CHILD CARE LEAVE TO CENTRAL GOVERNMENT EMPLOYEES

No. 13018 /1/2010-Estt. (Leave)
Government of India
Ministry of Personnel, P.G. and Pensions
(Department of Personnel & Training)

New Delhi, the 30 the December 2010

Office Memorandum

Sub: Child Care Leave to Central Government employees - regarding

The undersigned is directed to say that subsequent to issue of this Department OM of even number dated 07/09/2010, this Department has been receiving references from various Departments, seeking clarifications. The doubts raised are clarified as under:-

1. Whether Earned Leave availed for any purpose can be converted into Child Care Leave? How should applications where the purpose of availing leave has been indicated as 'Urgent Work' but the applicant claims to have utilized the leave for taking care of the needs of the child, be treated?
Child Care Leave is sanctioned to women employees having minor children, for rearing or for looking after their needs like examination, sickness etc. Hence Earned Leave availed specifically for this purpose only should be converted.

2. Whether all Earned Leave availed irrespective of number of days i.e. less than 15 days, and number of spells can be converted? In cases where the CCL spills over to the next year (for example 30 days CCL from 27th December), whether the Leave should be treated as one spell or two spells'?
No. As the instructions contained in the OM dated 7.9.2010 has been given retrospective effect, all the conditions specified in the OM would have to be fulfilled for conversion of the Earned Leave into Child Care Leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year in which the leave commences.

3. Whether those who have availed Child Care Leave for more than 3 spells with less than 15 days can avail further Child Care Leave for the remaining period of the current year'?
No. As per the OM of even number dated 7.9.2010, Child Care Leave may not be granted in more than 3 spells. Hence CCL may not be allowed more than 3 times irrespective of the number of days or times Child Care Leave has been availed earlier. Past cases may not be reopened.

4. Whether LTC can be availed during Child Care Leave?

LTC cannot be availed during Child Care Leave as Child Care Leave is granted for the specific purpose of taking care of a minor child for rearing or for looking after any other needs of the child during examination, sickness etc.
Sd/-
(Simmi R. Nakra
Director

DEPARTMENT ISSUED ORDERS TO FILLING UP OF GDS POSTS IN BRANCH POST OFFICES – REVIEW OF GUIDELINE REGARDING

Government of India
Ministry of Communications & IT
Department of Posts
(GDS Section)
Dak Bhawan, Sansad Marg,
New Delhi-110001
No. 17-103/2007-GDS Dated : 29 Dec 2010
To
All Chief Postmaster General
All Postmasters General

Sub: Filling up of GDS Posts in Branch Post Offices-review of guideline regarding.
Sir/Madam,
Reference in invited to this Directorate letter No. even dated 14th Jul 2009 on the subject cited above which provided for the manner of filling up of GDS vacant posts in single handed branch offices and branch post offices having two or more hands.
2. Provisional appointment for a brief may be resorted to only on account of sudden death, dismissal, removal, put off duty, absorption against the departmental post of Gramin Dak Sevaks and unauthorized absence for long period in case regular arrangements cannot be made immediately.
3. In the case of posts falling vacant due to discharge form service of the GDS BPM or absorption of the GDS BPM on the regular departmental posts, efforts should first be made to fill up the posts by adjusting identified surplus GDS fulfilling the prescribed qualification & other prescribed conditions failing which action should be taken in advance to fill the vacant post of GDS BPM on a regular basis by following the prescribed procedure and following other conditions prescribed under letter No. 17-103/2007-GDS dated 14 Jul 2009. The list of all the GDS, category wise, due to be discharged from service in calendar year may also be displayed on the Department's website in the month January of each calendar year.
This issues with the approval of competent authority.
Yours faithfully,

Sd/-(AK Sharma)Deputy Director General (Estt.)Phone No. 011-23096098

SPECIAL CONCESSIONS/FACILITIES TO CENTRAL GOVERNMENT EMPLOYEES

No. 180 16/3/2010-Estt. (I)
Government of India
Ministry of Personnel, P.G. and Pensions
(Department of Personnel & Training)

North Block, New Delhi.
Dated, the 28th December, 2010
CORRIGENDUM

Sub: Special concessions/facilities to Central Government Employees working in Kashmir Valley in attached / subordinate offices or PSUs falling under the control of Central Government.

The undersigned is directed to refer to this Department of even Number dated 15.3.2010 extending the Special concessions / facilities to Central Government Employees working in Kashmir Valley in attached / subordinate offices or PSUs falling under the control or Central Government, for the period with effect from 1.1.2010 to 3 1.12.2010 and to say that the Annexure attached with the OM stands partially modified to include the Notes. The Annexure as modified is attached herewith.
Sd/-
(Simmi R. Nakra)
Director (P&A)

All Ministries/Departments of the Government of India.
(As per standard mailing list)

.Annexure

Details of package of Concession/Facilities to Central Government employees working in Kashmir Valley in Attached/Subordinate Offices or PSUs falling under the control of
Central Government:-

I. Additional H.R.A. and other concessions:

(A) Employees posted to Kashmir Valley

(i) These employees have an option to move their families to a selected place of their choice in India at Government expense. T.A. for the families allowed as admissible in permanent transfer inclusive of transportation of personal effects, lump-sum payment
for packing etc.

(ii) Departmental arrangements for stay, security and transportation to place of work for employees.


(iii) HRA as for Class 'A' city applicable for employees exercising option at (i). Such
employees will be eligible for drawing the normal HRA as well at their place of
posting provided Departmental arrangement is not made for his/her stay.

(iv) The period of temporary duty extended to six months. For period of temporary duty daily allowance at full rate is admissible, apart from departmental arrangements for stay, security and transportation.

(B) Employees posted to Kashmir Valley who do not wish to move their families to a selected place of residence;

A per diem allowance of Rs. 10/- is paid for each day of attendance to compensate for any additional expense in transportation to and from office etc. This will be in addition to the transport allowance, which the employee is otherwise eligible for under Ministry of Finance order No. 21(2)/2008-E.II(B) dated 29.8.1008.

II. MESSING FACILITIES:

Messing Allowance to be paid to the employees at a uniform rate of Rs. 15/- per day by all Departments, or in lieu messing arrangements to be made by the Departments themselves. This rate of allowance will have to be adhered to uniformly by all the Ministries/Departments with effect from 01.07.1999. The slightly higher rate of Rs. 25.50 adopted by the Department of Telecom and Posts and allowed to be continued as a special case by the Department of Personnel in consultation with the Ministry of Finance, would, however, continue to be paid at the said rate.

III. ADJUSTRMENT OF MIGRANT EMPLOYEES:

As a purely temporary measure, the employees migrated from the Kashmir Valley are accommodated to the extent possible in the available vacancies under the respective Ministries/Departments in offices located outside but adjacent to the union Territory of Delhi.

IV. PAYMENT OF LEAVE SALARYIAD HOC FINANCIAL ASSISTANCE:

Arrangements were made for payment of leave salary for the period upto 30' April, 1990 in respect of employees who may not have received their emoluments after migration. Such employees were allowed to be given either leave salary at the minimum of the scale or some adhoc financial assistance as an advance to be adjusted from their dues after they join duty. Further the migrant employees who were unable to join their respective places of posting in the Valley due to the prevailing circumstances, were extended this facility till they were adjusted in accordance with (iii) above.

V. REGULARISATION OF THE PERIOD OF ABSENCE OF J&K MIGRANT
EMPLOYEES:

In August, 1992, it was decided that the period of migration of a Central Government employee, who migrated from Kashmir Valley in view of the disturbed conditions would be treated as Earned leave to the extent which may have been due to him on the date of proceeding for migration. However, the position was reviewed by the Ministry of Personnel in April, 1997 and if was decided that the Earned Leave which was at the credit of the Central Government migrant employee at the time of migration will not be adjusted against the migration period, but will remain available for the purpose of leave encashment on the date of their retirement in respect of the employees who had already retired or would retire in future. The period of absence would however count in the service for the purpose of pension, but shall not count for earning any kind of leave. During the period of absence, a migrant employee is entitled to his pay (excluding special pay and local allowances) dearness allowance, which he would have been otherwise paid from time to time including benefit of increment had he reported for duty immediately after expiry of his Earned leave.

VI. PAYMENT OF MONTHLY PENSION TO PENSIONERS OF KASHMIR VALLEY

Pensioners of Kashmir Valley who are unable to draw their monthly pensions through either Public Sector Banks or PA0 treasuries from which they were receiving their pensions, would be given pensions outside the Valley where they have settled, in relaxation of relevant provisions.

NOTE:- I. The package of concession/facilities shall be admissible in Kashmir Valley comprising of six districts, namely Ananhag, Baramulla, Budgam, Kupwara, Pulwama and Srinagar.

