JOB HIGHLIGHTS OF EMPLOYMENT NEWS WEEK 26th DECEMBER 2015 TO 1st JANUARY, 2016

JOB HIGHLIGHTS OF EMPLOYMENT NEWS WEEK 26^th DECEMBER 2015 TO 1^st JANUARY, 2016

Apply For Jobs in Different Departments

JOB HIGHLIGHTS

Department : Employees State Insurance Corporation, Kerala.
Name of Post –Stenographer, UDC and MTS.
No. of Vacancies – 314
Last Date –06.01.2016

Department : SIDBI
Name of Posts – Managers.
No. of Vacancies -100
Last Date – 11.01.2016

Department : Canara Bank, Bangalore
Name of Posts – Technical Field Officer (Electrical), Technical Field Officer (Civil) etc.
No. of Vacancies – 74
Date- 12.01.2016

Department : Employees State Insurance Corporation, Jammu & Kashmir
Name of Posts – Stenographer, UDC and MTS
No. of Vacancies –31
Last Date – 06.01.2016

Department : Employees State Insurance Corporation, Kolkata
Name of Post –Stenographer, UDC and MTS.
No. of Vacancies -460
Last Date: – 06.01.2016

Department : Satyawati College (Evening), Delhi.
Name of Post –Assistant Professor
No. of Vacancies -46
Last Date: – 09.01.2016

Click Here to See Details………………….

Source: http://employmentnews.gov.in/

Seventh Pay Commission: Delay salary hikes, five states tell Centre : Media Reports

Seventh Pay Commission: Delay salary hikes, five states tell Centre

As per the Media reports, some states have asked the Centre to go slow on implementation of the Seventh Pay Commission’s recommendations. Full report is being presented here.

Seventh Pay Commission: While salary revisions are due in these five states, the states which follow a different wage revision cycle, such as Andhra Pradesh, will not be impacted by the report.

7TH CPC REPORT

AT LEAST five fiscally-stressed states have asked the Centre to go slow on implementation of the Seventh Pay Commission’s recommendations, seeking extra time to be able to absorb similar pay hikes, government officials said.

States usually follow the Central Pay Commission’s recommendations, and, with some modifications, announce roughly similar salary hikes for state government employees.

“There are several states who have approached the Prime Minister’s Office, Cabinet Secretary and Niti Aayog, seeking more time in implementation of the Seventh Pay Commission’s report,” said a government official familiar with the matter.

The five states are West Bengal, Tamil Nadu, Punjab, Uttar Pradesh and Odisha. The suggested delay will give the states more time to equip themselves with resources to meet higher salary bills.

The Seventh Pay Commission, headed by Justice A K Mathur, submitted its report to the government last month, recommending 23.55 per cent overall hike in pay, allowances and pensions of government employees with effect from January 1, 2016. This means the Centre’s salary bill will increase by Rs 1,02,100 crore in 2016-17.

“Punjab’s finances are under stress and the burden of the Pay Commission’s recommendations will certainly have an impact… Our officials have informally taken up the matter with the Centre,” confirmed Punjab Finance Minister P S Dhindsa.

“Normally they (states) adopt the Centre’s recommendations. This is the normal procedure, but it certainly depends upon their (states’) financial health. Some of the states have not even implemented the Sixth Pay Commission’s recommendation,” Justice Mathur told The Indian Express.

“Some of the states may have suggested (delayed implementation) to the government, but I don’t think the Government of India is in a bad position,” he said.

When contacted, Odisha’s Additional Chief Secretary (Finance Department), R Balakrishnan said: “At this stage, we don’t want to comment on it.”

Despite repeated calls and emails, West Bengal Finance Minister Amit Mitra’s office did not comment on the report. In September, the West Bengal government set up its Pay Commission to suggest a salary revision plan. The state commission is expected to follow on the Seventh Pay Commission’s recommendations.

Uttar Pradesh Chief Secretary Alok Ranjan said the state was yet to assess the fiscal implication of the Seventh Pay Commission’s recommendations. The Indian Express could not reach the Tamil Nadu government.

While salary revisions are due in these five states, the states which follow a different wage revision cycle, such as Andhra Pradesh, will not be impacted by the Seventh Pay Commission’s report.

Andhra Pradesh Principal Secretary, Dr P V Ramesh, said the state had revised salaries with effect from April 1, 2015, and the next revision is due only in 2019. “We follow a five-year pay revision cycle, which is not linked with the central cycle. The Seventh Pay Commission, therefore, will not have an impact on us,” he said.

