Page 3 - TELEWAVE DECEMBER-2015

EDITORIAL CPSU hierarchy and E-2, E-3 standard IDA pay scales Implementation in BSNL is a must- The CPSU hierarchy and E-2, E-3 standard IDA pay scales implementation in BSNL is must to avoid the several court cases and acute stagnation in the career prospects of executives in BSNL. The Joint Committee headed by ED(NB) has submitted its recommendation on CPSU cadre hierarchy and E-2, E-3 standard IDA pay scales long before but till now management has not given serious thought on it. It is a matter of serious concern to us. In the present executives promotion policy, the executives are being promoted first on time bound manner basis and then on post basis. On both the promotions they are given pay fixation, hence getting double pay fixation in the same pay scale but not given the designation and the functional responsibility of the grade. Executives are getting time bound promotion but the post based promotions are abnormally delayed due to the several court cases which has caused stagnation and frustration among the executives. The standard IDA pay scales E-2 and E-3 to JTO and SDE equivalent executives is not granted after 2nd PRC recommendations implemented in the year -2009. The intermediary IDA pay scales E-1A and E-2A have not been allowed by DPE. 3rd PRC recommendations are due w.e.f. 01.01.2017. Hence, the standard IDA pay scales E-2 and E-3 to JTO & SDE equivalent executives has to be implemented immediately to avoid future losses to executives. To overcome this situation after detail discussions Sh. M.A. Khan, ED(NB) Chairman, Committee has submitted its recommendations to motivate the BSNLexecutives which will result higher productivity. The committee recommends At present, time- bound promotions are given from JTO to SDE Grade in 4 to 6 years. SDE to Sr. SDE grade (E3) and equivalent in 5 years, E3 to E4 (DE grade) in 5 years, E4 to E5 Grade (DGM) in 5 years and E5 to E6 (JAG- SG) in 5 years. They are given higher pay but higher designations are not given to them. The staff nos. in JTO grade and equivalent are at present 9007, SDE grade 9144 and Sr. SDE grade (E3) 11800 and DE grade (E4) 8673 and DGM grade (E5 & E6) grade 4672. By giving them designation also by conducting CPC with higher benchmarks for JTO to SDE in 6 years and others in 5 years. BSNL will bear no extra financial burden by conducting this process of promotion, rather it will be saving money by removing double fixation on account of time bound and functional promotion. By keeping 'Very Good/ Good' inACR as benchmark, good performers will be promoted. As per Deloitte's Report, JTO to DE and equivalent will have to work interchangeably and therefore posts in JTO upto DE will not matter. Only at DGM level, sanctioned posts are around 2000 and DGM recruitment posts were 200 which totals to 2200 posts of DGM, whereby promotions of about 4700 nos. may be required. This may be compensated by fast retirement of DGMs every month and justified by BSNL's expansion in the areas of IT, Infra sharing, New Services etc. which will need extra DGMs. However, DE to DGM and equivalent promotion may be restricted to availability of posts. The remaining may be promoted as DGM (holding charge). After deliberation, inclusion of exam or interview was not agreed by Association side, so, only ACR based promotion with higher benchmark of 'Very Good/ Good' is considered instead of earlier benchmark of 'Good/ average' etc. This may break the bottleneck of held up promotions due to non- availability of posts as a result of pending court cases. By this process, all court cases will be closed and thereby huge expenditure on court cases will also be saved by BSNL. It will also fulfill the commitment given to executives at time of absorption vide letter no. BSNL/11/ SR/ 2003 dated 02/09/2003. The following is recommended:- a) JTO to SDE and equivalent eligibility should be maximum 6 years of regular service in the grade and benchmark to be kept as “Good”, and for SC/ ST candidates one “Average” may be allowed. b) SDE to Sr. SDE and equivalent eligibility should be 5 years of regular service in the grade and benchmark to be kept as “Good”, and for SC/ ST candidates one “Average” may be allowed. c) Sr.SDE to DE and equivalent eligibility should be 5 years of regular service in the grade and benchmark to be kept as “Good”, and for SC/ ST candidates one “Average” may be allowed. d) There are some UPSC recruited DEs or equivalent of 1995 batch etc., as on today. All UPSC recruits of all batches may be promoted en-bloc to DGM if they meet the benchmark of “Very Good” and VC clearance. The executives already promoted to higher post on functional basis will stand senior in the grade e) DE to DGM promotion will be restricted to availability of posts. The balance DEs may be promoted as Jt.GM-NF (Parking Lot). DE to DGM and equivalent eligibility should be 5 years of regular service as DE and benchmark to be kept as “Very Good.” f) DGM to JAG- SG may go in the grade of E6 in 5 years as per existing time bound promotion scheme. Agenda No.3:- .To examine the implementation of first Time Bound Promotion uniformly after four years w.e.f. 01/10/2000. Committee is of the view that after the recommendation given above for CPSU hierarchy, this issue gets resolved automatically. As per recommendation given for Agenda 1, the minimum service required for upgradation from E2 to E3 as proposed in (a) above is 6 years, so in 6 years, ceiling will not come, as they will be placed in the upgraded scale. If it comes, the relaxation may be given on case to case basis (as and when the pay touches next scale). Let, the BSNL management honor its commitments to resolve both the items i.e. implementation of cadre hierarchy and standard IDA pay scales E-2 to E-3 to the JTO and SDE equivalent executives to remove the stagnation and frustration of the executives.Also to avoid further agitation. TELEWAVE Page-3 DECEMBER-2015