5th pay commission report volume ii
TRANSCRIPT
CHAPTER – 1
INTRODUCTION
1.0 In this Volume – formally being called Volume-II of the report
– we present what is basically a set of Department-wise
recommendations on the issues set forth in the Government Resolution
No. 6021-F dated 28.08.2008. It may be recalled that in Volume-I Part-I
of our report published in February, 2009, we dealt with the structures
of pay of the employees of the State Government and of the employees of
the organizations that have been named in Part A of the annexure to the
aforesaid Government Resolution. In the same volume, we also gave our
recommendations in respect of Dearness Allowance, House Rent
Allowance, Medical Allowance, Non-Practicing Allowance as also in
respect of pension, commutation of pension and death/retirement
gratuity. In the next volume of our report, i.e., in Volume-I Part-II of the
report, which was submitted to the State Government in June, 2009, we
dealt with identical issues in respect of the employees of the
organizations that have been named in Part B of the annexure to the
same Government Resolution. We also submitted our recommendations
on special allowances, other allowances and other benefits and
concessions, leave, promotions and efficiencies, people orientation and
social accountability of Government employees as also our
recommendations on avoidance of wasteful expenditures and practicing
of economy. These, however, were on general terms only. In other
words, our recommendations in both volumes of Part-I were to apply to
all Government Departments, Directorates, regional offices and other
Government establishments, the rule making control of which are vested
with the State Government.
1.1 But, even after all this, quite a large area was left out of our
considerations and overview. This area consisted of various demands
1
made by the representative organizations of the employees as also
various recommendations coming from the Heads of some of the
Departments as also of the Directorates towards upgradation of scales,
and/or creation of new posts, and/or changes in the nomenclature of
designations, and / or reorganization of certain offices or Directorates
and / or constitution of new Services consisting of different existing
groups of employees etc. We have given our attention to such matters,
Department-wise. When we say Department-wise, we include in the fold
of a Department, its Directorate(s), its regional offices and other
establishments (if any), the minimum commonality of their employees
being the fact that the latter are all employees of the State Government.
To put it in the perspective of the Government Resolution No. 6021-F
dated 28.08.2008, the demands of the employees of those organizations
that have been listed in Part-A and Part-B of the annexure to the
aforesaid Resolution, have not in general, been brought within the zone
of consideration of the Commission in the instant part of the report.
1.2 There, however, are a few exceptions to the above mentioned
treatment of the subject matter in question. We have found that in
certain exceptional cases, the demands of the employees as also the
recommendations of the superior officers of a few Government
organizations that have been mentioned in Part-A of the annexure,
should be dealt with in this volume itself. These organizations are: the
West Bengal Legislative Assembly Secretariat and the West Bengal Public
Service Commission. These two organizations, in our opinion, should be
treated at par with Government Departments.
1.3 We have also dealt with, in this volume of our report, the
demands etc. of the teaching and non teaching employees of Government
sponsored or aided educational institutions, training institutions of
primary teachers, libraries and polytechnics and junior technical schools
as these matters are inseparable from those falling within the ambits of
2
School Education Department, Mass Education Extension Department
and Technical Education & Training Department respectively. Similarly,
we have also given our consideration to the demands/
recommendations / pleas of the non-teaching employees of non
Government colleges (sponsored and aided) while discussing issues
pertaining to Higher Education Department. We have, in addition, given
our consideration to what the associations of the employees of various
Panchayat bodies have recommended for themselves in the chapter in
which the issues concerning Panchayats and Rural Development
Department have been dealt with. We wish we take up for consideration
similar demands etc coming from the employees of various municipal
bodies and placed the results of the same in the chapter concerning
Municipal Affairs Department. But, we could not do so due to shortage
of time. Those will find a place in the next – and the last – volume of our
report, which will also contain our recommendations on various
demands / pleas of the employees of all the other organizations
mentioned in the rest of the annexure to the Government Resolution no.
6021-F dated 28.08.2008, already mentioned.
1.4 While the instant volume was under preparation, we received
quite a few references from different Departmental authorities seeking
our recommendations on various Departmental proposals (mainly for
upgradation of pay scales but also for other types of improvement of
conditions of service of different groups of employees). We have taken
into consideration as many of them as we could, but have not been able
to accommodate all such proposals because of paucity of time. Since we
are to submit the instant volume of our report within the month of June,
2010, at the latest, we set ourselves a time limit of the middle of May for
acceptance of such Departmental proposals. Naturally, most of such
proposals received after the second week of May, could not be given any
consideration by us. We have returned those to the originating
3
Department with the advice to take up their proposals with the
concerned authorities in the State Government.
4
CHAPTER – 2
NORMS GOVERNING THE TREATMENT GIVEN TO SOME COMMON ISSUES
Issue of Upgradation of Pay Scales 2.0 In this chapter, we have explained the norms and the
principles that we have followed while dealing with some of the oft-
repeated demands and suggestions originating mainly from the
unions/associations of Government employees. We have also
furnished in this chapter our views with justifications thereof – on
certain matters that have been referred to this Commission by the
State Government.
2.1 We have received quite a large number of proposals for
upgradation of pay scales. Some of these proposals clearly state
what is/are the pre-revision scale(s) of pay that are/were being
enjoyed by the concerned group of Government employees, what
is/are the pre-revision scale(s) that is/are now being sought for
and what is/are the justification for seeking the proposed
upgradation. In certain cases, the proposals have indicated the
Pay Band + Grade Pay (as recommended by the 6th Central Pay
Commission) that are being sought for, in place of the pre-revision
pay scale(s). Even such proposals are not difficult to understand.
The problem, however, starts where these information have not
been given, or where only part of the information is given (for
example, where a particular Pay Band is mentioned but the Grade
Pay is not specified). The problem continues where the pay scale(s)
that is/are being sought for has/have been prepared by the
proposers on their own but there is no clue as to how these can be
made comparable either to the pre-revision pay scales or to the Pay
5
Band + Grade Pay matrix recommended by the 6th Central Pay
Commission.
2.2 However, the most important part of all cases of
proposed upgradation, is the justification of the upgradation
sought for. It is found that the majority of these proposals have
been sought to be justified on the grounds of high responsibility
involved in the work they do, high entry level academic
qualifications and/or onerous nature of duty. Prima facie, each of
these factors, individually, or in any combination can be a valid
ground for seeking a higher pay scale. But, excepting the factor of
educational qualification(s) there does not appear to be any
universally accepted measuring rod to measure the other factors
and, what is more important, to relate each measured quantity
with a particular level of pecuniary benefit. In other words, the
logic may be fine at an abstract level, but various quantifications
necessary to put the same in practice are not there. As a matter of
fact, one needs to make quite a lot of value judgements in order to
put the aforesaid abstract logic in practice. The ultimate results
thus often become debatable.
2.3 That, however, does not mean that there is no system
of rewarding high responsibility etc with high remuneration, or
that the present system is altogether devoid of such an
arrangement. As a matter of fact, in the extant system, those
groups of employees who are, generally speaking, perceived to
shoulder higher responsibilities are already rewarded with higher
remunerations.
2.4 Another factor that must be taken into consideration
is that every group of employees in a hierarchy, prevalent in any
Government, has some contribution to make. If one is to remove
even one such element from the totality called a Government
6
system, the latter suffers perceptibly. This indicates that even
those who occupy lower rungs in the hierarchy (which may be
taken to mean that they possibly bear relatively low responsibility)
are not at all dispensable. In recognition of all this, an overall
balance has always been maintained between the remuneration of
those who bear higher responsibility and the remuneration of
those whose responsibility is perceived to be of a lower order.
Such a balance should not be disturbed in favour of one only.
That is precisely why every Pay Commission while improving upon
the size of the pay packet of those at the relatively high levels also
improves upon the pay packet of those at the lower levels and
while doing so, maintains the overall balance.
2.5 We, in this Pay Commission, have already done our bit
while recommending improvements in the pay packets of all
groups of employees in this State Government, and while doing so,
have taken into consideration all the factors discussed above. We
are, therefore, not considering any plea of further upgradation of
pay scale(s) etc. of particular groups of employees where the pleas
are based mainly on the thesis of high responsibility etc.
2.6 Still another argument has been preferred by some to
the effect that the Government service has become unattractive
mainly because of the poor pay packet it offers. But, of course,
poor pay packet is not the only reason for the said
unattractiveness of Government service. There are other factors
like unattractive service conditions (like posting in faraway rural
areas, absence of suitable perquisites, poor promotional facilities
etc.). Some hold that it is because of these reasons that people are
opting for service in private sector which offers better pay and
better facilities than are available in Government sector. According
to this reasoning, pay to the professionals in Government service
7
(i.e., doctors) must, therefore, improve and service conditions must
also improve.