2. The package of concession/facilities shall be admissible to Temporary Status Casual labourers working in Kashmir Valley in terms of para 5(i) of the Casual Labourers (Grant of Temporary Status and Regularization) Scheme of Government of India. 1993.

3. The benefit of additional HRA admissible under the Kashmir Valley package shall be admissible to all Central Government employees posted to Kashmir Valley irrespective of whether they are natives of Kashmir Valley, if they choose to move their families anywhere in India subject to the conditions governing the grant of these allowances.
4. The facilities of Messing Allowance and Per Diem allowance shall also be allowed to natives of Kashmir Valley in terms of the Kashmir Valley package.-- M.KrishnanSecretary General NFPE

ISSUE OF INDIVIDUAL PLASTIC CARDS TO EACH CGHS BENEFICIARY-GUIDELINES TO PENSIONER BENEFICIARIES

SCHEME FOR ENGAGEMENT OF GDS ON COMPASSIONATE GROUNDS

.No. 17-17/2010-GDS
Government of India
Ministry of Communications & IT
Department of Posts
(GDS Section)
Dak Bhawan, Sansad Marg.
New Delhi-110116
Dated: 14 Dec. 2010
To,

Chief Postmaster General
Postmasters General
General Managers (Finance)
Director of Accounts (Postal).


Subject: SCHEME FOR ENGAGEMENT OF GDS ON COMPASSIONATE GROUNDS-MERIT POINTS AND PROCEDURE FOR SELECTION.

Sir/Madam,

To objective of the Scheme for engagement of Gramin Dak Sevaks on compassionate grounds is to engage dependent family member of a Gramin Dak Sevak dying in harness, thereby leaving his family in penury and without adequate means of livelihood.

2. Keeping in view the objective of the Scheme, the existing instructions relating to compassionate engagement have time and again been reviewed/modified/simplified so that the system finally derived at shall be more transparent, efficient and uniform in nature.

3. Currently, there is no laid down transparent criteria for adjudging degree of indigence of the GDS family while considering their cases for compassionate engagement. Therefore, a need is felt to lay down transparent criteria for considering a request for engagement on compassionate grounds by a Committee. A balanced and objective assessment of the financial condition of the family has to be made taking into consideration of his/her assets and liabilities, and all other relevant factors such as presence of an earning member, size of the family and the essential needs of the family including social obligations, etc. in order to assess the degree of indigence of all the
applicants to be considered for compassionate engagement. The Department of Personnel &Training has provided for limiting compassionate appointment of wards of departmental employees to 5% of the total vacancies and no such stipulation has been made for this purpose in respect of GDS. This, however, does not mean that all applicants are to be engaged as GDS on compassionate grounds in relaxation of normal and only the exceptional and deserving cases are to be considered for compassionate engagement as the scheme stipulates that compassionate engagement is to be given only in indigent and deserving cases.

4. The existing procedure has been reviewed in this Directorate and it has been decided by the competent authority that to achieve the objective of the scheme of the compassionate engagement and to ensure complete transparency, merits of the cases can be conveniently indicated by allocating points to the applicants based on various attributes. Accordingly, the Department has worked out a system of allocation of points to various attributes based on a hundred point scale as indicated in the tables below:-

1. NO. OF DEPENDANTS:
Ser
Points
Proposed for GDS Dependants
1
10
3 & above
2
7
2
3
3
1

2. OUTSTANDING LIABILITIES FOR EDUCATION/MARRIAGE OF
DEPENDANT CHILDREN

Ser
Points
Criteria
1
10
For education of minor children
2
15
For marriage of daughter

3. LEFT OVER SERVICE FOR DICHARGE

Ser
Points
Proposed slabs for left over service in context to maximum age for discharge
1
10
Over 20 years
2
8
Over 15 & up to 20 years
3
6
Over 10 & up to 15 years
4
4
Over 5 & up to 10 years
5
2
0-5 years

4. OWN AGRICULATURAL LAND AND HOUSE

Ser
Points
Criteria
1
10
No house and land
2
5
Own house only or land
3
0
Own house and land



5. FAMILY EARNINGS OF MEMBERS OF FAMILY PER MONTH

Ser
Points
Proposed slab for family earning
1
10
No income
2
8
2500 or less per month
3
6
2501 to 3500 per month
4
4
3501 to 4500 per month
5
2
4501 to 5500 per month
6
0
5501 & above
6. DICHARGE BENEFITS i.e. EX-GRATIA GRATUITY, SERVERANCE AMOUNT, SERVICE DISHCARGE BENEFITS UNDER NPS LITE AND GROUP INSURANCE BENEFITS RECEIVED BY FAMILY

Ser
Points
Proposed slabs for benefits discharge
1
10
Below Rs. 25000
2
8
25000 to 50000
3
6
50001 to 75000
4
4
75001 to 100000
5
0
Above 100000

7. EDUCTATIONAL QUALIFICATION OF APPLICANT:

Ser
Points
Proposed slab on education of applicant
1
25
Graduate
2
20
10+2
3
2
Below 10+2


5. The above system of weightage not only brings more objectivity to the method but also ensures complete transparency and uniformity in the selection process. The above method is being introduced for considering cases of compassionate engagement to the dependents of the GDS in the event of death of the bread winner. The cases which are more than five years old or having an earning members (s) in the family shall continue to be referred to this Directorate as hitherto before.

6. Shri RS Nataraja Murti Committee had recommended in Para 17.20.2 as under:- "Keeping the spirit of compassionate appointments as enunciated by the Nodal Ministry and also the ruling of the Hon'ble Supreme Court, there is need to provide compassionate appointment to the dependents of GDS in hard and deserving cases. The purpose would be served if the engagement of GDS on the division in a year. The vacancies may be computed separately for GDS BPM and other categories.
The period of consideration of deserving cases may be kept as three years. While considering the cases there need not be any relaxation in educational qualification for the post of BPM. In hard and deserving cases requiring relaxations of educational qualification, the engagement may be offered in other categories of GDS subject to the condition that the incumbent can satisfactorily discharge the duties assigned". While the intention behind the scheme of engagement of GDS on compassionate grounds is to allow engagement of GDS on compassionate ground in hard and deserving cases only and not in all cases, the recommended percentage is twice the percentage prescribed for regular Government employees. The above recommendations have been examined
in this Directorate and it has been decided to accept the same. However, in view of the
Department's plan to computerize the Branch Offices and to use hand held devices etc. besides the requirement of combination of duties in various circumstance, it all categories of Gramin Dak Sevaks including GDS BPM.

7. The number of vacancies and ceiling of 10% now being proposed may be calculated in the following manner:-

(a) The vacancies occurring in a calendar year age to be computed separately for the GDS BPM and other categories of GDS by their appointing authorities for each division well in advance. The appointing authorities while calculating the same shall take into account the vacancies that are likely to occur due to discharge of Gramin Dak Sevaks on attaining the age of 65 years for this purpose during the ensuing calendar year. However, the vacancies arisen due to absorption of Gramin Dak Sevaks in regular departmental posts and due to death occurring during the currency of the calendar year will be added to the vacancies occurring in the next calendar year for computation. The requisite information therefore needs to be compiled at all levels and finally sent to the Head of the Circle concerned by 30th Nov in advance along with cases complete in all
respect.

(b) Circle Relaxation Committee shall consider all cases and approve the same subject to guidelines on the subject and ceiling of 10% of the vacancies calculated separately for GDS BPM and other categories of GDS strictly on application of the Point System for determining the indigence. Cases prescribed to be sent to the Directorate more than 5 years old and cases in which one or more member is earning shall continue to be recommended as per existing provisions subject to this overall 10% limit to be applied on divisional basis.

(c) In units where on application of the ceiling percentage, the number of vacancies for consideration of cases for compassionate engagement works out less than 1 (not zero), one vacancy may be earmarked in that division/unit for compassionate engagement.

(d) This percentage of 10% shall only apply to cover cases of wards of deceased GDS and not to GDS acquiring disability during service defined in the persons with Disabilities Act, 1995. Section 47 of the Persons with Disabilities Act, 1995 provides that no establishment shall dispense with or reduce in rank an employee who acquires a disability during his service as also no promotion shall be denied to a person merely on the ground of his disability. In case a GDS acquires a disability during his service and is considered to be unsuitable for the GDS post he was holding, could be shifted to some other post with the same TRCA.

(e) Period of consideration of deserving cases is prescribed as three years i.e. in case where it is not possible to offer engagement of GDS on compassionate grounds due to the application of prescribed ceiling, the case may be considered by the CRC in the subsequent CRC meetings of the next two years to the maximum.

(f) No relaxation in educational qualification for the post of GDS BPM or any other category of GDS would be permissible.

The above instructions will be applicable for all the compassionate engagement case to be considered on or after 01.01.2011. These issues with the approval of Secretary Posts.

