21505.5 22308.2 276?4.4
10a55.4 135oz.o | 1t38a 4
Revenue ,a26,1 9760.1
Total State s
584a8.3 97256.1 fi2242.3
42A7a,3 4741X.1 56109.3
25r65.7 3a576.9 37818.2
25654.5

36963,1 48922.7 58880.6

27935.2 31900.4 34829,1
r7692.5 18202.6 2397A,4

19565.6 3A375.J 36956.0

12584.0 19145.3
9694.6 9883.0 ro?7-1.9
7962.L 7564,2

of
of the state fall into three categories: tax revenue
(f) Gross revenue resources
of the State and transfers from the Centre The
the State, non-tax revenue
gone up from Rs 25449 2:'-"j:
t *
State's own tax revenue
has l"::,t^"-it 2017-
to go up to Rs 32001 1croresjn
and expected
27896.7 crores in 2016-17 and
the State was only Rs 2384 4 crores in 20L6-17
18. Non tax revenue of
l*p".,"a ,o go up to Rs 2875 0 crores in2017-2078'

124
 Figure 6.1 : State's Revenue
trend in last ten financialyears (ln
Rupees Crorel

340@
27896
25449,18 290@
19960.68 20750.22
r5,54 240@

ly)0
ffi.i:,,", 19000

14000
1000
72.74
9000
500
2@&rD 200910 2qlG11 2 -r ra r-, ,, a_r-ro r^i*_ro* ,u ,or, ,, ,or, ,
4@0

(RE) (BE)
- a - State's Olw| Non Tax Revenuc rtsSht€,s Own Iax Revenue

{g) Tax revenue of state as a percent of State,s GDp

has increased from 434% in
2008-09 to 5.80 % in 2013_14. Sir
as shown n the f isure,.r.,n"
the tax effort of the State to incr
;: J;:;:;;::::Tff n:ff 1:: Til:,:T
r. rn,, rilllr; Tilfl I ffi : :,"#"tl"ll1ll" jilJll
GD p ratio is ta
rsete o
"r
of 5'2% in 2016-17 This impries that groMh ll
in co|ection of ,"r". ,, ,rn o
expected to be lower than economic growth
that is expected tobe.l,7%.

Figure 6.2 : Tax Revenue of Bihar

as % of GSDP
5,8096
5.50% 5.54%
5,40%
5.20%
5.00%
4_97 4.85t
':- II 5.16% 3.22:l)
5_1,6!)4
5.06%

4.80yo tt -=---
II --.
TI
TT
tI
4.50%
II
4,4t:%
4.34%
IT
ltr-
4.20%
4.(p% T tl
2m&09 2@910 2010-11 201112 2012_13 201?L15 015-16
t
2077-!A
(BE)

125
 and SGDP
Figure 6.3 : YoY growth rate
comparision of Tax Revenue

29%

,----t.-

tzN i ztx

.v
2gI3 m14 ?O1+20I5 2gl'm!6 2015 20L7 2011'2A1a
201G2011 20112012 2012'2013
+- Growth Rate (GSDP)
- it- GrowthRate (TaxReverue)

increased from
own tax revenue as a percent of State's total revenue has
(h) State's
92% sincethen'
2012-13 and has stabilized around
84.3% in 2oo9-09 to 93 s%in
(i) Whi|ethelargeincreaseindevo|ution-from32to42percentoftheNetDivisib|e of
in all states receiving an average increase in tax assignment
Pool has resulted an
preuious year, Bihar had received
about 47 percent. ln 2015-16 compareJto th"
the Centre displaYs
of around 32 percent Thereafter' transfer of share from
increase
common divisive pool fueled bv
a
trend in light of increasing
a consistent increasing have grown
growth, As displayed in Figure 6.4 transfers
i"*0",, robust economic
of 114% as compared
Commtssion period with a CAGR
much faster in 14n Finance
Commission perloo
to a CAGR of 15 5% during 13'h Finance

126
 Figure 6.4 : Trend for Share
in Central Taxes : 13th Fc (20r0_rs)
and 14th Fc (2015_2Ol8l
I
I I
70,@0 I I
I
60,@0 I I
I I
50,000
t I
t I
I
40,000 I
I
30,000
I 36,963
18,203 31,900
20,@0
23,97A t
190o0 17,693 1, !
- I
2@8 09 2009 10 2O!O-11 201712 2012 73
, -t ,
2013 74 20\+15 201t16 2016-17 2017 7A
(RE) (8E)
6.1.Increased Salary Expenditure
due to pay Revision