2.7 These are weighty considerations indeed. But it must
be remembered that pay etc offered by a State Government
particularly to the high-end Government job holders, have almost
always suffered in comparison with what have been offered to such
persons in private sector. In spite of that, various posts in the
upper echelons of Government service have not remained
unoccupied – at least for long. Additionally, there has been no
large scale exodus of Government service holders from Government
service in favour of service in private sector, even though pay etc.
in the latter are quite often higher than in the Government We feel
that our recommendations particularly regarding pay structure
that have already been submitted to the State Government - which
the latter has accepted and also issued various orders to
operationalize the relevant decisions – have taken care to meet, by
and large, various needs of the high end Government service
holders. We do not think that further pay hike of any particular
group of State Government employees, is called for at this stage on
the ground of Government pay being less than pay in private
sector.
2.8 For those other than the high end Government service
holders, the pay now allowed by the Government is by and large
better if compared with the pay allowed to their counterparts in the
private sector.
2.9 It has been found that in many cases, upgradations
sought for are of such a high order that they are beyond the reach
of the ROPA 2009. Naturally we have not considered these
proposals.
8
2.10 We have also not considered those proposals that
pertain to posts that do not exist as of now. Some groups of
employees have, in their memoranda, combined their proposals for
creation of certain posts with the proposals of pay scales etc that
should be attached to these posts. Strictly speaking, these are not
proposals of upgradation, and therefore, barring a very few
exceptional cases we have kept them outside our consideration
while dealing with upgradation matters.
2.11 Even after excluding from our consideration, the
above-spoken types of demands for upgradation there are still
quite a few types that are mostly peculiar to a particular
Department, or a Directorate or a regional office. We have given
our consideration to such matters case-by-case on the basis of
merit of each case. Our recommendations in this behalf will be
found in Department-wise discussions that follow.
Treatment of the Alleged Anomalies
2.12 Another item of work, which we have been repeatedly
requested by various groups of Government employees to attend to
concerns anomaly, or what have been perceived by them to be
anomalies. They refer mainly to the alleged anomalies in pay
scales, but sometimes also to the alleged anomalies in other types
of payables (e.g. certain allowances) and/or to different
concessions and facilities. The dictionary meaning of the word
anomaly is an anomalous circumstances or thing; an irregularity,
and anomalous means “having an irregular or deviant feature;
abnormal.” Therefore, in order to qualify as an anomaly, there will
first have to be standard or a norm, and then a deviation from that
norm. It is doubtful if, going by such a rigorous definition, many
anomalies will be found. Generally, what goes by the term
9
anomaly is really a difference between two pay scales (or may be
between sets of concessions and facilities) being enjoyed by groups
of employees. These are more often than not akin to grounds for
seeking upgradation, and we have treated them as such.
2.13 Be that as it may, we note that there is no mention of
the task of treatment of anomalies in the Resolution of the State
Government that has laid down the tasks of this Pay Commission.
We have, therefore, not tried to seek out anomalies, but we have,
at the same time, given our considerations to individual instances
of anomaly that have been noticed by us and have treated them to
the best of our judgement.
2.14 But there appear to exist some anomalies in respect of
scale of pay, designation etc. to which our attention has been
drawn by a number of associations representing the technical
employees engaged in operation, maintenance and repair work in
different Departments. These anomalies appear to have originated
from the report of the Expert Committee, headed by late S.C.
Chanda, which was appointed by the State Government for
rationalizing the pay scales, recruitment qualifications,
promotional opportunities etc. of the technical employees in
question. We have not been able to examine the alleged anomalies
in details, because a large number of them are quite intricate in
nature and finding solutions would have taken a lot of time, which
we simply could not afford. We have, therefore, been compelled to
refer the matters back to the State Government with the
suggestion that the latter might appoint another expert committee
for resolving the anomalies in question. We place, in an annexure
at the end of this chapter, a copy of our letter no. 43-PC dated
23.02.2010 addressed to the Principal Secretary to the
Government of West Bengal, Department of Finance.
10
Creation of New Posts and Constitution of New Services
2.15 In the representations of many Departments we have
come across one or more of the following three general demands
from the associations of employees of these Departments:
(i) Demands for creation of new posts to meet functional
requirements
(ii) Demands for creation of additional posts / new designation
posts with the purpose of providing promotion to certain
categories of employees, and
(iii) Demand for creation of Constituted Services or demand for
creation of integrated services.
2.16 In a few cases, such demands have come from the
Departments themselves. These are discussed in the following
paragraphs for being referred to appropriately in the chapters on
individual Departments when we shall consider demands of those types
under those Departments. This will do away with the need of repeating
the same arguments chapter after chapter.
2.17 In the first place, we believe that creation of new posts must
be guided basically by the functional requirements of a Department/
Directorate/ Government Office. If a Department feels the need to create
new posts, it should move the appropriate authorities – and in our
opinion a Pay Commission is not one of those authorities even though
under certain circumstances a Pay Commission that may be in session is
certainly entitled to give its opinion(s) – with full justification for the
proposal(s) by following well laid down procedural formalities.
11
2.18 The second point is that the Commission is not in favour of
creation of new posts with the sole purpose of providing promotions to
certain existing Government employees. Like all rules/ regulations,
there can certainly be exceptions to this principle. But exceptions do not
invalidate the latter. It needs to be kept in mind that all Government
establishments cannot, and do not, have promotional opportunities for
all those who are employed there, in equal measure. As a matter of fact,
the concept of non-functional promotion has been introduced through
various models of career advancement schemes in order to take care of
the inequality of promotional opportunities in different establishments.
It appears that the impossibility of providing functional promotions to all
Government employees in equal measure has not been clearly
understood.
2.19 The third point is that we do not, generally speaking,
encourage constitution of new Services, particularly of the integrated
variety. It is our considered opinion that in the long run, it will create
more problems than it may solve in the short run. Some of the Services
or the cadres that are merged to form a new Service will usually enjoy
one or several scale jumps which are in the nature of one time windfall.
Sometimes, such quantum jumps are even bigger than what the
constituents at the lower end could expect through the channel of
normal promotion. This sets an example that induces others to follow
suit. Then again, after the merger of several Services/ Cadres, the
strength of the cadre in the merged Service becomes big, sometimes very
big. Therefore, further promotion (of the functional type) to the members
of the new Service becomes a serious problem because in a pyramidically
structured hierarchy, the number of superior post will be smaller and
smaller as one goes higher and higher upward. Besides, the extra-
ordinary manner in which the benefits of higher posts and/ or higher
scales may accrue to certain groups of employees through the
mechanism of merger of Services/ cadres and creation of new Services,
12
cannot be repeated again and again. The benefits of creation of new
Services by merger of existing ones – if judged from the view point of
promotion to the members of the Services to be merged – will, therefore,
be short lived and in the long run will create more problems because of
rather sharp reduction in further promotional opportunities.
Additionally, if the new Service is an integrated one, it will have one very
important shortcoming. The members of the integrated Service will move
from one post to another by transfer. This will happen even when they
move from a junior post to a senior post which would have needed a
clearance from the Public Service Commission had the movement taken
place through promotion. Absence of an overview by an independent and
superior body may well work against quality.
Distinguishing a Promotion Post from a Feeder Post when both Promotion Post and Feeder Post are borne in the same scale of pay
2.20 Special pay has been abolished by the Government at the
time of introduction of WBS (ROPA) Rules, 1998. Prior to such abolition,
two types of special pay were in existence. The first type was meant for
supplementing the scale of pay of a post which as per assessment of the
Commission/Government deserved some higher valuation over the
allotted scale of pay but not the immediate higher scale of pay. Special
pay of this kind used to be classed as ‘pay’ in terms of Rule 5(28) of
WBSR, Part – I. Accordingly, such special pay was merged with pay at
the time of fixation of pay of a Government employee in the revised scales
of pay under WBS (ROPA) Rules, 1998.
2.21 The other type of special pay as defined in rule 5(33) of
WBSR, Part – I means an addition, of the nature of pay to the
emoluments of a post or of a Government employee granted in
consideration of –
(a) the specially arduous nature of the duties;
13
or
(b) a specific addition to the work or responsibility;
or
(c) the unhealthiness of the locality in which the work is performed.
2.22 In G.O. No. 7571 – F dated 02.11.1998 Government decided
that the special pay of the second kind will not be merged with pay at the
time of determining the revised pay of a Government employee. It was
further decided that the employee may continue to draw the same
amount of the special pay as additional remuneration in addition to his
pay in the revised scale of pay if the circumstances leading to the initial
sanction of the said special pay continued to exist after the revision of
pay scales. Thus although in a different nomenclature, viz., additional
remuneration, the special pay of the second kind has continued to exist.