These instructions may be communicated to all concerned.

Yours faithfully,
(Surender Kumar)
Asst. Director General (GDS

CADRE REVIEW

A formal meeting for discussion of the cadre review proposal was held on 27.12.2010. There was no concrete decision arrived in the meeting but there was more progress. The following are only the gist of proposals.
1. Postman: - The present establishment inexistence in this cadre is as follows
Basic – Postmen : - 46381
Mail overseers : 2955
Cash overseers : 739
Head Postmen : 594
Sorting Postmen : 2456
Overseer Postman : 424
7168 - 7168 (Around 16%)
Among the above establishment, TBOP - 12900
BCR - 3195
(No figures on MACP I, II & III available)
At present, there is no supervisory cadre in existence for Postman. Earlier Mail overseers, Sorting Postmen etc were called as LSG and there after it lost significance after introducing TBOP/BCR promotions.
It is proposed by the staff side to provide three promotional layers to this cadre by keeping 70% in basic, 15% in the first, 10% in the second and 5% in the third promotions. It is suggested that out of four postmen, one of the post may be identified to supervise the other three postmen in ensuring 100% articles taking for delivery and remarks in the return apart from his delivery work. Similarly the postman entrusted with Data work for preparing delivery slip, taking returns etc may be provided to the status of next promotion layer and similarly the existing Mail overseers etc may be brought to the third promotional layer.
Since the cadre review pertains only to improve the promotional posts and not to review the pay scales, the pay band may be decided like 2000, 2400, 2800 & 4200 for basic, I, II & III Grades retrospectively.
2. Multi Skilled Staff (Group D)
There is 37757 Multi skilled staff in existence in the Department out of which 17700 in Postal and 14000 in RMS and the remaining are working in administrative offices.
Since the MTS are not getting any II & III MACP promotions and even some are not getting MACP I also, special attention is required. It is suggested to form three layers of Promotion like basis 70, 1st 15, 2nd 10 & third 5% of posts. It is suggested that the MTS assisting Treasury & Sub Accounts may be identified as higher posts. Similarly van attendant, Jamedar in RM and Record Keeper, Chowkidar etc may be identified as higher posts for providing promotions. Since MTS (Group ‘D’) is a common cadre for all Central Government employees, the identification of area and responsibility becomes a must for consideration of care review proposals.
3. Postal Assistant & Sorting Assistant
Basic cadre - 83696
LSG - 6989
HSG II - 1703
HSG I - 1649
Out of which
Postmaster Gr. I - 2097
Postmaster Gr. II - 511
Postmaster Gr. III - 495
Senior PM - 116
As on date, the total number of supervisory posts works out only 12.35% it is suggested that all the single handed & double handed post offices may be identified as LSG Posts (Single handed offices 11395 & Double handed offices 6719). Since the elevation of pay band with Grade pay Rs. 4200/- is not immediately possible to LSG since it has long process and left the decision with nodal ministries, the present LSG posts 6989 posts may be merged with HSG II cadre. (For example 2899 LSG offices plus 3732 Triple handed post offices & plus other LSG Posts). Similarly the present HSG II & HSG I posts shall be amalgamated. There will be no change of Grade pay in any cadre since it will not come under the jurisdiction of cadre review.
It is suggested that the nomenclature of existing LSG, HSG-II & HSG-I shall be revised as Supervisor/Manager, Senior Manager/ Supervisor, Chief Manager/Supervisor respectively. It is further suggested to convert the HSG-I as Gazetted as if equal to the present status of Asst. Supdt. of POs.
Whatever be the increase in the number of Supervisory post, it will have simultaneous reflection in the Post master’s cadre also.
PO & RMS Accountant, System Administrators Marketing Executive & others
After identifying the number of Grade I, I & III posts from the Postal Assistants, separate cadre for PO & RMS Accountants, Systems Assistants, Marketing Executive will be carved out from the promotional posts and declare the posts as promotional posts to Postal Assistants.
(i) The PO & RMS Accounts qualified officials will be placed in Rs. 2800/- grade pay and on qualifying they may be engaged in accounts branch. A separate promotional avenue can be carved out for APM Accounts from the existing LSG, HSG II & HSG I Posts.
(ii) Marketing Executive will be placed in Rs.2800/- Grade pay and a separate cadre will be explored in higher promotional posts.
(iii) System Administrators will also be carved out similarly to this. However, it is suggested that in respect of System Administrators, they may be placed in the Grade pay of Rs. 4200/- as if available in other Governmental organization. PMAs will be brought under the category of System Assistant.
(iv) Similarly there are 300 DOPLI and they may be placed in the Grade Pay of Rs. 4200/-
In respect of RMS, What is the proportion maintained in Postal Assistant cadre in higher posts in the postal, that will be maintained.
Circle office staff
In respect of circle office there are 2400 officials working and at present there is only one promotion of section supervisor with Grade Pay of Rs. 2800/- available.
It is proposed to form II layer of promotion as deputy office superintendent with Grade Pay of Rs.4200/- and elevate the office superintendent with Grade Pay of Rs.4600/- Similarly another layer of Director with grade pay of Rs,4800 may be formed. The Percentage proposed is 50 + 20 + 15+ 10 + 5. There are 59 regional offices in which, it is suggested to upgrade the office supervisors. Similarly all PLI section officers may be elevated to the status of office superintendent.
SBCO staff
Total staff is 4100. There is no HSG II at present. It is suggested to provide four layers of promotions with the ratio of 50:20:20; 5: 5. The SBCO in charge of All Gazetted HPOs (116) may be converted to HSG I. There are 442 divisions and all the in charge of such divisional head quarters may be considered for HSG II. It is further suggested that the in charge of SBCO having up to 50,000 entries may be converted to LSG, above 50,000 up to 100000 may be to HSG II and above 1 lakh, it will be HSG I, Similarly all working in (PWCs/ICOs shall be placed in promotional posts.
Matching Savings
Official side proposed to accept closure/ merger of 3000 single handed post offices/ RMS offices as matching savings in urban areas which will be decided on the following grounds:
i. Offices having less than five hours work load (excluding sub accounts work)
ii. Post offices situated within 2.5 kilometers.
iii. The personnel relieved due to the closure/merger will be accommodated in the single/ double handed offices where work load justify for further augmentation.
The staff side seeks time to discuss on matching savings among them and to form a joint proposal on all the above discussed items.
Comrades,
Please note that the above proposals are not accepted totally and it were in the discussion stages only. A broad consensus and discussions are required to improve many of the items mentioned above. Staff side will sit shortly and discuss the above and submit its proposal shortly. The next formal meeting will be held on 22.1.2011 at 11 hours to finalize the proposal.
All are requested to offer their comments on this to have further study and improvement of our proposals.
(K. V. Sridharan)
Leader, Staff side

UNI-APRO POST & LOGISTICS / APPC

A joint International Seminar organized jointly by the Post & Logistics Wing of Union Network International - Asia Pacific Regional Organisation (uni-apro Post & Logistics) and Asia Pacific Postal College (APPC) Bangkok was held at Bangkok (Thailand) from 2010 December 13th to 14th. Another Seminar jointly organised by uni-apro Posts & Logistics and State Enterprises Workers Union, Thailand Post (Sewu-thp) was also held at Kanchanaburi (Thailand) on 15th and 16th December 2010. Com: M.Krishnan, Secretary General, National Federation of Postal Employees (NFPE) attended both the Seminars on invitation from UNI-APRO Post & Logistics.

Union Leaders from the following Asia-Pacific countries attended the Seminars.
1. India 2. Pakisthan 3. Nepal 4. Srilanka
5. Thailand 6. Philippines 7. Malaysia 8. Hong Kong
9. Japan 10. Mangolia 11. Vietnam 12. Korea

The Seminar held at APPC, Bangkok was most informative. Sessions on the following different subjects were held. Eminent Lecturers of APPC made the presentations.

Subject Lecturer
1. International Dimension of Post : Mr. Aras
2. Business Excellence - Business
Dimension of Post - Changing Scenario : Mr. Shailendra Kumar
of Postal Business Dwivedi
3. Mail, Parcel and Logistics Management : Mr. Shailendrakumar Dwivedi
4. How to make Post Profitable under the
Financial crisis : Mr. Aras & Mr. Shailendra
5. Reforms in China Post : Mr. Liu
6. Operational Excellence - Operations
Dimensions of Post : Mr. Aras
7. Human Resource Management : Mr. Shailendra

Opening Ceremony on 13.12.2010 was addressed by Mr. Elichi Ito, Director, UNI-APRO Post & Logistics Sector and Mr. Masayuki Nakota, Director International Department of Japan Postal Union. A visit to the highly automated and modernised Mail Center at Lakshi (Bangkok) was arranged by the State Enterprises Workers Union (Postal Employees Union) Thailand Post on 13.12.2010. Certificates to the participants were distributed at the closing Ceremony.