Meanwhile, the Union finance ministry has set up an implementation cell for processing and implementing accepted recommendations of the Seventh Pay Commission.

Source : http://indianexpress.com/

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7th Pay Commission – Falls Short on Several Counts – The pay is likely to increase 16%, allowances 63% and pensions about 24%. This is less than the overall hike of the Sixth Central Pay Commission.

7th Pay Commission – Falls Short on Several Counts – The pay is likely to increase 16%, allowances 63% and pensions about 24%. This is less than the overall hike of the Sixth Central Pay Commission.

The Seventh Pay Commission has recommended a 23.55% hike in the pay and allowances of government employees. The pay is likely to increase 16%, allowances 63% and pensions about 24%. This is less than the overall hike of the Sixth Central PayCommission. From January 1, these will benefit 4.8 million central government employees and 5.5 million pensioners. The minimum basic pay of central government employees is Rs 18,000 per month while the maximum is Rs 2.25 lakh per month. Its immediate monetary impact is Rs 1.02 lakh crore. This does not include the impact on the finances of the state governments.

7TH CPC REPORT

There are, however, significant policy issues that remain under-addressed. One of the terms of reference of the commission was to “make recommendations on best global practices and its adaptability and relevance to Indian conditions”. This raises several issues concerning meritocracy, attracting and conserving domain knowledge, rationalising the size of the government, and productivity-linked wages.

On meritocracy, the key policy issue relates to compensation for the talented in the private sector. The commission had initiated a survey by IIM Ahmedabad to understand the compensation structure in the government sector relative to the private sector. The results indicated that while at the entry and middle levels the government pays better than the private sector, it falls way behind the latter in compensating the highest echelons. It is argued that government employees enjoy several non-tangible benefits such as job security, inflation-indexed salary and assured prospects of financial progression. It appears that the cost to government (CTG) or total outflow per civilian employee works out to more than three times the received salary. It is higher (3.75 times the salary) in the railways and even more so in the armed forces (four times). Hence, salary hikes are perhaps an extravagant expenditure for a developing country like India. But, this argument ignores the fact that at the top level the government competes for the same talent pool as the private sector. It is impossible for the government to match the pay hikes in the private sector at that level. This makes it mandatory for the government to have a pay commission every 10 years.

On the issue of lateral entry, the commission has, regrettably, dealt with only the lateral entry or re-settlement of the defence forces personnel in the Central Armed Police Forces (CAPFs) and civil defence organisations. The wider issue of attracting talent at middle levels within the government needs consideration. Our practice and emoluments structure inhibits domain experts from joining the government. This emanates as much from the compensation package as a mindset change. Part of the problem is a “socialist mindset”, in which we seek proportionality between the highest and the lowest without recognising that the principle of equity inhibits a compensation structure for domain skills in relation to market-based conditions.

Administrative reforms would by themselves be insufficient, given the proliferation of regulatory institutions in electricity, telecom, roads and highways, the financial sector, to mention a few. Reinvigorating the bureaucracy by inducing the best market talent needs a mix of both administrative and emoluments changes. It is important to attract experts in many spheres.

The Sixth Pay Commission had made far-reaching recommendations to downsize the government. The outcome was quite nominal. The debate has moved to ‘right sizing’ rather than downsizing. According to estimates, the central government workforce (excluding the defence forces) is likely to expand from 3.31 million in 2013 to 3.55 million by 2016. The police alonewould account for an increase of 120,000 people (50%). However, this expansion is necessary for India’s internal security. Therefore, what is needed is to downsize the workforce from less efficient job areas (perhaps where technology can lead to higher productivity gains) while expanding it in critical domains to improve efficiency in service delivery.

Part of the problem is the pace of reforming important PSUs. The pursuit of the disinvestment programme has not resulted in a significant restructuring of the workforce. Privatisation, in general, is not in favour. Reforming and restructuring the PSUs is the preferred path. But this exercise must look at all aspects of efficiency.

The commission has recommended introducing a performance-related pay (productivity-linked wages) mechanism for all categories of central government employees. The last three commissions had stressed the performance-related pay (PRP) concept as a far better system than the periodic increase in salaries. The commission has also suggested linking bonus payments to productivity (individual, group or organisation). However, unlike the private sector, which is guided by profit motives, the government is guided by social considerations. This makes the measurement of productivity problematic. The commission has recommended phasing out non-performers after 20 years of service.

International experience suggests that countries such as South Korea, Chile, Malaysia and the Philippines have improved government performance and accountability by implementing PRP in their civil services. This has lessons for addressing the low public sector efficiency issue by incentivising productivity improvements.