2.23 With the abolition of special pay of the first kind in the
revised scales of pay as per WBS (ROPA) Rules, 1998, in a large number
of cases the pay scale of feeder post and promotion post became identical
resulting in monetary loss of the promotees who are being promoted in
the post 01.01.1996 period. Keeping this in view a provision has been
made in Rule 4(2) of the Rules, ibid, as under:
Rule 4(2): “No special pay shall be drawn in addition to pay in the revised
scale:
Provided that where a post and its promotion post carry the same
revised scale of pay, the Government may, having regard to the
recruitment rules for the promotion post, distinguish it from its feeder
post in such manner as may be deemed necessary.”
2.24 As per rules, no promotional fixation benefit is admissible
when promotion takes place in the same scale of pay. However, a pay
scale with a higher initial start is considered as a higher scale of pay
than the pay scale itself. So as far as promotion posts borne in different
14
pay scales upto scale no. 12 are concerned, Government, in principle,
has introduced vide G.O. No. 3340 – F dated 23.03.2001 higher initial
starts in the scale of pay of the promotion posts provided the pay scale of
feeder post and promotion post has become identical due to abolition of
special pay. In such cases, higher initials in the scale of pay of
promotion posts have been agreed in principle in the following manner:
Promotion post Higher initial
(i) For promotion posts borne in Third stage in the scale of different pay scales upto pay of the promotion post. Scale No. 6
(ii) For promotion posts borne in Fifth stage in the scale of pay different pay scales above pay of the promotion post. Scale No. 6 and upto Scale No. 12.
2.25 But for promotion posts borne in scale Nos. 13 and above
where due to abolition of special pay, the scale of pay of feeder post and
promotion post has become identical, no Government order appears to
have been issued in terms of the same Rule 4(2), ibid. But in piecemeal
way Government has allowed higher initial at 5th stage in the pay scale of
Asstt. Secretary, (scale no. 16) and at 3rd stage in the pay scale of some
promotion posts belonging to the cadre of WBPH & AS namely Public
Health-cum-Administrative Officer, Group A, Senior Public Health-cum-
Administrative Officer, Group A, Special Public Health-cum-
Administrative Officer, Group A borne in pre-revised scale nos. 17, 18
and 19 respectively.
2.26 We have carefully examined the issue and we recommend
that for promotion posts borne in pre-revised scales 13 to 16 where the
pay scale of promotion post and feeder post has become identical due to
abolition of special pay, a higher initial at 5th stage may be introduced
and in respect of promotion posts borne in pre-revised scales 17 to 20
under similar circumstances, higher initial at 3rd stage may be
15
considered by the Government provided the promotion post is wholly a
promotional one, i.e., it is filled up by promotion only.
2.27 We have, in our Volume – I, Part – I already laid down how
such higher initials should be translated in the Pay Band Grade Pay
system.
Scheme of distinguishing Band Pay of a senior officer borne in a higher un-revised scale from the same of an officer borne in a lower un-revised scale in the revised Pay Band – Grade Pay system
2.28 Finance Department has referred the issue mentioned in the
sub-heading above to this Commission seeking our opinion on the same.
The matter is explained below.
2.29 Each of the pre-revised scales no. 19 (Rs.14300 – 18300/-),
20 (Rs. 16400 – 20000/-) and 21 (Rs. 18400 – 22400/-) now falls within
the revised Pay Band No. 5 recommended by us, viz., Rs. 37400 –
60000/- with Grade Pay ranging from Rs. 8700/- to Rs. 10000/- and the
same has since been implemented by the Government by issuance of
necessary ROPA Rules. The relevant posts are Joint Secretary or
equivalent, Additional Chief Engineer, Special Public Health-cum-
Administrative Officer, Group – A & B, etc. all in pre-revised scale no. 19,
Chief Engineer, Director of ARD, Director of Archeology, etc. in pre-
revised scale no. 20 and Engineer-in-Chief & E.O. Secretaries of
Engineering Departments, DPI, DHS, DME, Director of Agriculture,
Special Secretaries, etc. in pre-revised scale no. 21.
2.30 The manner of determination of Band Pay as on 01.01.2006
of an officer is to multiply the Basic Pay in the unrevised scale as on that
date by 1.86 and rounding off the resultant amount to next ten rupees.
As the minimum Rs. 37400/- of the Pay Band – 5 is substantially higher
compared to the minimum of the immediately lower Pay Band, viz., Pay
16
Band No. 4, Rs. 9000 – 40500/- with higher initial Band Pay of Rs.
15600/- for holders of pre-revised scale no. 16, the Band Pay of all
officers drawing Basic Pay ranging from Rs. 14300/- to Rs. 19900/- in
any of the pre-revised scales no. 19, 20 and 21 has now become the
same viz., Rs. 37400/-. Thus, the Band Pay of large number of batches
of officers in a cadre has now become the same as on 01.01.2006 even
though the senior is holding a higher post. By way of example it has
been stated that the Band Pay of almost of all Special Secretaries has
become the same as that of the juniormost Joint Secretary belonging to
the same cadre. Even in terms of Basic Pay which is the sum total of
Band Pay and Grade Pay, the Basic Pay of the juniormost Joint Secretary
has now become the same as that of the seniormost Joint Secretary of
the same cadre, etc. and similar has been the position in respect of all
State Services.
2.31 Some of the associations of State Services have brought the
above position to the notice of the Government and have prayed for
allowing bunching benefits in fixation of initial pay. Our opinion has
been sought as to how this position can be rectified.
2.32 Government of India, on the basis of recommendations of the
Sixth CPC has addressed this issue by allowing bunching benefits. As a
result of such a dispensation, the Band Pay as on 01.01.2006 has been
fixed at Rs. 37400/- to Rs. 43390/- for officers of different seniority
borne in the unrevised scale of Rs. 14300 – 18300/- (scale no. 19 of the
State Government). For officers of different seniority borne in the
unrevised scale of Rs. 16400/- to Rs. 20000/- (scale no. 20 of the State
Government), the initial Band Pay as on 01.01.2006 has been made to
vary from Rs. 39690/- to Rs. 44700/- and for officers of different
seniority borne in the unrevised scale of Rs. 18400 – 22400/- (scale no.
21 of the State Government), the initial Band Pay as on 01.01.2006 has
been fixed lowest at Rs. 44700/- to highest at Rs. 51850/-. In
17
particular, the Band Pay as on 01.01.2006 of an officer of Government of
India drawing a basic pay of Rs. 19900/- in the unrevised scale of Rs.
18400 – 22400/- is Rs. 47440/- whereas the same for a State
Government officer is only Rs. 37400/- which is the minimum of Pay
Band No. 5 i.e., Rs. 10040/- less.
2.33 In Volume – I, Part – I of our Report we have already
recorded our reservation in the matter of allowing bunching benefits.
But we cannot altogether disregard the issue when the difference
between the Band Pay under the Central Government rules and the same
calculated in terms of State fixation rules is so extraordinarily glaring.
We, therefore, review our earlier stand and now recommend awarding
one extra increment (3% of Band Pay only determined in the normal
course) while determining Band Pay of the officers borne in unrevised
scale no. 20 at all stages so that they may have an edge over their juniors
borne in scale no. 19 in Band Pay and two extra increments (6% of Band
Pay only determined in the normal course) at all stages of the officers
borne in the unrevised scale no. 21 so that officers borne in this pre-
revised scale no. 21 may get a relatively higher Band Pay than his juniors
borne in scales no. 19 and 20. It will still be substantially lower than
what have been allowed by the Government of India to Officers borne in
the corresponding unrevised scales. But what we have recommended
above is, in our considered opinion, an acceptable way of signifying the
seniority of the senior officers while balancing the same with the need to
maintain the discrepancy ratio at a tolerable level.
18
ANNEXURE TO CHAPTER - 2GOVERNMENT OF WEST BENGAL
Fifth Pay Commission“Tantuja Bjawan”, (8th Floor)
DD – 18/4, Salt Lake, Kolkata – 700064.
No. 43 – PC Dated : 23.02.2010.
From : Member-Secretary,Fifth Pay Commission,West Bengal.
To : The Principal Secretary,Finance Department,Govt. of West Bengal, Writers’ Buildings, Kolkata – 700 001.
Sir,I am directed to state that a good number of associations
representing the technical employees of different departments of the
Government engaged in operation, maintenance and repair works in
their memoranda submitted to this Commission have alleged some
anomalies in the Report of the Expert Committee set up by the
Government under the Chairmanship of Late S. C. Chanda, Retired Chief
Engineer (Electrical) P.W. Department for rationalising the pay scales,
recruitment qualifications, promotional opportunities, etc. of the
technical employees mentioned above. The said report was referred by
the Government to the Fourth Pay Commission for its views and the
Commission after consideration of the report of the said Expert
Committee made some recommendations vide chapter 3.50 of Volume –
I, Part – II of its Report. The Government accepted the said
recommendations of the Commission in principle, and issued G.O. No.