The core focus of this Commissior

ru,y revenue expen;;,,;;. ;;;;,;H,:lii;,lllilLl.;.i"i1#::ff J:il.:
- GDP ratio increase will first be di to reduce the revenue deficit, it
:Tl,:
there is no fiscar space follows that
"uniJr,"""o'ot"o tTr";i"r::j[j":]
other than,r,", o]i'#;:T:; jff
"iro,.ouu-
expenditure approximation is provided, in Table 6.4 ii
:1]ir
-ru*".,,u"ty. ff:,l
expenditure and pension expenditure, ""0- Salary
in light of the commission,s
estimated to increase by Rs. recommendations is
3,776.

:.j:1.: :,
zs.q./. ana- rs.;vl',"s;".,,"J"j"::i;ll.il.l"ijilllli:,:::j:J.JT::
2015-16. Both salary and pension
ej h estimated to increase by Rs.
overarl increase of 2 z.sv.tro^ 6,006; an
v."rlZlnditure

127
 2015-16 2OU-18 (After PaY
(Actual) Revision)

7,7s2.50 16,480.96

specialSalary
6,855.10
Dearness Allowance
1,I53.61

TransPortation Allowance
Medical Allowance
Other Allowances
Festival Advances

2017-18 (After PaY

Revision)
70,22A.34
8,610.36
Penslon
Provisional Penslon
FamilV Pen5ion
1,5s8.87
GratuitY 693.37
Commutation Value r,077.6r
Leave Encashment

128
 Figure 6,5
Expected Distribution of Salary kpenditure (ln Cr. )

73.15_ 30.30

659.24

r Salary r Dearness Allovnace

. HIIA , Transportation Allowance
r MedicalAllowance . OtherAllowances

Figure 6.6

kpected Distribotion of Pension Expenditure (ln Cr.)

1,558.87

534.31
70,228.34

! Pension I Family Pension

r Gratu ity , Commutation Value
r Leave Encashment

This estimated increase in pAp expenditure shall impact key macro-economic indicators
such as Revenue Deficit, Fiscal Deficit for the 2017-18. A revenue deficit implies that the
government needs to borrow in order to finance its expenses which do not create
capital assets. However, the budget estimates a revenue surplus of Rs 14,556 crore (or

129
2.3 % of GSDP) tn 2O17-7a. Even after Adjusting for PAP targeted revenue surplus
remain Rs 8,554 crore (7.35'/0 ot GSDP). The estimate indicates that the state shall
continue meeting the target of eliminating revenue deficit, as prescribed by the 14th
Finance commission and FRBM Act.

Fiscal Deficit i.e, excess of total expenditure over total receipts, requires borrowings by
the government, and leads to an increase in total liabilities of the government A high
fiscal deficit may implY a higher repayment obligation for the state in the future ln
2017-1.8, fiscal deficit is estimated to be Rs 18,112 crore, which is 2.9% of the GSDP ThiS
is within the limit prescribed by the 14th Finance commission and FRBIVI Act However,
when adjusted for PAP, targeted Fiscal Deficit rises up to 3.81%, well above the desired
3.0% limit. However, there is every reason to expect that, Bihar with its current level of
structural fiscal prudence should be able to cope with the consequences of increases
'n
pay allowance and pension (PAP) in coming years

6.2. Recommendation on Fiscal Prudence

The Commission is conscious of the fact that the recommendations made by the
Commission shall have extra financial implications. In this context, the Commission
recommends the following points for action with twin objectives of improving resource
position of the State Government along with improved administration which is more
effective -
a.) Direct revenue earning departments should become more efficient in improving
tax collection and plugging loopholes to prevent tax evasion and mop up
additional revenue to partially meet the funds needed on account of pay revision'
b.) Better methods be attempted for collection of user charges like water, electricity
bills etc.
c.) Productivity of Tax collecting machinery be increased by introducing total
computerization, paperless offices, and use of technology wherever feasible
d.) Speedy completion be ensured in respect of all time bound programs/schemes to
avoid cost overruns.
e.) The Government may set up a review committee for right-sizing all the
departments. All posts which have lost their functional utiiity should be

abolished and terminal scales may be given to the present incumbents' Surplus

,130
 manpower may be retrained and redeployed in other departments if
required'