Seminar on 15th & 16th was held at Kanchanaburi, one of the finest tourist centre, in Thailand. The welcome speech was delivered by Ms. Tentip Chaichit, Vice General Director on Human Resources, Thailand Post. Mr. Roengnarong Ismael, President of SEWP-THP (the only one trade union of Postal workers of Thailand Post) made the opening remarks. Mr. Elichi Ito, Director of UNI-APRO Post & Logistics in his lecture explained about UNI-APRO Posts & Logistics. Mr. Somboon Sabsam made a presentation on "overall situation of Thai Labour movement". Mr. Roengnarong Ismael, the President of SEWP lectured on the subject "Building Social Partnership to Thailand Post, the Genuine Unions Success".

After the Lectures the overseas participants made presentations about the present scenario of the Postal Services in their country. A sight seeing trip was also arranged by SEWU-THP. The four day seminars concluded at 4PM on 16.12.2010.

Main High Lights

1. The presentations made by the Lecturers of APPC on 13.02.2010 & 14.02.2010 covered various aspects of the Post & Logistics Sector. The mission, Jurisdiction, Role, structure, function and importance of Universal Postal Union (UPU) was well explained. Scope of Business Management in Postal, Postal Environment and Strategy, Trends and drivers affecting Postal Sector, contemporary business environment, transition of mail sector, management innovation and essential changes in the organizational culture are also explained. Mail strengths, positive postal factors, role of competition, definitive trends, new realities of the Postal Market Place, Technological factors, the future of Post etc. were elaborately narrated. It is emphasized that competition has delivered choice for many and reduced prices of Postal products, increased innovation and improved quality of services for all customers. The changing Postal world, major changes affecting the market and Business environment, Need for change, process improvement, improving productivity, Transport planing and scheduling, strategic issues in Delivery Service were discussed. Interdependence of marketing, operations and human resources, function of human resource management, efforts required to change, importance of providing training on new methods / products, cultivating happiness in workplace, need to involve workers in decisions and giving them a sense of ownership are the other issues came up for discussion in the APPC Seminar.

2. The joint Seminar organised by the SEWU-THP mainly concentrated on the problems faced by the workers with particular reference to Thailand. Thailand has been successful in the economic development since the economic crisis in 1997. In 2006, the economic growth was 5% and this year (2010) the growth rate is predicted about 6 to 7%. Inflation rate is approximately 2 to 3%. There are about 1400 trade unions (in all sectors), 19 Labour Federations, 12 National Centres. As per Article 25 of the state Enterprises Labour Relations Act B.E.2543 (2000) of Thailand a worker has the right to organize a trade union, collective barging, negotiation and organise activities, but cannot hold any strike. All disputes, including wage disputes are to be resolved through negotiations. The main threat faced by the workers in the Govt. sector is privatisation move of the Govt. Out sourcing, contracting work, sub contracting, early retirement, short term employment of part-time workers, reduction of permanent workers, attack on job security and trade union rights are the method adopted by the Government. Concerted efforts are made by the Govt. to reduce state ownership in service sector and to create stronger role for private sector. Methodology adopted for privatisation is same as in India.

3. The situation prevailing in the Postal Sector of other countries is briefed as follows by the Union leaders who participated in the seminar.
(a) HONG KONG : Hong Kong Post (HKP) is still a government department. Market competition maily comes from the four major global courier & logistics companies i.e.. DHL, Fedex, UPS & TNT. Number of Post offices 127 including GPO, international mail centre, Airmail Centre and 124 other Post offices with retail and delivery functions. Number of regular employees 5347 and contract staff 2217. 1.38 billion mails handled during the year 2008-2009. Total turnover 591.6 million us dollars and operational profit. 45.4 million Us dollars in the year 2008-09. Postmaster General is the Chief of the top management of HKP. 70% of mails are processed under mechanised system.

(b) JAPAN : Privatisation talk started in the Diet (Parliament) in April 2005. The Govt's stance regarding the Postal Services was to privatise Japan's Postal Services from the start of that session. When the privatisation of postal services developed into a political issue, the government ignored the voice from citizens and customers over this issue. Public opinion were divided. After the House of councillors voted down those bills, the then Prime-Minister Koizumi dissolved the lower house followed by the General Election 2005. The ruling party (LDP) won a landslide victory over this issue. A package of privatisation bills was again submitted to the special Diet Session and approved in October 2005. On October 1, 2007, Japan Postal Public Corporation was privatized and broken into four companies under the holding company owned by the Japanese Government. Mail related services are being offered by mail company and Post office company. When General election took place in August 2009, the opposition backed by Japan's Postal Union swept a landslide victory. As a result, the law to freeze the planned sales of shares of Postal Group companies was passed in Diet on December 4, 2009. After the election to the Upper house of Parliament in 2010 ruling parties did not get majority in Upper house. While ruling parties gains the lower house, the opposition parties hold majority in the upper house. In May 2010 Postal reforms bills for reorganising the Postal sector were passed in the lower house. According to the bills, the current three companies such as mail delivery, Post office and holding company were merged into one as a new holding company. Two Postal Financial companies were placed under the new holding company. The Govt. planned to own 1/3 plus shares of the holding company. Simultaneously this holding company was designed to own 1/3rd plus shares of two financial companies. However the new Postal reforms bills were not legislated before the Parliament session was over. Thus talks of Postal reforms bills will start over again in the next parliament session. Postal reforms has become a centre point of discussion in political Postal Union in Japan closely keeps an eye on political trends.

A fierce competition is going on in the parcel market. Private parcel companies have upgraded the logistic system from collection to delivery. They have diversified service lineups. More competition is expected in future in the postal market. Japan Post Express is the third largest player in terms of market share, but its market share is declining.

Japan Post has been improving its service qualities in order to satisfy with customer needs. It has advanced technology for domestic and international mail services. There are 24600 Post offices.

(c)KOREA : Korea Post has a monopoly of letter mail in Postal Services by Postal Law. After Govt. making Foreign Trade Agreement (FTA) with United States for opening markets including Postal Services, monopoly will be reduced. Present market share of Govt. Postal Services 100% in letter mail, 88% in express mail and 12% in parcel mail. Courier Services are also operating just like in India.

(d) MONGOLIA : Postal company fully owned by Government. Other companies working. Market share of Govt. company letter mail 55%, Express mail 30%, Parcel Service 75%. Total Post offices 385.

(e) MALAYSIA : Initially the Postal Services as a Govt. department then corporatised w.e.f. 1.1.1992 and subsequently privatised in September 2001 under companies Act of 1965. The compnay is now called "POs Malaysia". There are about 120 courier services competing in the mails market.

(f) PHILIPPINES : Postal Services Corporatised as "Phipost" in 1992. Govt. proposes to privalise the company.

(g) VIETNAM : Postal Services in Vietnam is corporatised. There is no move for privatisation. Private Courier services are also operating.

(h) NEPAL : Postal Services is still under Govt. monopoly. Private courier services are also operating.

(i) PAKISTHAN : Corporatised in 1992. It is being considered for privatisation through Privatisation Commission of Pakisthan Government. Facing stiff competition from both domestic and international players.

(j) SRILANKA : Govt. department. No corporatisation or privatisation process. Private Couriers are also operating.

(k) THAILAND (already explained above)

4. REFORMS IN CHINA : Chinese Postal services is run by China Post Group a Public Limited Company. There are several subsidiary and Provincial companies under the China Post Group. Reforms started in 2007. At that time total employees 10 lakhs. Now the number of employees are 4,11,000. Number of Post office 54000. Computerised Post offices 37000. Postal vehicles 64868. Railway carriages 422, Aircraft- 17, letter sorting machines - 95, Parcel sorting machine - 85. Private companies are also operating. Market share of Govt. company 80%.

EMPLOYEES MAY NOT BE ABLE TO CHALLENGE CAT JUDGMENT IN SC

NEW DELHI: Bad news is in store for government employees contesting matters relating to their service conditions in the Central Administrative Tribunal (CAT) as they may not be able to challenge the judgment in the Supreme Court.

Government employees not satisfied with CAT orders on their service matters will continue to appeal in High Courts as government's plan to enable them approach the apex court directly has received a thumbs down from the top law officer.

Recently, the Department of Personnel had asked the Law Ministry whether the present system of CAT orders being challenged in High Courts be changed to fast track disposal of cases of government employees relating to their service conditions and employment rules.

The Law Ministry referred the matter to Attorney General Ghoolam Vahanvati who opined against the move saying a 1997 Supreme Court judgment on the issue should continued to be followed.

"As of now, the buck stops here (on the issue)," Law Minister M Veerappa Moily told PTI when asked to comment on Vahanvati's opinion.