7820(80) – F dated 12.09.2000, a copy of which is enclosed as ready
reference. In terms of last para of this order the concerned
administrative departments are to take steps for implementation of the
recommendations of the said Pay Commission and to send the necessary
drafts to the Finance Department for vetting. As far as the Commission
has come to know, the recommendations are yet to be implemented by
19
some departments including the Water Resources Investigation &
Development Department. A copy of the reference made to this
Commission by the Water Resources Investigation & Development
Department is enclosed.
The anomalies alleged by the associations of the concerned
employees are generally of the following types :-
(i) The scale of pay of the post has been downgraded along with
downgradation of the designation or without change of designation.
(ii) The designation have been downgraded retaining the existing scale
of pay.
(iii) While upgradation of scale of pay of some posts of some
department has been recommended, similar upgradation of same post
with identical duties and qualifications under some other department
has not been recommended.
(iv) Some recommendations concerning some posts of some
departments are found to be far from the ground realities.
(v) A few posts of some departments appear to have escaped the
notice of the Expert Committee.
In the meeting of this Pay Commission held on 22.02.2010 the
members discussed the issue thread bare and came to the conclusion
that the above anomalies are required to be handled appropriately by an
Expert Committee only, and this Commission does not have sufficient
time at its disposal to undertake this work which would be quite time
consuming. The Commission authorised the undersigned to make a
reference to the Government accordingly.
I am, therefore, directed to request you kindly to consider
appointing an Expert Committee for resolving the above anomalies of the
technical employees of different departments.
Yours faithfully,Sd/-
(P. K. Dasgupta) Member Secretary
Enclo : As above.
20
CHAPTER – 3
COMMON CATEGORY POSTS
3.0 Under the Government there are certain categories of posts
which are common to all or many Departments and offices. Examples of
such posts are, Peon, Orderly, Darwan, Chowkidar, Night Guard, Daftry,
Record Supplier, LDA , LDC, UDA, UDC, HA, HC, Typist, Telephone
Operator, Stenographer, Steno-Typist, Librarian, Surveyor, Draftsman,
Tracer, etc., etc.
3.1 A Pay Commission’s work gets simplified to a great extent if
instead of repeating discussion on these posts in the individual
Department/ Offices these are dealt with in one chapter naming the
same as chapter on common category posts. Such treatment also
ensures uniformity in pay scale, recruitment qualifications, manner of
selection, promotional opportunity, etc. of a particular common category
post regardless of its existence in different Departments/ Offices. A list of
Common Category posts is available in Schedule-I, Part-C of WBS(ROPA)
Rules, 1981.
3.2 We now take up examination of the demands submitted by
the associations of the different categories of such posts.
Secretariat Common Cadres of LDA, UDA, etc. upto Deputy Secretary and Clerical Cadres under Directorate and Regional Offices
3.3 The post of LDA (pre-revised scale no. 6) and UDA (pre-
revised scale no. 9) occur in all Secretariat Departments. Direct
recruitment to seventy percent of the vacancies in LDA is made by
selection through the Clerkship Examination conducted by WBPSC each
year. Out of the balance thirty percent, ten percent are filled up by
21
appointment of LD Assistants of the Directorates, ten percent by
appointment of Typist (Basic Grade) borne in the Secretariat Common
Cadre of Typists or Copyists of the Finance (Accounts) Department and
the remaining ten per cent by promotion from the qualified Group-D and
other qualified Group-C employees of the Secretariat. A pass in
Madhyamik or equivalent examination is the minimum educational
qualification required for appointment to the post of LDA under the
Secretariat or the Directorates or to the post of LDC under the Regional
Offices.
3.4 In terms of Promotion Policy Statement, 1981 in each of the
Secretariat Departments, Directorate Offices and Regional Offices, the
ratio of the strength of LDA /UDA or of LDC /UDC is maintained at 1:1.
3.5 In the hierarchical structure of the Secretariat, the
successive higher posts to which an LDA has access through promotion
are UDA, HA, Section Officer, Registrar/ OSD/ Special Officer (one
generally holds any one of these three posts), Assistant Secretary,
Deputy Secretary and Joint Secretary. All the higher posts in the
Secretariat from UDA to Joint Secretary are filled up entirely by
promotion and for this purpose separate common cadres have been
constituted for each of the following categories of post belonging to all
Secretariat Departments including the Governor’s Secretariat and the
office of the Military Secretary to the Governor:
i) Lower Division Assistant (pre-revised scale no. 6)
ii) Upper Division Assistant (pre-revised scale no. 9)
iii) Head Assistant (pre-revised scale no.10 with higher initial at
Rs.6300/-)
iv) Section Officer (pre-revised scale no. 12 with higher initial at
Rs. 6450/-)
v) Registrar / OSD/ Special Officer (pre-revised scale no. 16)
22
vi) Assistant Secretary (pre-revised scale no. 16 with higher initial at
Rs. 9100/-)
vii) Deputy Secretary (pre-revised sale no. 17)
3.6 As per present position, consultation with WBPSC is
required only on two occasions, viz., when the panels for promotion to (a)
OSD/ Registrar/ Special Officer and (b) Assistant Secretary are prepared.
3.7 A Constituted State Service, namely, West Bengal Secretariat
Service (WBSS) has been created in the year 2000 covering all the posts
above the Section Officer. Forty percent of the posts of Deputy Secretary
under the various Departments barring the posts earmarked for IAS and
other constituted services like West Bengal Service of Engineers, West
Bengal Health Service and West Bengal Medical Education Service are
filled up by promotion from WBSS and the rest by transfer of officers
from the cadre of WBCS(Ex). Two thirds i.e., 66.67% of the posts of
Assistant Secretary are filled up by promotion from a combined panel of
Registrars, OSDs, Special Officers, Section Officers, Head Assistants and
UD Assistants borne in the respective common cadres and the rest by
transfer from WBCS(Ex). Under Modified Career Advanced Scheme, 2001
sixteen posts in pre-revised scale no. 19 have so far been allotted to
WBSS having a cadre strength of nearly 400 officers and these sixteen
posts are filled up from officers belonging to WBSS in the rank of Deputy
Secretary and they are designated as Joint Secretary.
3.8 The following are the main demands of the various
associations of the Secretariat employees and officers :-
i) Upgradation of scales of pay of LDA, UDA, HA and SO has been
demanded on the following grounds :
23
That the pay scales of the said Secretariat posts, have been
steadily downgraded through successive pay revisions since 1970 in
spite of the fact that these employees deal with files in which different
policy decisions of the Government are taken. Such downgradations, it
has been explained, have been on two counts, namely (a) the edge in the
scale of pay they had been enjoying in the posts of LDA and UDA upto
1970 over the scale of pay of their counterparts in the Directorate and
Regional Offices has been withdrawn and the scales of pay of H.A. and
S.O. have been steadily down-graded and (b) the pay scales of some
posts like Sub Inspector of Police, Sub-Assistant Engineer, Co-operative
Development Officer, etc. have been upgraded relegating the above
Secretariat posts to relatively lower positions.
It has been further stated that due to poor scale of pay bright
young recruits now leave the job of LDA at their earliest opportunity.
ii) Some association has demanded pre-revised scale nos. 7, 10, 14
and 16 for the posts of LDA, UDA, HA and Section Officer respectively.
iii) Another association has demanded scale nos. 10, 15 and 16 for
the posts of LDA, UDA and Section Officer respectively and merger of the
posts of HA with the posts of Section Officer, so that Section Officer may
be included in the West Bengal Secretariat Service.
iv) Some other association has demanded constitution of a West
Bengal Junior Secretariat Service with the posts LDA and UDA
upgrading the pay scales of these posts to pre-revised scales no. 10
and 15 and re-designating them as Assistant, Grade-II and Assistant,
Grade-I.
v) Due to non-availability of sufficient number of posts of HA and
Section Officer, promotion to these posts are much delayed and so it has
24
been demanded that the sanctioned strength of HA be raised from 12.5%
of combined strength of LDA and UDA to 15% and that of Section Officer
from existing strength to 20% of UDA and HA taken together.
vi) The higher initial starts in the pay scales of HA and Section Officer
have been gradually lowered in the successive pay revisions and the
concerned UDAs and HAs on promotion to HA and Section Officer
respectively hardly enjoy now any financial benefit. Their pay, due to
delayed promotion, are now generally fixed crossing the higher initials.