This rationalization of manpower may be taken up in a time bound

manner'

f.) Existing employees of Class lll may be retrained and made multi-skilled and
multif unctional to increase their productivity'

13'l
 Chapter 7. Acknowledgement
The Commission would like to acknowledge the contributions
of the followrng personnel
who worked tirelessly and enthusiastically towards submission of
this report within the
stipulated timeframe:
1. Shri Murlidhar prasad Singh
2. Shri Shashi Bhushan Kumar Sinha
3. Shri Kamakhya Narayan Srivastava
4. Shri Navendu Narayan
5. ShriSanjay Kumar
6. Shri Diljp Kumar pathak
7. Shri Neshat Ahmad
8. ShriSantosh Kumar pandey
9. ShriShashi Ranjan Kumar
10. Shri Amanullah Khan
11. Shri Surendar Thakur
12. Shri Vimal prasad

The acknowledgement part will remain incomplete without expressrng grateful

acknowledgement to the following members of the KPMG team
who were an integral
part of every stage of report preparatlon and compilation:
1.. Shri Rananjay pratap
2. Shri Rajeev Singh

The Committee also wishes to express its gratitude to the

Finance Department for the
logistic support and assistance provided to the committee.
Acknowledgements are also
due to all representatives of the various Service Associations who
toox time out to
apprase the Committee with their points of view as also
valuable information which was
sometimes not forthcoming from the covernment Departments. The
Committee js also
grateful to other officials of the Government who made
information available and who
shared their views with this Committee.

(Vinay Kumar) (RahulSingh)

{G. s. Kang)
Member Member-secretary Chairman
Pay Committee Pay Committee Pay Committee
1s.05.2017 1s.05.2017 15.05.2017

132
Chapter 8. Appendices

8.1. Notification of the constitution of the Commission,

8.1.a. Notification of the constitution of the Commission.

',..j'.:
, .. ti ::.t :t: .:-,.;
.:''' :': .:I lil I

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2I ll (fi ltt. qr"eotro - q<{q {icc
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r) .lt.:ivq trn,. qr"l"to - s<R
.- ,. q&q, qrdlr
S f|qt. ], i,. . .
' 2. ,rqr + tqi io'r@qrd F1 tury.Fd.r il bqr :ns"r
' --, q-<s. €f{./6.cs qcY iin't3, fid * aftRtu *d{ rrdn 5r 6r{
.ltri l.
.. , .. . 3. d.uq +f,{ !irq}'r * .&q . ksrt * lq (te'rns. of
Reference) fFfrtui fi-
' {q)- -ix .qron er{| H' i6n*i * :Rrq . *F +d1./f{r{'
q$q * ryisr.
(E) *-{ r'!ir. EI{r 4dq +Fftd {i .Trr ftc qri * F<-i t
ltt t FF nr{ qvir, <|6 qrdFF q T*t rEFFlr i6 €-<q q
{fdgl,
(n) q{ qtq€ f6+i qq-4 q crn|rq rs.k sEl aF|r(rc 6I -il
$" df* slcn tm cwei i' @tft + RF{ f :
i.*rr. - . , :.:
_. :,11,. .:1,,1.:. l.
i._..:,.,.

.-!:-,;d*-: '-
. *, :-:: ill

133 -
 $,![*{ Bqr.t !n

9\i,|!.4.b.!d.ae.

134
8.1.b. Notification Extending the Tenure of the Commission

.t
c:h- 3q-2-io!o-0e/2o!6-257rlffo'
fiER YtTn
. fr! ftqrr
d{e
Ttrr, f{i:q:-o7lo/2ol 7

fsi{r- rra{ *.fq i-dr rirqt{ * {irl{t i ardr I

dr .4t{c} d! c!fri, Tq Effd ri i-m/*r{f {{
ilildfi *i t.{ rftd lrq +i-{ qr+'r sI anfk
ffii6-3i/osl201? nrF ffi{ *q ot1 * qK-q dt