He said his ministry was trying to find a solution. "But I would not like to add anything more to it," he added.

When the CAT was established in 1985 by an Act of Parliament, its rules clearly stated that its judgments on service related matters of state and central government employees can only be challenged in the apex court.

While the same rules is in operation even today, a 1997 Supreme Court ruling held that judicial review is the basic feature of the Constitution and a High Court's power on judicial review cannot be taken away.

After the judgment, appeals against CAT rulings were entertained in High Courts.

"The Armed Forces Tribunal Act has been borrowed from CAT. Appeals against Tribunal's orders can only be challenged in the Supreme Court. But in CAT's case, it has become a three tier system...the entire purpose of CAT has been defeated," said a CAT functionary.

He said while CAT usually disposes off a case in six months, appeal in High Court often takes years.

"They pay Rs 50 as fee to move CAT, but they have to pay thousands of rupees in High Court...if the matter reaches Supreme Court, the time and cost involved is massive," he said.

INDIA POST TO START CONSUMER AUDIT

NEW DELHI The department of posts has initiated external consumer audits to understand the growing needs of urban customers worried over decline in its market share in mail service business that it once dominated. India Post will conduct these audits primarily in its urban post offices to gauge market sentiments of the urban population, which is rapidly switching to private courier service providers. " The idea is to build India Post brand for greater acceptability in cities," said an official with the department. In the recent years, the department's revenues from its postal operations have been on the decline. The specific areas of business where the department's revenue receipts appear on the decline are ordinary post, money-orders and postal-orders. There has, however, been recent improvement in the department's revenue figures. Figures as on October 2010 show the department's revenue receipts on postage realised in cash at Rs 1,321 crore, which is a 11% increase to the figure as on October 2009. However, commission on money-orders and postal-orders have made only marginal improvements, a concern which has prompted the department to initiate major overhaul in the way it handles mailing operations. To arrest the slide in business, India Post has initiated the process of redesigning its existing mail network. It has introduced innovations such as radio-frequency identification (RFID) technology in mail processing for better tracking of mail bags and articles to draw high-end and urban mail customers. In the 11th plan period (2007-12), the department has undertaken measures to improve the quality of mail operations, including automation of mail processing activities, induction of dedicated freighter aircraft for transmission of mail and restructuring of existing mail network. "These new initiatives are expected to result in better quality of service which in turn, would help the department in increasing mail traffic and revenue," said the official, requesting anonymity. The department recently conducted a customer satisfaction survey at a select few top-tier urban centres. The department during the current fiscal is expected to generate revenues of Rs 6,956 crore, way below its estimated working expenses of more than Rs 10,552 crore. The department's inability to arrest its declining revenues has come under criticism from the Parliament as well. "We strongly recommend analysis of the position and taking up of effective steps to increase the revenue receipts particularly when the working expenses of the department are increasing year after year," said a Parliamentary Standing Committee report.
Source: Economic Times 27 Dec-2010

STEPPING UP OF PAY OF Sr. ASSISTANTS/PAs OF CSS/CSSS PROMOTED PRIOR TO 01.01.2006

LAST DATE FOR CHANGE OF OPTION

AS PER RULE NO: 11 THE LAST DATE FOR CHANGE OF OPTION IS 31.12.2010

When the 6th pay commission was implemented ,all central govt employees were asked to give option form as per rule No:11 in the CCS (Revised Pay) Rules-2008, it was asked that whether the implementation of 6th cpc is to be from 01/01/2006 or on any other date(Promotion/Increment). Almost all employees opted 01/01/2006 for the implementation But employees requested in the JCM level that, they may get additional financial benefit of they option for any other date rather than 01/01/2006.The govt accepted the JCM's(National Anomaly Committee) opinion and provide one more chance to give new option as per Rule No.11 to the beneficial employees. This chance is closing at 31.12.2010.

Particularly employees who got promotion after 01/10/2006, have to calculated the differences individually and they may get some financial benefit the last Date for this exercise is an 31st December, 2010

What says Rule No.11…

Fixation of pay in the revised pay structure subsequent to the 1st day of January,2006 -

"where a Government servant continues to draw his pay in the existing scale and is brought over to the revised pay structure from a date later than the 1st day of January 2006,his pay from the later date in the revised pay structure shall be fixed in the following manner;-

(i) Pay in the pay band will be fixed by adding the basic pay applicable on the later date,the dearness pay applicable on that date and the pre-revised dearness allowance based on rates applicable as on 1.1.2006.this figure will be rounded off to the next multiple of 10 and will then become the pay in the applicable pay band. In addition to this, the grade pay corresponding to the pre-revised pay scale will be payable .Where the Government servant is in receipt of special pay or non-practicing allowance ,the methodology followed will be as prescribed in Rule 7(i),(B),(C) or (D) as applicable, except that the basic pay and dearness pay to be taken into account will be the basic pay and dearness pay applicable as on that date but dearness allowance will be calculated as per rates applicable on 1.1.2006."

See the table given below for your information…

Except the first two basic pay(pre-revised scale) multiply with 1.86, there is some difference with comparing to others. Please follow this article, clarify your pay fixation details individually once again before give option…

Difference
3050
1.86
5673
5680
5880
200
3200
1.86
5959
5960
6060
100
4000
1.86
7440
7440
7440
-
4500
1.86
8370
8370
8370
-
5000
1.86
9300
9300
9300
- Source: www.govtempdiary.com
-- M.KrishnanSecretary General NFPE

ENGAGEMENT OF CONTINGENT & CASUAL LABOURERS

WHEN THE CHIEF PMG, A. P. CIRCLE GRACED THE AIC SBCO HER ORATION ON 11.12.2010, SECRETARY, GENERAL NFPE SOUGHT HER INTERVENTION TO CLARIFY THE POSITION ON ENGAGEMENT OF PART TIME CONTINGENT ETC ON THE BACK GROUND OF DIRECTORATE ORDER DT. 19.11.2010 WHICH IS APPLICABLE TO CIRCLE OFFICE ONLY.
The Chief PMG has now clarified the orders as under

DEPARTMENT OF POSTS :: INDIA
Office of the Chief Post Master General, A.P Circle, Hyderabad – 500 001

No.ST/25-1/CL/TS/10, dated at Hyd-1, the 20-12-2010

Sub:- Review of instructions on engagement of casual labourers in the light of the guidelines on outsourcing.

Ref :- Dte. Lr. No. 4-4/2009/PCC, dtd.19-11-2010.


Kindly refer to the Directorate letter cited above on the subject communicated vide this letter of even no. dated 26-11-2010.

References are being received from various quarters seeking clarifications as to whether the instructions under reference are applicable to the existing staff also.

The following instructions are issued after examining the matter in Circle Office.

(i) The orders are applicable to CO / RO / DO / and DA(P) offices.

(ii) The existing staff need not be dispensed with. It is clarified that the intention of the orders is that no Contingent or Casual Labour be appointed after 01-12-2010.

I am also directed to request you to send the information in the proforma prescribed which was already sent with this office letter of even no. dated 26-11-2010, by return of FAX No.040-23463613.

MATTER MOST URGENT.

Sd..x.x.x.x
Asst. Director (Per., Admn. & SR)
For Chief Post Master General
A.P Circle, Hyderabad – 500 001

.-- M.KrishnanSecretary General NFPE
Posted by NFPE at 3:33 PM 0 comments Links to this post

CADRE RESTRUCTURING COMMITTEE MEETING ON 27.12.10

No. 25-10//2010-PE.IDepartment of Posts(Establishment Division)Dak Bhawan, Sansad MargNew Delhi – 110001Dated: 20th Dec'2010
Subject: Cadre restructuring of Group 'C' other than Accounts cadre – constitution of a Committee
It has been decided to hold a meeting of the above Committee on 27/12/2010 at 11 a.m. in the chamber of DDG (Establishment).
2. You are, therefore, requested to make it convenient to attend the meeting.

Sd (Raj Kumar)
Director (Establishment-- M.KrishnanSecretary General NFPE

REVISION OF NORMS FOR ASSESSMENT OF WORKLOAD OF BRANCH POSTMASTERS

GOVERNMENT OF INDIA
MINISTRY OF COMMUNICATIONS & IT
DEPARTMENT OF POSTS
(Establishment Division)
Dak Bhawan, Sansad Marg
New Delhi-110 001
File No.5-1/2007-WS-1(Pt.) Dated 16-12-2010

To
Chief Post Masters General
Postmasters General
General Managers (Finance)
Directors of Accounts (Postal)

Sub:- Revision of norms for assessment of workload of the Branch Postmasters.

Sir/Madam,

I am directed to refer to Directorate letter No.14-6/87-PAP dated 15-07-87 and 15-12-2009 on the above subject.