So they have demanded higher initials at 13th and 15th stages in the
respective pay scales of HA and Section Officer.
vii) The strength of the bottom Grade of the West Bengal Secretariat
Service, i.e., the total number of posts in scale no. 16 should be at least
25% of the cadre strength of the proposed West Bengal Junior
Secretariat Service, or the sum total of the existing posts of Head
Assistants and Section Officers, whichever is higher.
viii) The posts of OSD / Registrar / Special Officer all belonging to the
West Bengal Secretariat Service may be merged with the posts of
Assistant Secretary to make this tier/ grade of the service more effective
from the administrative point of view.
ix) The present provision of filling all the posts of W.B. Secretariat
Service by promotion should continue and such promotion be made
wholly from its proposed feeder service, viz., Junior Secretariat Service.
x) One hundred per cent of the posts of Assistant Secretary should be
filled up from the WBSS, as WBCS (Ex) officers are usually posted as
OSD & E.O. Deputy Secretary against vacancies of Assistant Secretary
and sixty per cent of the posts of Deputy Secretary should be earmarked
for filling up by the officers of W.B.S.S.
25
xi) The existing Career Advancement Scheme should be re-oriented
and an employee should every time get the benefit of next higher
promotional scale available to the service after completion of 8 years, 16
years, 24 years and 30 years of service.
xii) 6:3:1 scale linked promotion policy in pre-revised scale nos. 16, 17
and 18 for WBSS Officers should be modified to the ratio of 4:4:2 as the
Officers of this Service do not enjoy any benefit of CAS, 1990 or MCAS,
2001.
xiii) Pre-revised scale no. 19 has been demanded for the functional post
of Joint Secretary-cum-Committee Officer under WBLA now borne in pre-
revised scale no. 18. Similar demand has been made for the post of
Joint Secretary under WBPSC now borne in pre-revised scale no. 18.
xiv) In the case of appointment in the category of death in harness due
to death of a Secretariat employee, the dependent of the deceased
employee having qualifications of a Group – C post should be appointed
against Group – C post.
3.9 We have examined all the above demands and our
observations on them, item-wise, are given below:
(i) The Commission has come to know that an LDA of the Secretariat
like his counterpart under the Directorate or Regional Offices in most
cases, does routine clerical duties. It is indeed true that for examination
of the Secretariat files on different schemes or on framing of policies
knowledge of various Acts, Rules connected with the particular scheme
or with the proposed Government policy is necessary. But such files are
not initiated by LDAs generally. On the other hand due to progressive
decentralization in administration the work-load, particularly in the
26
Regional Offices over the last three decades has increased substantially.
Due to availability of a lower number of clerical hands in the Regional
Offices as compared to what are usually available in a Secretariat or a
Directorate, a LDC as also a UDC of a Regional Office has now to
shoulder a heavier load of work. In the matter of number of levels of
supervision also the Regional Offices are a bit handicapped compared to
the Secretariat where a file before it reaches the Departmental Secretary
passes through as many as 5/6 levels starting from the level of UDA. In
terms of availability of infrastructural support like ready access to Acts,
Rules, Manuals, important G.Os., etc. also the Secretariat and
Directorate employees are better placed than the employees of the
Regional Offices. Secretariat HA and Section Officers by virtue of higher
initials in their scales of pay can be deemed to be enjoying higher scales
of pay than HA / HC and Superintendent / Office Superintendent of the
Directorate / Regional Offices.
In view of what has been explained above, we hardly find any merit
in the claim that the Secretariat Assistants, i.e., LDA and UDA should
have some edge in scale of pay over the same of their counterparts under
the Directorate / Regional Offices.
(ii) With a pass in Madhyamik or an equivalent examination as the
qualification for recruitment and routine clerical duties, we do not think
that the demand for upgradation of pay scale of LDA/ LDC is justified.
Accordingly we do not recommend upgradation of pre-revised scale of
pay of LDA/ LDC under any office of the State Government.
All the higher posts above LDC/ LDA are filled up entirely on
promotion. We do not consider that in their present scales of pay any of
these posts of UDA, HA and above have been undervalued. So we do not
recommend upgradation of scale of pay of any of these posts.
27
(iii) Regarding the demands at item no. (iii) also same reasoning as has
been mentioned against the item no. (ii) will apply on the question of
upgrading, the pay scales of LDA, UDA, etc. and we do not see any
justification to merge the posts of HA with SOs. In the result we do not
recommend these demands to the Government for acceptance.
(iv) We have clearly explained in Chapter – 2 of this Volume that we
are generally not in favour of creation of any new service. In this case
also the instant proposal fails to establish that it will serve any useful
purpose. Accordingly, we recommend that this demand should be
rejected.
(v) In volume-I, Part-II of our report we have recommended one HA for
6 LDA & UDA taken together which is equivalent to 16.7% of combined
strength of LDA and UDA. We have also suggested one post of Section
Officer against two posts of Head Assistants. We do not recommend
enhancing the proportion of HA or S.O. any further.
(vi) We have already laid down in Volume – I, Part – I of our Report as
to how in the Pay Band Grade Pay system the higher initials at different
stages of the pre-revised scales are to be translated. We do not
recommend raising of the higher initials further.
(vii) Since we have not endorsed the idea of constitution of any new
Service, this demand becomes irrelevant.
(viii) Acceptance of this demand would mean a lesser number of posts of
Assistant Secretary to the W.B. Secretariat Service that what is now
available as Registrar / OSD / Special Officer and Assistant Secretary all
taken together. We, therefore, reject the same.
28
(ix) This demand has become irrelevant with our rejection of the
demand for constitution of a Junior Secretariat Service.
(x) We do not consider the demand of the officers belonging to WBSS
for manning one hundred per cent of these posts of Assistant Secretary
and sixty per cent of the posts of Deputy Secretary by them as
reasonable as acceptance of this demand would imply curtailing some of
the existing benefits of the WBCS(Exe) officers which also we do not
endorse.
(xi) Matters relating to CAS/ MCAS have been dealt with by us in a
separate Chapter of this Volume. Our recommendations in that Chapter
would be relevant here.
(xii) Some matters relating to the existing benefits under the Promotion
Policy Statement, 1981 have also been examined and commented upon
by us in the same Chapter mentioned at (xi) above. Our observations in
the said Chapter may be referred to.
(xiii) The issue so far as it relates to allowing pre-revised scale no. 19 to
the Joint Secretary-cum-Committee Officer has been dealt with by us in
the Chapter on WBLA. Our observation in that Chapter would be
relevant here.
As regards the similar issue of WBPSC our observation in the
Chapter on WBPSC may be referred to.
(xiv) We recommend that the demand may be examined by the
Government.
29
Scope of functional promotion of clerical employees of the Directorate and the Regional Offices
3.10 The scope of functional promotion among the clerical
employees in the three tiers of administration, namely, the Secretariat,
the Directorate and the Regional Offices vary widely. The LDAs of the
Secretariat Departments and the Directorates since long ago are being
recruited through WBPSC and the LDCs under the Regional Offices till
recently were being recruited locally by calling up names from
Employment Exchanges. The scope of functional promotion among the
Secretariat Assistants has all along been the best among the clerical
employees of the three tiers referred to here. Even though a large number
of West Bengal Secretariat Service (WBSS) Officers retire before reaching
the post of Joint Secretary (pre-revised scale no. 19), instances are rare
where a direct recruit Secretariat Lower Division Assistant retires as
Section Officer ( pre-revised scale no. 12 ). The LDAs of the Directorates
are not as fortunate as the Secretariat LDAs in the matter of scope of
functional promotion; yet, they also have the scope of being inducted in
the cadre of Secretariat LDAs through the 10% quota and most of them
get the opportunity of being promoted to the basic grade posts of WBSS
before retirement. Few of them also move to higher scale posts of the said
service. Only a few who do not get this opportunity of moving to a
Secretariat Department, retire from the highest level post of
Administrative Officer or Personal Assistant of the Directorate generally
in pre-revised scale no. 13 (pre-revised scale no. 12 in a few cases). Other
employees of the Directorate generally retire from pre-revised scale no.
10 posts the number of which have, however, been increased recently
vide G.O. No. 1682-F dated 23.02.2009. In some Directorates like
Labour, Employment, etc., however, a portion of the vacancies in the
State Services of the concerned Directorate is earmarked for being filled
up by promotion from the clerical cadres of the said Directorate. But the
position is quite bleak in the case of the clerical employees of the
30
Regional Offices like the Offices of the District Magistrate,
Superintendent of Police, CMOH, in the Regional Offices under the Chief
Engineers, District Intelligence / District Enforcement Branches of the
District Police Office and Special Branch / Security Control Branch of
Kolkata Police where most of the clerical employees retire in pre-revised
scale no. 10, the number of posts of which also, however, has recently
been increased substantially in terms of G.O. No. 1683-F dated
23.02.2009. In some of these offices there are very few promotional
posts in scale no 12 and 13 which are quite inadequate when compared
with the total number of clerical posts under those individual offices.