ffi ?qrria 6F i@l-g/ol ?4i+-rill:/Nl. + lrit

dl d. rr' elq ci erqro I rtdi #c idr ttft! * qJdst +
4RiE, f fis 6i*ct d drd. {F cFhl ql ft{^rd ct {t*{I ti it
{q irn qrclq :E| 'E'r t*{ 'rqr ir :qrd{ a} qqr' nft*al di ar *
Nfd,* q${it fid ti
t. *-{ €(in ri dfo !i6hl * ri?, f(q !d * rrtrld d
qS fr;E nds d ftq qr wt tr qq*c6! i|q 6fff* * €<d n |.!*q
qntd d {ft q f{c. qrt + diq n {S{Br 6!i| *'{c E] ir qfr
ftcftlw*fi 4rqlqd{dfrffiffid qtslTfir qiqa 61 sr
ra al
:- !Et: anr.q ft-{rd.ltrd nlq &H tqi! 6r 1;r{6T{
trd{:11/b5h0lt !* nlRlfrq ffrq rnt tt
rNrt$:- :trtr Rq s.l t fo 5s t4f, * tfi tt"4 nfi {dlT t
nsFI/ {€t {ifi I g<R I Tqlro * tfi qf<,'5gti?i ri
lqE| sfkq / {rq {{FF * q* frqrvsql ft{rrFlqq/ft{sF,
sr! 3*r qEr.filg&q, filR fist1 q\r.nf!!, fil|t ftrJn
!ftr{t$ !cts#{ qrtFv{A ft{itl EftFr0/qfl!n'sr|{, tnr'
w{ / {S 'i* {i Tq.id * alE qf{qt $t q{dd !d
qtqls srfr t{ ilid +1 cEt
tdrr G$ qn t f* g *oa rr $Fr{|{ d{rqK{ al
lrfire ttr' lqn rt I qnqnor tr6 t f{qr q[{l
frtr. Ilrqrd * qri{r d

t(fr

,Mr.rd-tn,r1b;^D.

t35
8.2. Comparative List of pay Levels

5'h cPc 6'h cPc 7'n cPc

2550-3200
2610-3540
1800 Level 1
2650-4000
2750-4400
3050-4590 1900 Level2
3200-4900 2000 Level 3
4000-6000 2400 Level 4
4500 7000 2800 Level5
5000-8000
4200 Level 6
5500-9000
6500-10500
4600 Level 7
7450-rr500
7500-12000 4800 Levet a
8000-13500 5400 Level9
10000 1s200 6600 Level 11
12000-16500 7600 Level 12
14300-18300 8700 Level 13
16400,20000 8900 Level 13A
1.8400-22400 10000 Level 14

Note : From 5'" CPC to 7th CpC the number of pay levels have come down from 19 to 14.

r36
8.3. Pay Fixation Formula

Thefitmentofeachemp|oyeeinthenewpaymatrixisproposedtobedoneby
by a lactot of 2'57 '
multiplying his/her basic pay on the date of implementation

pay matrix as given in section 8 4' in

The figure so arrived at, is to be located in the new
of implementation'
the level that corresponds to the employee's grade pay on the date
a change in the existing grade
except in cases where the commission has recommended
figure
pay. lf the identical figure is not available in the given level' the next higher
closest to it would be the new pay of the concerned employee

manner:
The pay in the new pay matrix is to be fixed in the following

Pay) drawn by an employee as

step 1: ldentify Basic Pay (Pay in the pay band plus Grade
on the date of implementation. This figure is 'P''

and obtain result 'C['

step 2: Multiply 'P' with 2 57, round-off to the nearest rupee'

Step 3: The figure so arrived at, i.e., 'Q or the next higher
figure closest to it in the Level
pay in the new pay matrix' In case the
assigned to his/her grade pay, will be the new
va|ue of
.Q is |ess than the starting pay of the Leve|, then the pay wi|| be equa| to the
starting pay of that level.

't37
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r I I
r E

t 8
:i
I 3

, 8 8 8
I iF
tq 3
E
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I 8 8
E

3t3
: 3

8 8
3 Fti

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3 I 3 I

8 8
E 8 8 3
3

3 I
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8
3

3 3 3

a I 3 8 g E 8 I a 3
F +

3
I' 8 3 313 8 8 3
+

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al;
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ta :

