Despite several demands to enhance the frequency of Modified Assured Career Progression in addition to increasing the financial benefits that arise from it, the 7th Central Pay Commission is of the belief that the inherent problems present in the current pay structure because of which there was plenty of disagreement have been justified by abolishing grade pay and pay band, rationalising pay levels, and introducing a matrix-based transparent pay structure. Therefore, there has been no justification to enhance the frequency of Modified Assured Career Progression and its administration shall continue as before, at 10, 20 and 30 years.
The new pay matrix will see employees shift to the hierarchy’s immediate next level. The principle used for regular promotions will be the same used to fix pay as well. Modified Assured Career Progression shall remain applicable for every personnel up to the Higher Administrative Grade level, but will not be applicable to members of Organised Group ‘A’ Services since the first few promotions up to Non-Functional Selection Grade are based on time and therefore assured.
Change Required in Yardstick for Performance Appraisal
The Central Pay Commission believes that a change is needed in the yardstick for MACP performance appraisal. Changes have also been suggested for regular promotions. Moreover, the government is also giving consideration to the implementation of more strict criteria like compulsory training or clearance of departmental examinations prior to grant of Modified Assured Career Progression.
Five Promotions to be Granted in Service Career
In order to ensure that an institution is functioning in a smooth and efficient manner, one of the foremost pre-requisites include a happy workforce. Employees are certainly motivated by perks, privileges and emoluments, but the most important thing to keep them contented is a systematic career progression. A good number of educated, talented, and most importantly, young individuals are being attracted by the current career progression system offered by the All India Services as well as the Organised Group A Civil Services. These individuals undertake the All India Civil Service Examinations.
Individuals who were previously hired for subordinate services could continue to get promoted to managerial positions after serving for a few years. A significant number of changes have been implemented over the past 20 years or so, however, and a growing number of employees become stagnant in many departments. Some of these employees have to wait for decades to get promotion to a higher level in the hierarchy. It was for this reason that the 5th Central Pay Commission suggested a time-bound two career progression scheme. However, employees have found the three time-bound MACP scheme to be less beneficial. The scheme has also failed to address the concern regarding demotivation caused because of stagnation.
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