3.11 This disparity in prospects of promotion has become
particularly glaring after the Government has decided to make all
recruitments through WBPSC. As a result, the LDCs of the Regional
Offices are now being recruited through the same WBPSC Clerkship
Examination through which LDAs of the Secretariat Departments and
the Directorates are recruited. Some of the associations representing the
clerical employees of the Regional Offices have demanded that for
equitable distribution of the available opportunities of functional
promotion among the clerical employees of all the three tiers i.e., the
Secretariat, the Directorate and the Regional Offices a State-wide
Common Cadre of all LDA / LDCs be formed and all functional
promotions be made from the said common gradation list.
3.12 We have carefully considered the above demand. We have
found that the Combined Clerkship Examination Rules do not provide for
preparation of any combined merit list because, the candidates are
required to indicate their option for any one of the three categories of
vacancies, namely a Secretariat vacancy, or a Directorate vacancy or a
District vacancy. So preparation of such a common cadre covering all the
LDAs /LDCs of all the Secretariat, Directorate and Regional Offices does
not appear to be feasible. We are also not convinced that only for the
31
reason of the common recruitment examination the employees of the
three tiers of administration should have identical promotion prospects.
However, in spite of the above position, we do not consider the existing
disparity between the promotion prospects of the employees of the
Regional Offices and their counterpart in Secretariat and Directorate
justified. In order to induct competent and capable employees in the
posts of Secretariat Head Assistant and Section Officer we have
suggested in paras 3.23.1 to 3.24.3, Chapter-3 of Part-II, Volume-I of our
Report that 50% of the vacancies in the post of HA and at least 60% of
the vacancies in the post of Section Officer should be filled up by
promotion on the basis of results of Limited Departmental Examination.
In the case of HA our suggestion has been that such examination be
thrown open to all UDAs of the Secretariat and their counterparts in
Directorate and Regional Offices who have put in a minimum of 11 years
of service as LDA / LDC / UDA / UDC taken together of which at least
one year’s service has been rendered as UDA / UDC subject to other
conditions mentioned therein. This will result in widening the scope of
promotion of meritorious employees of Directorate / Regional Offices
substantially. Additionally we now suggest that in each of the Regional
Offices other than the special type of offices of the police we have
mentioned above, there should be posts having the designation of Office
Superintendent (OS) / Superintendent etc. in the pre-revised scale no.
12 to the extent of 2% of total number of LDC and UDC taken together
and also one post of Administrative Officer in those Regional Offices in
which the number of pre-revised scale no. 12 posts is not less than 4.
We further recommend that the scale of pay of the proposed post of
Administrative Officer in the Regional Offices should be pre-revised scale
no. 14 and that the scale of pay of the existing posts of Administrative
Officer and PA in different Directorates should also be upgraded to pre-
revised scale no. 14 if they are presently borne in pre-revised scale no. 12
or 13.
32
3.13 As regards the enlargement of the promotion prospects of the
ministerial staff in the Intelligence Branch and the District Intelligence
Branches under West Bengal Police and the Special Branch and the
Security Control Branch of Kolkata Police etc. we have given our
recommendations separately in the Chapter on Home Department.
3.14 Another issue which has been mentioned by some of the
associations of the employees of the Directorates and Regional Offices is
that quite often delay takes place in filling up posts on promotion and
the concerned holders of the promotion posts do not get retrospective
effect of the promotion. In the Secretariat common cadre posts, upto
Section Officer such retrospective effect is allowed. These associations
have demanded that similar benefit may be allowed to employees of
Directorate and Regional Offices.
3.15 After careful consideration we recommend that such
retrospective effect may be allowed by the appointing authorities in the
Directorates and Regional offices for a period upto three months beyond
which concurrence of the Government should be obtained to extend this
benefit. Simultaneously the Commission would suggest that the
Government should impress upon the various appointing authorities the
need to ensure that the orders of promotion are issued by them within a
month of occurrence of the vacancies and for ensuring this, they should
initiate processing of the promotion cases well ahead of the occurrence of
the vacancies.
3.16 In order that prospects of promotion of employees of all
Directorates can be made uniform, demand has been made on behalf of
the clerical employees of the various Directorates for formation of
common cadres covering all the employees of all the Directorates like the
Common Cadres of the Secretariat employees. We have come to know
that formation of such common cadres is now under contemplation of
33
the Government. The Commission has also come to know that two sets
of common cadres are already in vogue, one covering the employees of
the various Directorates of the erstwhile Education Department and
other covering the employees of the various Directorates of Food &
Supplies Department.
Typists
3.17 Typists, regardless of their postings in the Secretariat, the
Directorate or the regional offices are allowed the pre-revised scales of
pay nos. 6, 9 and 10 in the ratio 5:4:1 and designated as Basic Grade
Typist, Typist, Grade I and Typist, Supervisory Grade respectively. In
relatively big Secretariat Departments posts of Senior Supervisory Grade
Typist in pre-revised scale no. 12 have been created at the rate of one
such post in those Departments. Similarly in each of three large
Directorates, viz., H. & F.W. Directorate, Education Directorate and
Kolkata Police Directorate, one post of Senior Supervisory Grade Typist
has been created enlarging the scope of promotion of the Typists of those
Directorates. Some association of the Directorate Typists have
represented that posts of Senior Supervisory Grade Typists may also be
created in other big Directorates where the number of Supervisory Grade
Typists is at least two. We do not know the number of posts of
Supervisory Grade Typists in the smallest of the Secretariat Departments
where the post of Senior Supervisory Grade Typist has been created.
Under the circumstance, we may only suggest that the Government may
consider creation of such a post in a few other big Directorates provided
the total number of sanctioned posts of Typist in each of such
Directorates is not less than 25.
3.18 In this connection, we refer to an important recommendation
of the last Pay Commission. Since in many regional offices no post of
Supervisory Grade Typist (scale no. 10) is admissible due to insufficient
34
strength of typists, the Fourth Pay Commission had recommended
formation and maintenance of a state wide combined gradation list of
typists covering all the typists of all the regional offices like the one
maintained by the Government for the Schedule – B Stenographers for
allowing the benefits of higher scales under the Promotion Policy
Statement of 1981.
As it appears, the said recommendation has not been
implemented by the Government as yet.
3.19 We re-iterate the same recommendation. Alternatively, the
Government may consider bringing all the Typists of the regional offices
under each Department under a common cadre to be maintained by the
Department for extending the benefit.
Telephone Operators
3.20 Telephone Operators under the Government like the Typists,
enjoy the benefit of pre-revised scale nos. 6, 9 and 10 in the ratio 5:4:1.
Like the association of Typists, the association representing the
Telephone Operators has also demanded posts of Senior Supervisory
Grade in the pre-revised scale no. 12.
3.21 With the gradual introduction of PABX systems of telephones
in different offices the need for Telephone Operators is steadily on the
wane. Keeping in view this inevitable technological change we do not
recommend any change in the pay structure of the Telephone Operators.
Accordingly we do not recommend for this category any post in the
Senior Supervisory Grade. We recommend for them the Pay Band –
Grade Pay corresponding to their existing pre-revised scales of pay.
35
Steno- Typists
3.22 Steno- Typists, the Secretariat cadre of which has been
declared as a dying one, are also in three pre-revised scales of pay,
namely, scale nos. 6, 9 and 10 in the ratio of 5:4:1 like the Typists. But
an additional remuneration of Rs. 120/- per month is attached to each of
the three Grades and they have the designation of Steno- Typist, Basic
Grade, Steno- Typist, Grade-I and Steno-Typist, Supervisory Grade. In
the Directorate / Regional Offices, the number of Steno – Typists in the
individual offices being very small, no post in the Supervisory Grade is
usually admissible in such establishments. In view of this fact, the
Fourth Pay Commission had recommended for maintaining a state-wide
cadre of all non-Secretariat Steno-Typists for the limited purpose of
allowing the benefit of Supervisory Grade to them. But Government does
not appear to have implemented the said recommendation. We re-iterate
the same recommendation and additionally suggest that if the
Government finds it difficult to maintain a State Cadre for them,
Department-wise cadres may be considered.
3.23 The qualifications for recruitment as Steno- Typist is a pass
in Madhyamik and the minimum Shorthand and typing speed of 80
(eighty) words per minute and 30 (thirty) words per minute respectively.
The same qualifications are necessary for admission to the recruitment
examination of Stenographers. An association representing the holders of
this post has demanded creation of posts of Stenographer, Schedule-B
for absorbing the Steno- Typists against those posts. The demand does
not appear to be reasonable and hence is not accepted by us. However,
we have come to know that the rules of recruitment of Stenographers
have been amended to allow the existing Steno-Typists to appear at in
the examination for recruitment of Stenographers without any age limit.
Some associations have demanded that each Steno-Typist be allowed at
least three chances to take the Stenographers examination.