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3 8 8
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8.5. List of Representations

so€o I cTq

1
l
* aes gr{R qntq, .:re+tT, R6R €f+qrdq {gf+flq +ffi {iq
2
sqter qqrJ aiqn. cd {f+er qqR qqr+. +q qd r,ne{6. qfnsroq
T{qFrq, q-{r
3
tFn 1I.{, e+qerl+a|4 tqR ftj€,
kBP qi+qt-q qreiqfiq a.iqrft {iq --
4 qff'r tqR .:rqer, Rarr eh+p6q 6qu6 EFffi €q
l-rna rta,
5 rqrF 'rq -,TT{qiat q{qm qartiq tBq.h ,rar
6 ;rR*ia arq'. q6rCf . kffr qhE q-qq1flq q;dern-dE-
7 ''Id€ sr. qPflr+. grire qar rrq .)pr. +ETq .fi.qnrffi.trr
:---:.a
8 gfer arqt, - qd|qfuE, . 6R try dr+ €Rprq efqqa,r Aq.FT +trqftt qq
9
Irn gq|{ gr,
qqrc q6|qFq, k6R 1rq ga6fi harr.r Effi Ei:l
10
11 :ft irqq Erd, eq6{, k6R {.rfufi c'{ofro€lo --
,fl tq{'q {q.
'rr4?{. A-r- 'rq +riqrrt
72 qeRq.
--3!| qt+4,
13
EE d|{. h.rJ7rq qeT Br{{ iiqiq traiFT
- T{qt {iqq
L4 eX qfd eBrt'. sr4rr. i+-rJ qE-qr+q FCq{ftq Ffu+ ,js
:ff gqfr gqR, €Qyq6 qs-srqj-
qtr{q, qrFrq or hqnr
Elo srdfq 3t-irq Er f:qeT. k*rr rrq FlRd fu qrqfi qq
77
{::n lhd'F WR +*rft, fre6, q{eriffi
18
'rq Ftiq+, .++err qtqr-q{1q14q,4raBr'_
'raq1,
19 ., qE.=T1 .Fq|', 3nslFllq{, "++aft qfqrcIq- qer++
+ir 3]r+ "qqF FqE,
20
er g+5r irq Fqrqa, q{Br' -qFn(p1. ?qB
27
LjI.r Tr|'_j{:! rsrFFh. q{BF -qTqTrq, 3{.,.l'qT
air {qfr,Iqqqr- FIFFF. q46r{ qrqrda Et|d
-1,:-l>l
23 zt ,lltt, t-tg+. c.FrEF qfq-q. qt4r{df
-'pn4
qI IqInF qq|. F+. hft+.
24
"++rn <q6q. qqga
,ft F+E q"Tr-qqi.
25 -qcr6|{
Bngfdfu+, qrc|qq, i.rqrf,ri-ul

140
26 ef1 qrfq :6qp, q€Ft€, qq€R qrqroq, lrei<r
27 ,Jt Firq qqR, liR6, q{aR qrq6q, q$srrq
28 qt lrgd EqR, s€r{4, q?r€R qrqRfc, 5qw{5t
29 :fi 'E q+rer, hft-6. q€r'.qrq6q, Eniqr
30 4 grn rrg s€Fr.F, q{er qrqr<rq, }idqt
4 sTrFd+ srEq< eiqrtl, sdFr€, qitrdr qrqrsq, qrdEr
* qfu{ q{rer, idF$, q{6R =qrqr+q, qr{q
:it Hrq EqR, Rlto, q+arr qrqroq, +c+Eqniq
34 3il eqrsaq lqr, fufu+, q+cr< qrqrqq, qrR-qr
"Jl qn"{ qte{, Ffqs, qd6F qrqrlq, qFfu
36 ""1 xF-d fifum, q{6r. qrqnq, qcFFEtt
37 {t qirq gqr{ Rir, T6r'iil, eq< *gqfufi"_"f*t qq._r-rTf
4 .rqqfi sr, kqr q*, fudr c{t, kar< rrq efi|qqf{d sfft
38
{6Riq, qll{{l
39 4t .]*q{l EqR, T6Fi*, t{6r{ {.q eTIqIRFs,/e{aI-d{ €s, q.qr
40 4t Eirq uqn frq$, TdFitrr, kan qc am.nqBd 6ffi {iq
41
4t tT{< gqR fu€r, {6rqi{4, fian rrq €mfi|m qfireiqr ri{enq
6ffi €q
42 fr q&-<. tr{q ctr{s. RAF rr{qtrlq ,f+qrn qrrqE (nnr Xe)
43 4t FqqErer R€, {{Fii, f{6R RE-€r qrii qc sRpa sfqrtl {iq
:ft Efiqq qqrE RqE, Ir6r'i*, f{€R {rq qgqa=T Fqnr, errrqqf+o
44
6ff1 {iq
45
f Tg.iq gnn, raruB+, f{arq rrq cgcrf,{ f4qt.I, .:r{tt+qF{ ({ig-.R)
4+qift €q, irq tF
sll qq rrRrqq fqq, q€irq*, ia-an rq qc+rifi hr{Fr, :fft-d
46
sr{€fuffqq;ffI {iq
47 4l orqq oqn k€r, Fiflr qjl, R-6R
4a * -;rqr* qqp FtE, dfu+, qlalF+ rqpP4 h<, "{iql
49 4 fl.q wrr, Frq+,ffq fdii-+, q6rclsI(
50 rii qFft-€ el|q<, Rft-m, n$q s-q qq qqsf,, qGTsc
51 * lq-{c , RfizF, {..{ Gl{{rdrd,
eft q+4R aqt, Frq4,flq ftiR-6, Tfi qqRq
,I "r6+-q qrqq. Tqq+q iifum, t+P|{Ii'n
:fi Hrq qqrr, Firq{ftq trR-+, tr{4 rar'l +-,7 AFcr
eft €rR qrtrqqr, eTrqfd RF+, qrq q'ti sqqrfrr €reT.r FqFr
56 S qqq [qF, hiq+. qslqr+c FfreTr+q