2. The staff representatives of Gamin Dak Sevaks have represented that many of the new items of work that have been added recently are not covered by norms for assessment of workload of the Branch Postmasters in point system. One-man committee headed by Shri R.S.Natarajamurti also recommended for conducting work study and prescribing norms for the various items of work undertaken by Branch Postmasters. Therefore, the Department has ordered a work study through Integrated Work Study Unit for recommending norms for new items of work and for revision of existing norms. The report and recommendations of the IWSU has been examined in consultation with Integrated Finance Wing and after a careful consideration, the competent Authority ordered for prescribing the norms for assessment of the workload of the Branch Postmasters in point system. These norms are furnished in the Annexure.

3. These norms will come into effect from the date of issue of this order and have to be applied for all reviews conducted thereafter.

4. The norms may be communicated to all the concerned under your control for strict compliance.

5. This issues in consultation with Integrated Finance Wing vide their Dy. No.303/FA/10/CS dated 15-12-2010.


Yours faithfully,
Sd.x.x.x.x
(K.RAMESWARA RAO)
Asst. Director General (Est.)








ANNEXURE

NORMS PRESCRIBED FOR ASSESSMENT OF WORK LOAD OF
BRANCH POST MASTERS IN POINT SYSTEM


S.No

Norms of work

Points

Standard prescribed

1.
Handling of unregistered articles
1 point of work load
For every 25 unregistered articles handled in a day

2.
Handling of registered articles
1 point of work load
For every 22 registered articles handled in month

3.
Handling of Money Orders
1 point of work load
For every 15 Money Orders handled in a month

4.
Sale of postage stamps
1 point of work load
For every Rs.900- worth of stamps sold in a month

5.
Handling of cash (*)
1 point of work load
For every Rs.20,000- cash handled in a month

6.
Savings Bank / NSC transactions
1 point of work load
For every 10 transactions in a month

7.
Rural Postal Life Insurance transactions
1 point of work load
For every 10 transactions in a month

8.
Collection of Telephone or any other bills
1 point of work load
For every 20 bills collected in a month

9.
Disbursement of Old age pensions through Money Orders
1 point of work load
For every 15 old age pension Money Orders disbursed in a month

10.
Disbursement of Old age pension through savings bank accounts
1 point of work load
For every 10 old age pension through savings bank in month
11.
Accounts work and receipt and dispatch of mails in a month

--

Fixed 14 points per month


NOTE

1.
The assessment of the work load of the Branch Post masters has to be done in respect of items 2 to 10 on the average of 4 quarterly months statistics. The statistics should be collected from the month following the month in which enumeration returns are collected.
2.
In respect of unregistered articles handled the Branch Postmaster has to furnish 3 days figures in the middle of the month, and the inspecting officer has to collect statistics for 2 days in the middle of the week. The least of the average has to be adopted for assessment of work load.
3.
Unregistered articles handled includes the No. of unregistered articles received for delivery and posted for dispatch from the Branch Post Office.
4.
Registered articles handled includes Registered letters, Parcles, Speed Post articles and Value Payable articles received for delivery and Registered letters / parcels posted for dispatch.
5.
Money Orders handled includes all sorts of Money Orders received for payment and MOs issued from the Branch Office.
6.
Savings Bank transactions include opening, deposit and withdrawal / closure of Savings Bank, Recurring Deposit and Time Deposit accounts.

7.
RPLI transactions include collection of RPLI premium for procurement of new Business and collection of renewal premium.
8
Mahatma Gandhi NREGA is not covered by the present norms and the transactions on account of disbursement of NREGA payments to the beneficiaries and the cash handled should be excluded from the statistics for assessment of workload.
9.
(*) For cash handled orders have been issued already on 15-12-2009. The term "Cash handled" constitute cash handled on account of Money Orders issue / payment, deposits / withdrawals of SB/RD/TD accounts, RPLI premium collection, bills collection and bills payment other than salary paid to GDS staff working in the Branch Office. The cash received as Remittance from Account Office and Remittance sent to Account Office has to be excluded.
10.
14 points is given in lump per month for receipt of Branch office Bag, verification of contents including verification of remittance, writing of BO journal, BO account, preparation of BO Daily Account, tallying of closing balance and dispatch of BO bag including remittance of surplus cash to Account Office.
SD.x.x.x.x
(K.RAMESWARARAO)
Asst. Director Genl.(Est.)

CIRCLE UNION TAKES UP ISSUES RELATING TO POSTMASTER'S CADRE/DELAYED DPCs OF LSG,HSG II & I/MACP AND SEEKS SPECIAL MEETING WITH NEW CPMG

CIRCLE UNION SENDS WELCOME MESSAGE TO MS. HUMERA AHMED CPMG

Office Memorandum on Procedure for Delivery of Speeed Post articles‏‏...

http://www.indiapost.gov.in/Pdf/No.57-01-2010-BD-MD.pdf

INTER-CIRCLE TRANSFER OF INSPECTORS OF POSTS

INTER CIRCLE TRANSFER OF INSPECTOR OF POST OFFICES

PRODUCTS THROUTH POST OFFICES

The Department of Posts has signed agreements with financial institutions including many other organisations to sell their products through Post Offices in the country. List of products sold at national level is as given below.

1
Western Union Money Transfer
International money transfer to India
2
UTI Mutual Funds
Sale of UTI Mutual Funds through post offices
3
Pension Fund Regulatory & Development Authority
Point of Presence for National Pension Scheme Accounts
4
M/s Nirmal Packaging Systems
Sale of Corrugated boxes and Paper board envelops.
5
M/s Narsingh Dass & Co.
Sale of Tyvek Envelops
6
Ministry of Railways
Booking/cancellation of Railway Reservation Tickets under PRS Scheme
7
CBOP( Now merged with HDFC Bank)
Sale/Purchase of foreign exchange
8
Reliance Money Infrastructure Limited
Sale of Gold Coins
9
BSNL
Sale of recharge coupons Sancharnet Cards etc.
10.
India Post SBI tie-up
Department sells assets and liability products of SBI through identified postal outlets.
11.
NABARD-SHG linkage scheme
India Post has entered into a tie-up with NABARD to disburse micro credit to women self help groups (SHGs) on pilot basis.

The Central and State Governments take various measures from time to time to promote and popularize small saving schemes through print and electronic media as well as holding seminars, meetings and providing training to various agencies involved in mobilizing deposits under the schemes. As part of this ongoing exercise, Government has taken following steps to make the small savings schemes more attractive and investor friendly:- -Introduction of Bonus at the rate of 5% on the deposits made under Post Office Monthly Income Account (POMIA) Scheme on or after 8th December, 2007 upon the maturity of the deposit. -The benefit of Section 80C of the Income Tax Act, 1961 has been extended to the investments made under 5-Year Post Office Time Deposits Account and Senior Citizens Savings Scheme, with effect from 01.04.2007. -With effect from 1.8.2007, the maximum deposit ceilings of Rs.3.00 lakh and Rs.6.00 lakh under the Post Office Monthly Income Account (POMIA) Scheme has been raised to Rs.4.50 lakh and Rs.9.00 lakh in respect of single and joint accounts respectively. -The penalty on pre-mature withdrawal of deposits under the Post Office Monthly Income Account (POMIA) scheme has been rationalized from 3.5% to 2% on withdrawal on or before expiry of three years and 1% on withdrawal after expiry of three years. -All categories of pensioners have been allowed to open and maintain ‘Pension Account’ under Post Office Savings Account Rules, with effect from 11th July, 2007. -The restriction on opening of more than one account during a calendar month under the Senior Citizens Savings Scheme has been removed with effect from 24th May, 2007. -Opening of “Zero deposit/Zero Balance” accounts for workers employed under NREG Act, under Post Office Savings Account Rules, with effect from 26th August 2008. -Opening of “Zero deposit/Zero Balance” accounts for Old Age Pensioner Account under Indira Gandhi Old Age Pension Scheme, Widows Pensioner Account under Indira Gandhi National Widow Pension Scheme and Disabled Pensioner Account under Indira Gandhi National Disabled Pension Scheme with effect from 13th October 2009. -National Savings Institute, a subordinate organization under the Department of Economic Affairs (Budget Division) also maintains its web site i.e nsiindia.gov.in in collaboration with National Informatics Centre to facilitate interface with the public through wider dissemination of information on small savings and on-line registration and settlement of investor’s grievances. This information was given in written reply to a question in Lok Sabha on 6th Dec.2010 by Shri Gurudas K amat, the Minister of Communications and Information Technology.

KNOW WHAT POINTS TAKEN UP WITH THE DIRECTORATE ABOUT PROBLEMS IN INITIAL CONSTITUTION OF POSTMASTER'S CADRE

At this initial juncture, there are so many problems which are required to take up with the Directorate, on creation of Post master's Cadre. Our CHQ has therefore sought modifications in the interest of staff and service.