36
3.24 It appears to us that both the posts of a Typist and a
Stenographer are not justified in small establishments. Yet both the job
of a Typist and that of a Stenographer exist in almost all offices. Where
such a situation obtains, a Steno-Typist is the ideal answer for such
small offices. In this perspective we do not recommend abolition of this
post in non-Secretariat offices. As regards allowing at least three chances
to each Steno-Typist to compete in the recruitment examination of
Stenographers, we leave the matter to the Government for a decision in
consultation with the West Bengal Public Service Commission.
3.25 As regards scale of pay of Steno-Typists, we do not
recommend any change save and except that the existing additional
remuneration may be raised to Rs. 250/- per month.
Clerk-cum-Typist/Typist-cum-Clerk
3.26 Clerk-cum-Typist/Typist-cum-Clerk attached to various
offices under different Directorates under the State Government are
borne in pre-revised scale no. 6. Under G.O. No. 6753-F dated
03.07.1986 issued in terms of Statement of Promotion Policy, 1981, the
holders of these two categories of post have been allowed benefit of pre-
revised higher scale no. 9 in the ratio 1:1 taking all the posts under a
Directorate together (separately for each category). It has been further
laid down in the said G.O. that the designation of the scale no. 9 posts
will be either Clerk-cum-Typist, Grade-I or Typist-cum-Clerk, Grade-I
and that where the existing designation is LDC-cum-Typist, the
designation of the higher scale post will be UDC-cum-Typist.
3.27 Some associations have represented to this Commission that
while the Typists enjoy additionally the benefit of pre-revised scale no. 10
under Promotion Policy Statement, 1981 over and above pre-revised
37
scales 6 and 9 in the ratio 5:4:1 and the holders of pre-revised scale no.
10 are designated as Supervisory Grade-Typist, the Clerks-cum-
Typist/Typists-cum-Clerk who claim that they are doing no less
important work end up their career in the pre-revised scale no. 9.
Similar benefits in terms of pay scale and designation have been
demanded in respect of the Clerks-cum-Typist/Typists-cum-Clerk. An
identical proposal has also been received by this Commission from the
P.W. Department referring the demands of the Clerk-cum-Typists under
the P.W. Directorate.
3.28 We have considered the above demand on its merit and we
recommend that pre-revised scale nos. 6, 9 and 10 be allowed to this
category of Government employees in the ratio of 5:4:1 but only
prospectively. We also suggest for the proposed holders of scale no. 10
the designation of Supervisory Grade Clerk-cum-Typist/ Supervisory
Grade, Typist-cum-Clerk, as the case may be.
Stenographers belonging to Schedule – A, Schedule – B and Bengali Stenographers
3.29 Stenographers under the State Government are of three
categories, viz., (i) Schedule – A, English and Bengali Stenographers, (ii)
Schedule – B English Stenographers and (iii) Bengali Stenographers not
belonging to any Schedule. The cadre of Schedule – A Bengali
Stenographers is a dying one and its strength has now dwindled to
almost nil.
3.30 The Schedule – A and Schedule – B English Stenographers
are selected by the WBPSC through a common recruitment examination.
Schedule – A comprises the posts of stenographers in the Secretariat
Pool, in the Governor’s Secretariat, in the Public Service Commission,
West Bengal, the posts attached to some important Heads of
38
Directorates, to Commissioners of Divisions, to senior Police Officers of
and above rank of DC of Police/ DIG of Police, etc. Posts of
stenographers in some posts of some Secretariat Departments, in the
Headquarters of Directorates and all other posts of English
Stenographers of other offices of this Government not specifically
included in Schedule – A are borne in Schedule – B. The candidates are
required to indicate their preference for Schedule – A or B.
3.31 The Bengali Stenographers other than those belonging to
Schedule – A are also recruited through a separate competitive
examination conducted by the WBPSC. The candidates who apply for
this examination, are also required to indicate in the application form
their option for posting in the Secretariat/ Directorates/ Regional Offices
(districts) mentioning the order of preference.
3.32 The eligibility for appearing at either of the above two
recruitment examinations is a pass in Madhyamik examination and the
candidates are also required to pass a dictation test in English or
Bengali, as the case may be, at a uniform speed of eighty words per
minute and typing test of thirty words per minute.
3.33 Allotment of qualified candidates of both the examinations
mentioned above is made by the WBPSC in order of merit and according
to available number of vacancies having regard to the choice exercised by
the candidates.
3.34 The principal duties of a Stenographer selected through
either of the examinations mentioned above are the following:
(i) Take down dictations and transcribe them
(ii) Attend to the telephone calls meant for the officers to whom he
is attached
39
(iii) Maintain diary movement of files/ notes/ letters and keep and
maintain confidential files, records, etc.
(iv) Taking proceedings of the meetings
(v) Any other official work as assigned by the officer.
3.35 As per existing orders of the Government, the following are
the designation and pre-revised pay scales of the Schedule – A and
Schedule – B Stenographers:
Schedule – A Stenographers(English or Bengali)
Schedule – B English Stenographers
Designation Scale of Pay Designation Scale of Pay
Personal Assistant
Scale no. 9 with higher initial at Rs. 4250/-
Personal Assistant Basic Grade
Scale no. 9
Senior Personal Assistant
Scale no. 12 with higher initial at Rs. 5500/-
Personal AssistantGrade – II
Scale no. 12
Personal Secretary
Scale no. 15 Personal Assistant Grade -I
Scale no. 15
Senior Personal Secretary
Scale no. 16
3.36 The Schedule – A Stenographers get the pre-revised scales 9,
12, 15 and 16 in the ratio 4:3:1.5:1.5 and the Schedule – B
Stenographers get the three pre-revised scales 9, 12 and 15 in the ratio
4:3:3.
3.37 The designation, basic scale and opportunities of higher
scales now available to Bengali Stenographers are the same as those for
the Schedule – B English Stenographers.
3.38 Two distinct Services, viz., W.B. Stenographers (Schedule –
A) Service and W.B. Stenographers (Bengali) Service have recently been
40
constituted by the Government comprising all posts of Schedule – A
Stenographers and for all posts of Bengali Stenographers other than
those of Schedule – A Bengali Stenographers respectively.
3.39 The main demands of one of the associations of the Schedule
– A Stenographers (who before their present designations had all along
been designated as PA) are the following:
(i) A P.A. begins his career as a P.A. and eventually ends up as Senior
Personal Secretary without any change in the nature of work. He has no
prospect of moving upwards in the functional executive posts. A share of
the Secretariat posts, viz., Assistant Secretary, Deputy Secretary, etc.
which may be ex-cadre ones, has been demanded for the senior members
of their cadre so that working in the said posts they can give their best
by virtue of their vast experience in the administrative work of the
various departments in which they are posted to work with Ministers/
departmental officers.
(ii) Higher scales 17 and 18 may be thrown open to them and the
present ratio of higher scale benefits viz., 4:3:1.5:1.5 be improved to
3:2:2:1.5:1:0.5 (6 tier).
(iii) At least 50% of the total posts of Private Secretaries to the
Ministers may be reserved for them.
(iv) Special pay as enjoyed by them till 31.12.95 for working beyond
office hours and on holidays may be re-introduced.
(v) Facility of reimbursement of telephone charges upto Rs. 600 bi-
monthly may be allowed to those of their members who are posted as
Personal Secretaries and Senior Personal Secretaries to the Ministers/
Secretaries & equivalent posts since these incumbents are required to
make calls on official purpose from their residence too often.
3.40 Another demand of this association is for allowing the
Bengali Stenographers (not belonging to Schedule – A) posted in the
41
Secretariat and the WBLA Secretariat benefits as will be available to
Schedule – A Stenographers.
3.41 Some of the demands of another association of Schedule – A
Stenographers are the following:
(i) A Group – D employee in the Secretariat has some prospect of
reaching the post of Joint Secretary (scale no. 19). But in spite of their
entry above the level of UDA (due to their enjoyment of higher initial)
they cannot reach higher than the pay scale of OSD/ Registrar i.e., scale
no. 16. The Association has, therefore, demanded that they should be
allowed the following pre-revised scales with the following designations
like their counterparts in the Central Secretariat Stenographers’ Service
and some other States like Bihar, Orissa, etc.
(a) PA (Basic Grade) in scale no. 9
(b) Senior PA in scale no. 12
(c) Private Secretary in scale no. 16
(d) Senior Private Secretary in scale no. 17
(e) Principal Private Secretary in scale no. 18
(f) Senior Principal Private Secretary in scale no. 19
(ii) The proposed six pre-revised scales 9, 12, 16, 17, 18 and 19
should be allowed to them in the ratio 30:30:20:10:5:5
(iii) Their Service should be named as W.B. Stenographers’ (Schedule –
A) Secretariat Service
(iv) They should be promoted to Deputy Secretary and higher posts
(v) Restoration of Special Pay
(vi) Creation of posts as leave reserve
42
3.42 We have carefully considered all the above demands of the
two associations of Schedule – A Stenographers and we observe/
recommend as under:
(a) We do not recommend any change either in the pre-revised
scales now enjoyed by these employees or in the ratio in which
the higher pre-revised scales no. 12, 15 and 16 are now enjoyed
by them. We do not recommend any change in their existing
designations as well.
