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More DOPT Circulars for Central Government Employees

with 23 comments
MORE ORDERS FROM CENTRAL GOVERNMENT
Department of Personnel and Training
Compiling of Orders issued by DoPT


DoPT Orders October 2017


DoPT Orders August 2017

DoPT Orders June & July 2017


DoPT Orders Jan, Feb & Mar 2017

Department of Personnel and Training

DoPT Orders 2016 | All Orders, Notifications, Amendments, Clarifications and Gazettes

DoPT Orders Oct, Nov and Dec 2016

DoPT Orders Jul, Aug and Sep 2016

DoPT Orders Apr, May and Jun 2016

DoPT Orders Jan, Feb and Mar 2016

Department of Personnel and Training

DoPT Orders 2015 | All Orders, Notifications, Amendments, Clarifications and Gazettes

DoPT Orders Oct, Nov and Dec 2015


Old Important DoPT Orders

Click to view DoPT Orders 2016

Promotion Policy :ACPS-ADEQUATE CAREER PROGRESSION

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PROMOTION POLICY 

ACPS-ADEQUATE CAREER PROGRESSION 6.1.15 

Promotion policy exists to provide adequate career progression to the employees.

The Fifth CPC was of the opinion that the Government should formulate a promotion scheme that caters to the promotion aspirations of Central Government employees in general. They recommended the Assured Career Progression Scheme (ACPS) for the general employees in the Government. The Fifth CPC had also recommended use of cadre review mechanism to bring uniformity in the career prospects of Group A central services. Department of Personnel & Training (DOPT) was also advised to issue detailed guidelines for cadre reviews of posts belonging to Groups B, C & D so as to ensure timely review thereof.

The scheme of ACP recommended by the Fifth CPC envisaged three time bound promotions for Group A posts after 4, 8 & 13 years of service. For posts in Groups B, C & D, two time bound promotions were to be provided on completion of 8 & 16 years of service for Group B, 10 & 20 years for Group C and 12 & 24 years of service for Group D.

The Government accepted this recommendation in a modified manner and introduced the ACPS for Groups B, C & D and isolated posts in Group A where two financial upgradations were to be provided on completion of 12 & 24 years of service. The financial upgradations were to be in the next higher grade in the existing hierarchy.

Benefit of pay fixation under FR-22(1) (a) (i) was to be given at the time of these financial upgradations but no change in designation or functions accompanied such upgradation. The scheme, therefore, did not envisage a change in the status or rank of the employee who continued in the same post but only extended the next higher pay scale available in the hierarchy.

ACPS has, by and large, alleviated the problem of stagnation and also allowed higher rate of increments in the higher scale extended under it. However, it has given rise to many other problems, mainly because the financial upgradations in the extant scheme follow the existing hierarchy. This gives uneven benefit to employees existing in the same pay scale in different organisations with a different hierarchical pattern. Employees working in organisations having more intermediate grades suffer because financial upgradation under ACPS places them in a lower pay scale vis-à-vis a similarly placed employee in another organisation that has lesser intermediary grades. This, in a few cases also leads to a situation where the benefit of higher pay scale is not available because the next post in the hierarchy also exists in an identical pay scale. In such cases, benefit under ACPS is limited to increase in salary in the same pay scale on account of fixation under FR-22(1)(a)(i).

The Commission has received many representations seeking a uniform benefit under ACPS or seeking abolition of intermediary grades merely with a view to get higher jumps in pay scales under ACPS. While delayering of Government machinery is desirable and the Commission has made numerous recommendations to achieve the same, abolition of intermediary levels just to give better jumps under ACPS, even though the same are not desirable functionally, cannot be considered.

The only other way is to bring systemic changes in the existing scheme of ACPS so that all employees, irrespective of the existing hierarchical structure in their organisation/cadre, get same benefit under it. The Commission, therefore, recommends that the existing scheme of Assured Career Progression may, in future, be continued with two financial upgradations being allowed as at present with the following modifications:-

i) The scheme will also be available to all posts belonging to Group A - whether isolated or not. Organised Group A services will, however, not be covered under the scheme.

ii) Benefit of pay fixation available at the time of normal promotion shall be allowed at the time of financial upgradations under the scheme. Thus, an increase of 2.5% of pay and grade pay shall be available as financial upgradation under the scheme.

iii) The grade pay shall change at the time of financial upgradation under this scheme. The grade pay given at the time of financial upgradation under ACPS will be the immediate next higher grade pay in the hierarchy of revised pay bands and grade pay being recommended. Thus, grade pay at the time of financial upgradation under ACPS can, in certain cases where regular promotion is not between two successive grades, be different than what is available at the time of regular promotion. In such cases, the higher grade pay attached to the next promotion post in the hierarchy of the concerned cadre/ organization will be given only at the time of regular promotion.

iv) Financial upgradation under the scheme will be available whenever a person has spent 12 years continuously in the same grade. However, not more than two financial upgradations shall be given in the entire career as was provided in the extant scheme.