141
57 4' q*sTqqn, e{-elfrR-m
58 S gis+t wt-q, qepiA,
59 {l qfrq{ tqR sr, f-fi-s
60 :il efii{< Uqrr, G{eqer
4i rrqqq FtB, Tarq-i
62 +ft lqrq-crel eRUr eilsr<r4
63 "i q*s{r graq', q"IFFF
64 :ft +.q tqR sr
65 zt nt-r.1 ?5ti t+16, c.rch
S {q fue'iR qi€rE fs€r, q€irq*
S lrqfs {q{ q+nc, RFI+, fu€R T6 {eTr qrGt't
68 eir Fisr Tqr iTq. i+T+.llq hfu+, nf+ql
69 efi 'qlel qrc, rq+,ff-q fqfoa. fusr+rya
10 rft ga ryn sr. qsrrf+q, l{erl'rq .tR Fffi qq
71 S Hrs qq;l erq?. hfu+. q1qft-a qseq +<, +'s'
72 S e{rq< qiq<, 'rar4{1, i{6R t'4 snfq'€ g.rFrrgq q€rRqefq
73 eft erv+ gnn eld, ftei ereqeT, k6R gRe €ry€ffi 6ffi €q
14 3tl q+rartqq, irqrc|d sE-,is|{q|d, fusr qre rl<e{"r r+r€, .:rm
75 4ft ?rfde qqrrl 4il q6rq .AqF. iifu6. qa.rsrT,
4f i'ro qE{ q;qr, Rifu+, sd'r.r Fftnrsq, qrqr
77 fr gr< q+n tqB. trR-+. ff-drg' FR qer'. q.{r
78 'n q+r.{qir frfu+. rrlvr+a Fiinr++. ve+
Fi:.E.
19 eft Tfiq EqR, RrR{, Tqs{T{
80 $t ir.r< qen RiE, q6r{{t, i+an qtqtrdtq {ffi {is (+qi.lfu)
81 dl rF-;i .EqF, tifu+, qrh+t rq l+er+q. irirEl
a2
4l gqrq aEr, fudr .i*, fii-fl ri{t, i+art nq e{{rqqiid sffl
T€T{TET

83 $ g*q q{{|E, qrllRfus, sirq l4qnr

84 4 gie4{ cr.t.q, Tsrq*, iq6r{ {rq s{o(tofro 6fui {iq
85 * q#Tn qqrr sr, Ffq+, qqo+o rq hqr{q. +fegr
86 * er{k< trm, er4rr, ksR tq gR h{ {6r+6 {iq
a7 sft tqrTq FSB, qdrCi
88 * fir+qq eRsr
89 $ Rrqr qrd€, "Ff{rRE
€qrs{, f*an lrq sr.Mas f}rer6 sffr {iq
90 S ffaq {qR qr, q-qrr Rfuo, u-qcr c'ti s-{ €qd R"rFr
91 ,n :rfuq qrTrr F+8, e6d, rfflqT T;q q]qlqq q'lqJrq

