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the basis of periodical evolution. A well monitored structure can also be evolved to make the executives target oriented. 8. Issue of resource constraint and Pay revision in Sick/BIFR referred CPSEs 8.1 Given the problem of resource constraints and the existing ‘Affordability’ clause in adopting revised pay packages, is there a way of bringing improvements in emoluments so as to attract and retain talent in CPSEs? AIBSNLEA The enhancement in the overall compensation package will result in more dedicated, committed workforce and further attract and retain talent in the CPSEs. This will result in increase in revenue by way of increased production/services of CPSEs and thus the financial burden because of enhancement in the overall compensation packages can be negated/reduced. 8.2 In case of non-affordability, can the enhanced package be deferred and linked to the future performance of the CPSEs? How can the employees be rewarded without a direct or immediate burden on the organization? Schemes like stock option provide an appreciation in the value of the holdings of the employees through the capital market mechanism – what other schemes of this nature can be suggested? AIBSNLEA The reply 8.1 above. 8.3 What should be the pay revision policy for sick / incipient sick /weak CPSEs? AIBSNLEA The reply 8.1 above. 9. Long term Incentives and Superannuation benefits 9.1 Based on the earlier PRC, it was prescribed that 10-25 % of the PRP shall be given as ESOP. Has your company implemented this? Please give details and suggestions for improvement. AIBSNLEA The PRP scheme is yet to be implemented in BSNL. 9.2 Can the ESOP be an option for deferred implementation / payment of revised package? AIBSNLEA BSNL is not a listed company, hence ESOP cannot be an option for deferred implementation /payment of revised package. 9.3 Do you think that any change is required in the existing policy of granting 30% Basic Pay plus DA as superannuation benefits? If so give detailed comments/suggestions. AIBSNLEA The superannuation benefits may be granted @ 40% of the Basic Pay plus DA as BSNL is a Govt. Department converted into PSU and therefore there are two type of employees’ i.e. Absorbed in BSNL and Recruited by BSNL. Therefore to bring the parity between these two groups, it is necessary to give superannuation benefits to the BSNL recruited employees @ 40% of the Basic Pay plus DA. The absorbed employees in BSNL from DoT are governed by Govt. Pension Rule 37-A. Hence, 3rd PRC should recommend revision of IDA pension of BSNL pensioners also. 9.4 What should be the gratuity ceiling? AIBSNLEA It should be Rs.20 Lakh, as per 7th CPC recommendations since majority of BSNL employees are governed under Rule -37A of Pension Rules 1972. 9.5 What should be the policy regarding leave encashment at the time of retirement on superannuation? AIBSNLEA It should be as per 7th CPC recommendations. 10. Voluntary Retirement Scheme 10.1 In addition to the VRS, would you like to suggest any other ways to rationalise manpower? AIBSNLEA In BSNL already bumper retirement is taking place in coming few years and about 50% of its present strength would be retired by 2020. Hence, there is no need of VRS or any other mean to rationalise manpower. TELEWAVE 10 JULY-2016