Mechanically setting up a pay commission every 10 years is a habit we can ill-afford. Hopefully, this will be the last such commission. It is believed that the major issue of seeking dynamic parity between the private and public emolument structures has been addressed over time. The subsisting concerns are attracting domain knowledge, facilitating lateral entry, restructuring the personnel pattern of the government and linking productivity outcomes with the emolument structure. A mechanism needs to be constituted for these more important non-financial issues. Administrative reforms and pay reforms are two sides of the same coin. An integrated view is necessary.

Source: Hindustan Times

NATIONAL JOINT COUNCIL OF ACTION CIRCULAR FOR 20 POINT CHARTER OF DEMANDS TO CABINET SECRETARY

NATIONAL JOINT COUNCIL OF ACTION CIRCULAR FOR 20 POINT CHARTER OF DEMANDS SUBMITTED TO THE CABINET SECRETARY ON 10TH DECEMBER, 2015

NJCA

Source: http://aiamshq.blogspot.in/

KNOW YOUR STATUS FOR ACCEPTED OR REJECTED MTS (NT) CANDIDATES - SPECIAL RECRUITMENT DRIVE BY SSC

KNOW YOUR STATUS PROVISIONALLY ACCEPTED / REJECTED CANDIDATES FOR SPECIAL RECRUITMENT DRIVE OF MTS (NT) BY STAFF SELECTION COMMISSION

PROVISIONALLY ACCEPTED/REJECTED CANDIDATES -- SPECIAL RECRUITMENT DRIVE FOR PERSONS WITH DISABILITIES TO THE POST OF MTS (NT) STAFF IN DIFFERENT STATES AND UNION TERRITORIES 2015 BY STAFF SELECTION COMMISSION 

------------------CLICK HERE TO SEE STATUS------------------

Is attendance compulsory for Central Government employees on the implementation day (01.01.2016) of the 7th Pay Commission recommendations?

Is attendance compulsory for Central Government employees on the implementation day (01.01.2016) of the 7th Pay Commission recommendations?

Central Government employees are wondering if there will be any consequences of taking leave on January 1, 2016, the date of implementation of the 7th Pay Commission report.

The recommendations of the 7th Pay Commission regarding the salaries and perks for the Central Government employees will come into effect from January 1, 2016 onwards. Many are curious to find out the connection between the date of implementation of 7th CPC and reporting to work on the day.

Normally, the date of joining work, date of getting the promotion, date of receiving the increments, transfer date, and retirement dates are very important for a Central Government employee. In the average service period of a Central Government employee, he/she is likely to witness two or three Pay Commissions. Keeping this in mind, it would be better to not absent oneself on January 1, 2016.

“All Central Government employees are advised to report to work on January 1, 2016 (Friday).”

“This is especially so for those who are on long leave. It will help them avoid a lot of problems in future.”

“If 01.01.2016 is announced as a holiday, it will be better to report to work the next day.”

If the recommendations of the 7th Pay Commission are going to be implemented from 01.01.2016 onwards, then the employees will have to come to work that day to accept these recommendations. If he/she is absent on the day, then the day they return to work will be treated as the day they had accepted the new recommendations.

If an employee not to report on the date of implementation, this could delay the benefits of the 7th Pay Commission. This could also cause financial losses too due to pay revision as per the recommendations of new pay commission.

According to existing rules, in order to qualify for the annual increment, an employee has completed 6 months or more in the revised pay structure, as on 1st July. A delay of even a single day could deny you an increment, as per the rule.

It is not easy to calculate the date of promotion for Central Government employees. Normally, promotions are granted with retrospective effect. Let us assume that the promotion was given with effect from 01.01.2016. Not reporting to work on that day could cause a number of problems.

Since the government rules are bound to be changed arbitrarily, one can never be sure of the kind of troubles it could cause them. Therefore, it is better to go to work on 01.01.2016.

The recommendations of the 6th Pay Commission were implemented on 01.01.2006, a Sunday. Therefore, the next day was taken as the assumption date. One might remember that the government had issued another order to avoid the confusions that resulted due to this.

Even those who are on long leave for any particular reason are advised to report to work on January 1, 2016 at least and then continue with their leave. This will help them avoid a lot of problems.

Source: http://7thpaycommissionnews.in/

SSC EXAMINATION SCHEDULE 2016

SSC EXAMINATION SCHEDULE 2016

KNOW ABOUT STAFF SELECTION COMMISSION EXAMINATION SCHEDULE 2016

FOR THE EXAMINATION TO BE HELD IN 2016, SCHEDULE IS HERE

SSC EXAM SCHEDULE 2016