't42
 * rrq REr, qEt-iil, f{6rr Tq
a*r,]---q{r< ftren er5€tr|q 6ffi1
qEt
R+n, qrnqr, qqEr+rff t

qife, .'q+.iq hRs, qr4f"l zF4 ti'T{q.- ri--dd I

, srqteq qMt, tr-dr triq{ tqr qli{4|{' <si-n l

'ii @E|.] rl9ie,9qg!{q, i

96

9'7
"lq* Eten qqrtl, qrrqnq enftfts f*filsr, eqrq gr{ E-{r Fr+-d{'

gi .ar+i aleffi, n"F" qq-edfq qt'4sr, teffi jT. qz-{{ l

109 "il '"r erq' gf{'rq dlqr n{+e rnfuorr-r }fr|rFl I

110 * +.re fet fR ?R"r, i{fl|{ qE9. irqaelre ?r4-ru

sl.l finer 6qR. sr@ .FeI 'r-r44, iroqqorio(rqo. 'i-a t

=To
eita Fie, saTF qriqtrra,
7!2
F{6R Efu€r €q
113

7L4 qa qEIl1<t.9crr I

*.-+r-- r+ret qFr{FITaI, g€FFE qrrlFm, qel|ar-jil h3{rrr, {iiqr EE-€r

116

7r/ ,n irFar , fdfqm, qoqro, 3{{R{ |

4 +{crer f€6, cqr{ Rfu+, qtr Rqi"r FEI'I,

,143
 119
* q*4 {Fr, Tt€Frs trqr q<rff+rfi, FRerrdq Rqtqq qA qftte.l"T,
f:rQrqq !ffi{. qeqr I

r20 9g qoqro Rr6, r€ri4{ qrqTq, qr|{r heqfuqrf,q, qeqr r

L21 efl rqsr qqrr FiB,

Et.ar" f* Eis. q-qr I

1-22 r1 t€r c'ndl fae,iq+. fuT hqrr|. ftep, qsq

123
"E
"{T q<sTqr B]r, TiTa qolgro, qoFo. qlkqq{. ffi r
I

724 ltlFf. qI+C +q qgrFqeFt, k6r{ +q qfui raqr

3lt4?1, r

z'.Lq gqFl ,il riTq qqrr. qiRa|dt hR6 q,zi jf,q I

1"26 gfl IFI9T ][FIr{, AiJlq

6ffiI
L27 efi lgq-rq riqFl ftl , qnq ffii-.5 qEf o Eirl Fsri qaFrsTrdr q- r

1-28 8n i'l-rFT qqrr, iqfq|q, T.rr f++t€ 3]Idt{T ha{rq fotsTz ,r-nrl
3lT rl]as
'tri
129
sRT,qitGErfr {irror$, {rqiilc gq r6raqr{r f+tla+F, fuAn :rq
riqlqc hqFr, q.qrr
130
si rner gqp sqi. effic q{rf!r4rn. ff+6 qE,.r nRsT|iq. FtdR
qe{l
131 sro {id Ri€, q-qrl
alr ETeFiFT qqtl, qf+q.
L32
k--r.- qTytFr#_ ilrc{s qe. qFrqg.
133 8ll tl-I FFQIR 1|{a, t+6R {rq €I{|qqBd {fft {6rda- lTeqr
734 qI gqfq qqr. fq"J, q€rs srTEfh,,€fiq{qtfr d6.no[ q€rEr6rft q-irl
4t t+fiq rrq, q-{r
ejl Faq drd 4rarwE, T6rri*,
fueR rrq sa+rtr Erc{ qFI q]FFF {iq, q-ill
73-l ,{ 'rr{q|r qfi, l{a[ql-, hqiq rfi qfuqrsq erqrrrR - qe:rrl
qr srFtFT tqR Rr€, q€FFF +tsl.rR qdqqtft, ef+s,Tq +rsFrR, RtEn{
138
q-tl, qd:Irl
139 gTo Fg< q-{r
RT6.
140 4{r qr-I slql, qBrrill. qs|{J Sqfqqeri q< e{{q. qetl
74! sro €rEq tqR, q6|qlqq, crdo qqo go Grdrr, vc+r
r42 qaFrqq qt6+, +rErl+{d, kerf {fq €{{rqqB-d 6fft qrr.iE uzir
.e'IT

sro fro+offo RiE, {6rqEa,

743
ffqr tqi+qr q-+rfffi i-qr -iq, 11fl1
L44 11 9rcq tqn rs€, qogloqqo, i]tlrkgd, r.{r
145 8n 3rqq tqF kfl, qoriocq., t"li" qr+
746 siFI qiFTeI qtrit. qqrl {Erqf+q, trEr,
'ra +qElrfl TBFiq