The scheme with aforesaid modifications shall be called modified ACPS and will ensure suitable progression uniformly to all the employees in Central Government. 6.1.16 Scientists and Doctors are presently covered under separate promotion schemes viz. Flexible Complementing Scheme and Dynamic Assured Career Progression Scheme respectively.

The Commission has considered these schemes in Chapters 3.5 & 3.6 of the Report. 6.1.17 Promotion channels are not very attractive for many posts in Groups B & C. Many times, highly qualified persons join these posts but get demoralized on account of prevailing stagnation. While running pay bands and Modified ACPS will address the problem of stagnation, the Commission is of the view that these employees need to be allowed a fast track promotion mechanism wherein the brighter employees will be able to get promoted faster, irrespective of their seniority, subject to their selection in the prescribed examination.

The Commission recommends that 10% of the vacancies hitherto filled by direct recruitment for all posts in Group B and C (apart from those in pay band PB-1 with grade pay of Rs.1800) will now be filled by Limited Departmental Competitive Examination (LDCE). All employees possessing minimum qualifications prescribed for direct recruitment shall be eligible for this examination irrespective of their present grade and the period of incumbency therein. Thus, even an employee in pay band PB-1 with grade pay of Rs.1800 will be eligible to appear in LDCE for a post in PB-2 with grade pay of Rs.4800 provided he/she possesses the necessary qualifications. This will be over and above any existing scheme of LDCE for filling up posts in various grades.

MODIFIED ASSURED CAREER PROGRESSION SCHEME

FINANCIAL UPGRADATION SCHEME FOR CENTRAL GOVERNMENT EMPLOYEES

Latest MACP News

What is the Necessity for MACP to Emulate ACP’s Promotional Hierarchy? 

For a number of years, Federations have been demanding that employees who had not been given promotions for 10, 20 or 30 years be given promotions or upgradations by MACP (Modified Assured Career Progression Scheme) on the basis of their respective Promotional Hierarchy. The Government refused to oblige by stating very clearly in the 6th CPC that promotions will be given only on the basis of Grade Pay Hierarchy. 

There are no such recommendations in the ACP Scheme (Assured Career Progression Scheme), which was introduced by the 5th CPC. In fact, there was not even a Grade Pay format in its Pay Structure. There was also no usage of ‘Hierarchy’ in it. A lot of confusion was created after the introduction of the Grade Pay Structure by the 6th CPC. 

Two distinct hierarchies were created – Promotional Hierarchy and Grade Pay Hierarchy. 

Promotional Hierarchy is based on the pay structure depending upon the employee’s grade and department. Two employees with similar designations and ranks, but in different departments, will notice this difference. This is not applicable to everybody.

On the other hand, Grade Pay Structure is common for all. This is the reason why there are differences between an employee who gets promotions under the regular system and one who gets promotion under MACP. In order to rectify this discrepancy, a number of employees had approached the courts and had succeeded. 

This would become clearer with this example: 

Let us assume that an LDC employed with a Central Government office under a promotional hierarchy of 1900-2400-4200. Regular Promotion is given on this basis only. 

If the employee has not been given a promotion for 10 years, then, instead of the next Grade Pay of Rs. 2400, he will be given a grade pay hike of Rs. 2000. Instead of Rs. 4200 Grade Pay, he will be given Rs. 2800. This is the reason for all the confusion. 

But, the point to be observed here is that it was granted on the basis of Promotional Hierarchy, introduced by the ACP of the 5th CPC. 

Let us also look at the explanation given by the Government. 
Only those who haven’t received any promotion for 10 years are given promotions or upgradations under MACP.  Pay fixation is done based on 3% increment and the differences between Grade Pay. If the employee gets a regular promotion a month after getting pay fixation, then, the difference in the Grade Pay will be calculated on the basis of his entitlement and given immediately. The intention of the scheme was to remove the anguish of the employees who weren’t given any promotion for more than 10 years.


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