Some important aspects requires immediate kind attention of the Directorate are as under:

1. At present more than 60% of LSG posts, 70% of HSG II posts and HSG posts in all circles remain unfilled up. As suh seeking options from the existing LSG for Postmaster's cadre will end with futile results. To off shoot the problems, the following is suggested.

(i)Please cause instructions to fill up all vacant LSG,HSG II and HSG I posts either permanently or on adhoc basis and thereafter willingness may be called for among the LSG, HSG II and HSG I officials.

(ii)In case if the same is not possible due to recruitment rules, minimum service etc, the officials in MACP I, II & III may be considered in the initial constitution of the Postmaster cadre.

(iii)It may be ensured that at the initial constitution of Postmaster's cadre, 100% of posts should be filled up among the existing willing officials either on seniorityin LSG or MACP or length of PA service. Thereafter, the element of exmination may be introduced.

2. All LSG officials working Accounts line may be permitted to opt for Postmaster's cadre since they are entitled to work as Postmaster in HSG II & HSG I as per the existing recruitment rules.

3. In the initial constitution of various grades of Postmaster while obtaiing option from the exixting official, the required minimum service should not be insisted since in many cases the promotions to HSG II & HSG I were not accorded in time properly. To cite an example, the adhoc HSG I is continuing over three years by granting extension once in six months.

4. Similarly, 25% earmarked for HSG I in Postmaster Group B shall be filled up with the exixting HSG I officials without insisting the minimum required service in the initial coustitution of the cadre.

5. It is further requested to cause instructions that the opted official shall be given preference in posting in the same division in case of identified posts are available in the diision to avert maximum dislocation in the initial constitution.

Apart from the above, the following improvements may please be considered:

(i) Since the Postmaster Grade I is supervisory post, it should be elevated to Pay Band II with Grade Pay of Rs.4200/-. Similar elevation is required in higher cadre also.

(ii) Since a seperate cadre is carved out, 100% of the Senior Postmasters, and Chief Postmasters posts shall also be filled up only among officials in the Postmaster's cadre only. There is no need for any reservation to other catagories other than the Postmaster's cadre.

It has been requested to arrange a meeting with Staff side to discuss all the points stated above in order to ensure smooth implementation of the scheme, minimize dislocation of staff and more volunteers to the nely carved cadre etc.

Unless the above issues are sorted out at the initial constitution, it will have a perennial loss to the employees which will result in resentment only.

All Divisional Secretaries, senior comrads and members are requested to draw attention of the Circle Secretarty on any point which they find necessary to take up in connection with Postmaster's cadre and Identification of Posts for the purpose. I have also requested Senior Com. K.B.Barot Working President CHQ & Ex.C/S Gujarat to study these orders and give his valuable guidance and suggestions in the matter.

Post your comments also.

Rashmin Purohit C/S AIPEU Group-C Gujarat Circle.

M.9427208408, 9723666696

aipeugujarat@gmail.com

STAFF MEETING AT BHUJ (K) FOR GUIDANCE ON POSTMASTER'S CADRE

A staff meeting is held at Bhuj H.O. during 10.00 to 13.00 hrs on 19.12.10 Sunday for discussion and guidance about Postmaster's Cadre. The meeting will be graced by presence of Shri.N.R.Khoja SPO, Shri. G.R.Bhanani ASPo and Shri. N.D.Chavda PM Bhuj. Discussion forum shall be handled by Com.Mihir Gandhi D/S AIPEU Gr.C. Kachchh dn who is also working as APM Accounts. All staff members of Kachchh division are invited to remain present.

There are so many questions in mind of employees and off course there are several problems on its initial constitution of Postmaster's cadre. Circle union is also taking up several issues with circle administration and with the Directorate through CHQ if so required.

In the meantime, such meetings at local levels will be useful to employees in understanding whole matter of intruduction of Postmaster's Cadre.

Circle union appreciates endavours of Com. Mihir Gandhi for holding meeting in his division and wishes success.

MODIFIED ASSURED CAREER PROGRESSION SCHEME FOR THE CENTRAL GOVERNMENT CIVILIAN EMPLOYEES - CLARIFICATION REGARDING.

No. 5034/3/2008-(D) (Vol.II)
Government of India
Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel & Training) / Establishment (D)
North Block, New Delhi the 1st November, 2010

OFFICE MEMORANDUM

Subject: Modified Assured Career Progression Scheme for the Central Government Civilian Employees - Clarification regarding.

A joint committee is set up to examine the anomalies pertaining to the Modified Assured Career Progression Scheme (MACPS) vide Department of Personnel & Training O.M.No.11/1/2010-JCA dated 03-05-2010.

2. During the joint committee meeting it was pointed out by the Staff Side that the word 'new organization' of the last line of para 24 of Annexure-I of MACPS dated 19.05.2009 was not in consonance with the spirit of the Scheme. The issue has been examined and it is clarified that in case of transfer 'including unilateral transfer on request, regular service rendered in previous organization / office shall be counted alongwith the regular service in the new organization / office for the purpose of getting financial upgradation under the MACPS. However, financial upgradation under the MACPS shall be allowed in the immediate next higher grade pay in the hierarchy of revised pay bands as given in CCS (Revised Pay) Rules, 2008. Para 24 of MACPS stands amended to this extent.

3. The Staff Side also raised an issue on the 'benchmark' for MACP as given in para 17 of Annexure-I of MACPS dated 19.05.2009, which provides that the financial upgradation would be on non-functional basis subject to fitness, in the hierarchy of grade pay within the PB-1. Thereafter for upgradation under the MACPS, the benchmark of 'good' would be applicable till the grade pay of Rs.6600/- in PB-3. The benchmark will be 'Very Good' for financial upgradation to the promotion to the grade pay of Rs.7600 and above. It was pointed out that in some cases the promotion to the next higher grade was made on the basis of 'fitness' as the method of promotion as specified in the relevant recruitment rules, was 'non-selection'. Therefore, such cases benchmarks should not be insisted upon under the MACPS. The issue has been examined and it is clarified that where the financial upgradation under MACPS also happen to be in the promotional grade and benchmark for promotion is lower than the benchmark for granting the benefits under MACPS as mentioned in para 17 ibid, the benchmark for promotion shall apply to MACP also.

4. All Ministries/Departments may give wide circulation to the contents of this O.M. for general guidance and appropriate action in the matter.

5. Hindi version will follow. Sd/-
(Smita Kumar)Director (Estt-I)

CONSOLIDATED GUIDELINES ON CADRE REVIEW OF

No. I-11011/1/2009-CRD
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel and Training

3rd Floor, Lok Nayak Bhawan,
New Delhi-110003
December 14, 2010
Office Memorandum

Subject: Consolidated guidelines on cadre review of Central Group 'A' Services.

The undersigned is directed to say that provisions governing the process of cadre review of Central Group 'A' Services are contained in various Office Memoranda issued by the Department of Personnel and Training and the Department of Expenditure. As a part of this Department's endeavour to keep the personnel policies relevant to current and future needs, these provisions have been reviewed in consultation with various stakeholders and it has been decided to issue a consolidated and revised set of guidelines on cadre review. The revised guidelines are given below. Besides, the broad issues concerning cadre review have been elaborated in the revised Monograph on Cadre Review of Central Group 'A' Services enclosed herewith. The list of existing Central Group 'A' Services is at Annex-I.

2. Formulation of Proposal

(i) The proposal would be formulated, to the extent possible, in consultation with the representatives of service association (s). While drafting the proposal, all issues like expected changes in the Organization's activities, automation, amendment in the business processes, recruitment planning, plugging the skill gaps, cadre structure, career progression, financial implications etc. must be analyzed and made part of the proposal. These issues and their impact on cadre structure have been discussed in Section-5 and Section-6 of the Monograph.

(ii) Full functional justification for each creation of post/upgradation should be given. A job evaluation exercise may be undertaken for each category of posts so as to ensure that different grades are assigned corresponding level of functions and
responsibilities.

(iii) It may be ensured that the cadre review would not have an adverse impact on the feeder grade.

3. Reference to Department of Personnel and Training/Department of
Expenditure

(i) The proposal should be referred to Department of Personnel and Training with the approval of Integrated Finance Division and the Minister in charge.

(ii) The Cadre Controlling Authority would also give a certificate that there is no Court Case pending having a bearing on the cadre review.

(iii) The name (s) of contact officer (s) for further/additional information may be
clearly indicated in the reference.

(iv) The proposal should be examined vis-à-vis the checklist given in Section-6
of the Monograph to ensure that the proposal is complete in all respect.

4. Financial Implications

(i) The proposal having additional financial implications would be entertained
strictly on functional considerations like consistent increase in workload,
horizontal expansion in activities etc.