144
 Dr{rq FRrr+ orqleq
@, qrrq h:, stmt
er{I {gr 3r(fr-', foq hqrrl, BaF, q-fl|
stE"t q< fte.{, 'iErqs. }rqr ir-{d Foro }+ +qt
*r f"A- sol$o:oq"frqo +eag'' gA qqjrfr=FT
to qaw"s", 1sT d/frRaaT t1rr/ €$rd qqR *'8ffi, +t-q ffi
ssrq+, frls E-flr rEFITIroT @r qrqr
:ft {rt'daq sRT, {6rq€, Fkqr+, fue Aflt 'r*l
A-q{ fuq{, Riqr{ qiF6 qris€
s<q qiqr, to iqo qRTrqI, c<IFrdri'Lq-rr-g-q-qrqrdq
* -Enr<
S ,sfq Re, q=rq*, mtn +ffr ?iq. (i-qidd)'
-lqea*r+
qim qqra Rte, od sr+n, qfdd qrtrq r RfYot f+eqFqmc,
"fr
+o e-<t *4, fiodtoqwo 3itrad{ Tqq€- qfuqTdq. fq11
* nfq|-qqn-aq-.nqq'ftq ftfr-6. @ jl{rq - sTr€n }Fqi
Aler qqr{ RE, Aen rrq ar-+ qRe4 erf*i{ur frqFr offi €s'
"ft
* fllsr , irqr fdtus
ftq 6qq1, a6.n
4qfr iET 66, qrq *F{+r, q€s slq@. gfqTt-art-6,- q-{I!
4 qqR, sn* {4, R-6R Efu-ffi ('ri q{Rr€q 6ffi {iq'
"n-ff€
* Eqlqq gqR Ri€, RF4, qff{
cq qti=" qqdg{-qd sqr'e+{ R6rt lrq qer \'?i Frqrol frr{Fr

"n ffiq qqrt qrsqtr. {sret {lr 3Ti+--r }sq q{-qft

trfir -}rqFflr '
Ao ffi iEqri e{dtq, sqr!a!r, {rqslrfi {iq' R-rc
+drFlqr ri'fd+ 4ii-i. 5rry-
* *ce wn, so q<to, {roeo q@-qqdq-dffi. q-{Rrl
4 qren€ +\rqEql€r R€, sq s{qtq Ficer€, i{6rt {rq e{\iIqFrR
Ffrsnirq, nFlqFTrr q+c, Fr]
{t qrR qqreT, tr-6R, qr*'r tr4rq tqt IS.g

1,15
 770
v{6{ }aTr, s€r{€ f*h{r, EEr q!']rq €€q, {sdqQd sq qlo Eq
qeql
L-71
-a Eq q*o. lrErqf+q, REr{ qenqftfi Vqr qq, c-
l
772 sro tqr{< trqrE FlE, q-6rqfuq, R€r{ rrq rrqcFd qqrfydrtr €q., q-qT
773 * n*rr gqr< M, r-eruFq, k6R irqr k{ €E, qcrT
t74 { qRq fuAI. yqrrn. Tgrqfua, R-da lr{q k{r riq, qc-{r
'rq
$ Eq tqR, ,rre4q, Ren rrq ss|E {qrfw {6Riq
176 * r{otq qre{ sr, €ka, R6R fuiqq ft-qr €sl
777 * rirq qqr. qitq, q6r'i{r. Iq-.r' {s ka riq, .r.qrr
778 €o Ster qrd, n{.d t-{ft, R€rr sii\qnr kqr {iq, q--{r
779
{* rR tiqrt qersaq, R-€ri Rren t-qrlqan€R-{) {i.r, r-rT
:n<qiot
180 *crt, q6|qFq, R-€R aFil{r tqT €s, €fqq
ksnt "r,K
181
{ etrq, Torsfuq, fu6rr {.R +qr {iq, tr-{r
742 4l sTgFr EIL dq. q.cr
183
* sfiq gqR, k€r, fr$+d R€R micRd i€+qa qH( qdrfucatq,
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