(ii) While calculating the additional expenditure, the impact of Non-Functional
Upgradation may be taken into account. The calculation sheet must be enclosed
with the proposal.

5. Procedure for cadre review

(i) Every cadre should be reviewed once every five years. The review should be first carried out by the Cadre Controlling Authority, preferably in consultation with the representatives of the service/cadre in question. However, if it is convinced after such a review that no change in the cadre structure is required, the decision should be conveyed to DoPT with the approval of Minister in charge.

(ii) The cadre review proposal would be prepared by the Cadre Controlling Authority in the form of a Note for Committee of Secretaries. DoPT would obtain the approval of Secretary (P) and then refer it to Department of Expenditure for approval of Secretary (Expenditure).

(iii) The Note would then be placed before the Cadre Review Committee by DoPT.

(iv) Based on the recommendation of Cadre Review Committee, the proposal would be submitted for MOS (PP)'s approval. It would then be referred to theDepartment of Expenditure for Finance Minister's approval.

(v) The Cadre Controlling Authority would then take approval of Cabinet. The
Note for Cabinet should ideally be prepared within a month of the Cadre Review
Committee's approval.

6. Composition of Cadre Review Committee-The Cadre Review Committee
would comprise the following functionaries:

(i) Cabinet Secretary Chairman
(ii) Secretary of the Ministry controlling the cadre Member
(iii) Secretary, Department of Personnel and Training Member
(iv) Secretary, Ministry of Finance, Department of Expenditure Member
(v) The senior most member of the service/cadre concerned Member

7. Restriction on direct recruitment-There is a restriction on direct recruitment to the extent that it should not exceed 3% of the total cadre strength. The authority to relax the condition rests with DoPT. It has now been decided to do away with this restriction. The Cadre Controlling Authorities are, however, advised not to resort to any bulk recruitment as it would create a bulge in the structure leading to stagnation at later stage. This may be kept in view while projecting recruitment planning.
Sd/-
(Pratima Tyagi)
Deputy Secretary to the Government of India
Tel:24622461
To : All the cadre controlling authorities

FRESH EMPANELMENT OF PRIVATE HOSPITALS AND

No: S.11011/23/2009-CGHS D.II/Hospital Cell (Part I)
Government of India
Ministry of Health & Family Welfare
Department of Health & Family Welfare
*************
Maulana Azad Road, Nirman Bhawan
New Delhi 110 108 dated the 16th November , 2010

O F F I C E M E M O R A N D U M

Subject: Fresh empanelment of private hospitals and revision of Room Rent
applicable under CGHS.

The undersigned is directed to state that CGHS had initiated action for fresh
empanelment of private hospitals under CGHS and also for the revision of package
rates (which were fixed in 2006-07), to be paid to hospitals, by floating tender for the
same. On the basis of the responses received package rates for various procedures
/ treatments have been arrived at and have been uploaded in the website of CGHS:
www.mohfw.nic.in\cghsnew\index.asp and can be downloaded.

2. "Package Rate" shall mean and include lump sum cost of inpatient treatment /day care / diagnostic procedure for which a CGHS beneficiary has been permitted bythe competent authority or for treatment under emergency from the time of admission to the time of discharge including (but not limited to) – (i) Registration charges, (ii)Admission charges, (iii) Accommodation charges including patients diet, (iv)Operation charges, (v) Injection charges, (vi) Dressing charges, (vii) Doctor /consultant visit charges, (viii) ICU / ICCU charges, (ix) Monitoring charges, (x)Transfusion charges, (xi) Anesthesia charges, (xii) Operation theatre charges, (xiii)Procedural charges / surgeon's fee, (xiv) Cost of surgical disposables and all sundries used during hospitalization, (xv) Cost of medicines, (xvi) Related routine and essential investigations, (xvii) Physiotherapy charges etc. (xviii) Nursing care and charges for its services.

(b) Cost of Implants / stents / grafts is reimbursable in addition to package rates as per CGHS ceiling rates for Implants / stents / grafts or as per actual, in case there
is no CGHS prescribed ceiling rates.

(c) Treatment charges for new born baby are separately reimbursable in addition to delivery chares for mother.

d) The hospitals empanelled under CGHS shall not charge more than the
package rates / rates.

2.2 Package rates envisage upto a maximum duration of indoor treatment as follows:


12 days for Specialised (Super Specialties) treatment;

7 days for other Major Surgeries;

3 days for Laparoscopic surgeries / normal deliveries; and

1 day for day care / Minor (OPD) surgeries.

2.3 However, there are certain procedures where there is no prescribed package
rate under CGHS. Similarly, there are medical emergencies where the treatment is
mainly conservative. The admissible amount in such cases is calculated item wise,
room rent, procedures, investigation , etc.,.

Therefore, it has now been decided to revise the rates applicable for room rent
(Accommodation Charges) for different categories of wards as given below:

General ward -Rs.1000/- per day

Semi-private ward -Rs. 2000/- per day

Private ward -Rs.3000/- per day

3. CGHS beneficiaries are entitled to facilities of private, semi-private or general
ward depending on their basic pay / pension. The entitlement is as follows:-

S. No
Basic Pay (without the inclusion of grade pay)
Entitlement

1.
Up to Rs. 13,950/-
General Ward
2.
Between Rs.13,951/ - and Rs.19,530/-
Semi-Private Ward
3.
Rs. 19,540/- and above
Private Ward


4.2 This issues with the concurrence of Internal Finance Division in the Ministry of
Health & Family Welfare, vide Dy. No: AS & FA / 3932 /2010 dated the 8th November
, 2010.

The revised rates will come into effect from the date of issue of this Office Memorandum.

A copy of this Office Memorandum along with rate list and a copy of MOA are
placed on the internet at http://mohfw.nic.in/cghsnew/index.asp.

[R Ravi]
Director
[Tel: 2306 3483]

CONFEDERATION CIRCULAR NO.23 DATED 14th DECEMBER-2010

Dear Comrade,

We write this in continuation of our circular letter No. 22 dated.6th December, 2010 wherein we had conveyed the decisions taken at the National Council meeting held at Mumbai on 1st December, 2010. The Central Trade Unions had convened a meeting of all federations on 8th December, 2010 at NRMU office at New Delhi. Since the undersigned had been out of Delhi, we could not participate in the said meeting. The meeting had discussed of the need to make the Workers march to Parliament programme slated for 23rd Feb. 2011 a grand success by eliciting the participation of large number of employees and workers. As you are aware we had discussed the issue in our last National Council meeting and had taken the decision to mobilise large number of Government employees in the march.

In order to ensure that the CGEs from various states do participate in this important event, it would be better that the State Committees take steps immediately in the matter. In the annexure to this letter we have indicated minimum number of comrades, each State Committee to deploy in this programme. While it should be the endeavour of the neighbouring States to mobilise larger number of employees, the far off State Committees are requested to meet and identify the comrades and book their to and fro passage and indicate to the CHQ as to whether any arrangements must be made for their stay etc. At Delhi. Unless the number is indicated it would be difficult to book accommodation for stay at Delhi. The comrades who are deployed to participate in the programme from far off States are requested to please reach Delhi latest by 22nd night as the trains are likely to be delayed on 23rd Feb. 2011. The neighbouring States may kindly arrange buses to carry the comrades to Delhi and back. They are also requested to make these arrangements as early as possible and intimate us so that we can make arrangements for parking of these vehicles as large number of vehicles is likely to be reaching Delhi on that day carrying comrades to participate in the programme. As and when we receive any other details from the sponsoring committee of this programme we shall intimate the same to you.

With greetings,

Yours fraternally,

K.K.N.Kutty
Secretary General



(Minimum Number of comrades to be deployed by each State. The number is determined taking into account the distance and the number of employees working in each State. All State committees are requested to kindly ensure that the minimum indicated is adhered to.)

Kerala -30, Karnatakla-30,T,Nadu-50, A.P-50. West Bengal -60, Assam (including all NE States) -40, Orissa-20, Jharkhand-20, Chattisgarh-20. Maharashtra-Mumbai -50, Vidharba -30, Gujarath-40, Bihar -50, J & K, 10

Delhi – 2000, Rajasthan(Jodhpur, Jaipur, Udaipur-100. Haryana (Rohtak, Ambala, Panipet, Kurukshetra)-100, Western UP-300. (Lucknow, Baireilly, Meerut, Agra, Aligarh, Ghaziabad etc. Eastern U.P. (Allahabad, Varanasi, Gorakhpur etc-150, Punjab (Jullunder, Amritsar, Ludhiana, Patiala, Chandigarh) -150) Himachal Pradesh –Simla and Solan-50, Madhya Pradesh (indore, Jabalpur, Bhopal and Gwalior)-75