(b) Having regard to the qualifications for recruitment and the job
responsibilities attached to these posts, we do not recommend
any further higher scales to them.
(c) We do not recommend for them the Secretariat posts of
Assistant Secretary and above as the rules of recruitment of
such posts do not permit such lateral induction of non-clerical
personnel. We, however, suggest that Schedule – A
Stenographers borne in the basic grade may be allowed to
compete in the Limited Departmental Examination we have
suggested in Volume – I, Part – II of our Report for direct
recruitment of Secretariat Head Assistants and the Schedule –
A Stenographers borne in pre-revised scale no. 12 may like wise
be allowed to compete in the similar examination for direct
recruitment to Section Officers. Since, a higher amount of
higher initial pay is attached to the pre-revised scale of pay of
Section Officer than what has been attached to the Schedule –
A Stenographers in the same pre-revised scale no. 12, their may
not be any difficulty in admitting these employees in the said
Limited Departmental Examination.
(d) We do not recommend earmarking of a fixed proportion of the
strength of Private Secretaries to the Ministers in favour of the
Schedule – A Stenographers, because as per existing rules the
Ministers are free to select their Private Secretaries either from
43
the Schedule – A Stenographers or from officers of the State
Services.
(e) Special Pay has been abolished w.e.f. 01.01.1996 and we do not
recommend its re-introduction in favour of these employees.
(f) Re-imbursement of telephone charges, as we are aware, are not
allowed to holders of posts borne in pre-revised scale no. 16 and
below and in this position we do not recommend this benefit in
favour of the Stenographers in the designation of Personal
Secretary and Senior Personal Secretary regardless of their
postings.
(g) We do not recommend any change in the name of their Service
as suggested by some association without explaining the reason
for such change.
(h) We do not recommend any new benefits for the Bengali
Stenographers other than those of Schedule – A Bengali
Stenographers.
(i) As regards the demand for creation of Leave reserve posts we
leave the same for the Government to decide.
Schedule – B Stenographers
3.43 In short, the following are the demands of the Schedule – B
Stenographers:
(i) To abolish the Schedule system by making Personal Assistants
a single cadre with similar pay scales and other benefits
(ii) To declare promotion to higher scales as functional promotion
(iii) Change of avocation and promotion to the Administrative posts.
(iv) Stoppage of reduction of sanctioned strength by converting the
Schedule – B posts into Schedule – A posts. It has been
brought to Commission’s notice that as many as 89 posts of
Stenographers which were previously included in Schedule – B
44
have been gradually converted into Schedule – A posts reducing
their cadre strength and consequently they have lost
proportionate number of scale no. 12 and 15 posts. Some of
these posts are Addl. CE, PWD/ I & W Deptt., Joint CP of
Police, some of the posts of Special IG/ DIG of Police, PCCF,
West Bengal, DME, West Bengal, Chairman, Land Use Board,
West Bengal, Director, ATI, etc.
(v) Introduction of time-bound promotion policy. Scales no. 12 and
15 may be made automatically available after 7 and 14 years of
total service.
(vi) Introduction of higher initial including higher scale at par with
Schedule – A Stenographers.
(vii) To allow them posts in pre-revised scale no. 16 like the
Schedule – A Stenographers.
3.44 We have carefully examined the above demands of the
Schedule – B Stenographers and we record our observation/
recommendation as under:
(a) As regards the demand for abolition of the Schedule system,
Government may examine the feasibility of this demand keeping it in
mind that the principal duties of both the categories, i.e., Schedule – A
and Schedule – B are broadly similar.
(b) The demand for treating their movement to higher designations
borne in higher pre-revised scales as functional promotion may also be
examined by the Government. Prima facie, however, their designations
appear to be non-functional.
(c) Regarding their demand for movement to higher administrative
posts we recommend, as we have done for the Schedule – A
Stenographers, that the holders of the basic grade and Grade – II (pre-
45
revised scale no. 12) may be allowed to compete in the Limited
Departmental Examination for direct recruitment to Secretariat Head
Assistant and Section Officer respectively.
(d) As regards the demand for allowing higher initial in the basic grade
as is allowed to the Schedule – A Stenographers we do not accept the
same, as in our view, this has been inculcating a spirit of competition
among the fresh entrants.
(e) The Commission has noted that gradual conversion of Schedule –
B posts to that of Schedule – A has been harming the interests of the
Schedule – B Stenographers. The Commission suggests that the
Government may not, as far as practicable, make such conversions in
future.
(f) As regards the demand for automatic promotion to the higher
scales 12 and 15 after 7 and 14 years of service we do not recommend
the same, as no other category of Government employee now enjoys this
benefit. However, in our Chapter on CAS/ MCAS we have recommended
some changes, which may be referred to.
(g) We do not find any cogent reason for not allowing pre-revised scale
no. 16 posts to Schedule – B Stenographers. We recommend that 10% of
the cadre strength of the Schedule – B Stenographers be elevated to pre-
revised scale no. 16 reducing identical number of posts in pre-revised
scale no. 15. To be more precise, we recommend that the pre-revised
scale nos. 9, 12, 15 and 16 may be allowed to them in the ratio of
4:3:2:1.
46
Posts in the designation of Law Assistant, Law Superintendent, Special Officer (Law), Assistant Law Officer, Law Officer (Other than that belonging To W. B. Legal Service), etc. in different departments
3.45 In order to properly attend to the court cases in the different
departments one or more posts in the above designations have been
created from time to time. There has been no uniform policy behind
creation of such posts. Like the designations, the pay scales of the posts
also vary widely depending upon the importance the post demanded in
the individual departments having regard to the workload of the court
cases as also the importance of the disputes involved in those court
cases. It is noted that all the Departments do not have this kind of post.
It has been represented that in the Departments of Housing, R. R. & R.,
in the Directorate of Mines and Minerals under C. & I. Department, and
in the Office of Legal Remembrancer, the post exists with the designation
of Law Officer in pre-revised scale no. 16. In the office of the L. A.
Collector, Calcutta it exists in the designation of Law Superintendent in
pre-revised scale no. 16. In P. & A.R. Department and in the Directorate
of Revenue Intelligence the concerned post is Special Officer (Law) in pre-
revised scale no. 16. In the Higher Education Directorate it is in the
designation of Assistant Law Officer in pre-revised scale no. 10. The post
exists as Law Assistant in the Departments of PWD, Environment, I & W
etc. and also as a second post in some of the Departments/ Offices in
pay scales ranging from pre-revised scale no. 10 to 15. All these posts
are ex-cadre ones and are usually filled up by employees borne in the
Secretariat common Cadre of UDA/ HA/Section Officer who have a law
degree and also have knowledge of various rules and regulations and of
the procedures followed in legal matters. Since Law graduates are not
abundantly available within the Secretariat Common Cadres, once an
officer is inducted in such a post, unless the said officer proves himself
to be misfit or becomes unwilling to continue, the post is usually
upgraded from time to time when promotion of that officer in the
47
common cadre becomes due. By successive upgradations such an officer
in many cases reaches scale no. 16. After retirement of such an officer,
the post usually reverts back to the original position.
3.46 The association representing these law officials has
demanded the following:
(i) The pay scale of all these posts should be pre-revised scale no.
16 as because with identical qualification of graduation in law
and no mandatory experience the Law Officers under the Law
Department have been allowed the same scale.
(ii) They may be inducted in the cadre of W. B. Legal Service under
the administrative control of the Law Department.
3.47 We have examined the above demands and we record our
observation as below:
We understand that Law Department has created posts of Law Officer for
the individual departments to be manned by the Officers of W. B. Legal
Service. Such being the position, the Government may consider
declaring the existing posts of Law Assistant, Law Superintendent,
Special Officer (Law), etc. under the different departments as dying ones.
As and when the newly created post of Law Officer in the individual
Departments is filled up from the W. B. Legal Service, the said Law
Officer may be given the charge of managing the court cases of the
concerned department and for this purpose he may be provided with the
services of a few LDAs/ UDAs.
3.48 We also recommend that a small portion of the cadre of W.
B. Legal Service may be reserved for being filled up by promotion from
the existing Law Officials of different departments through a limited
departmental examination to be conducted by the W.B.P.S.C.
48
3.49 As regards the scale of pay of the existing functionaries we
recommend that the minimum scale of pay of Law Assistants may be
pre-revised scale no. 12 and till officers of Law Department are posted in
the individual Departments, the post may be filled up by a UDA or an HA
of the concerned Secretariat Common Cadres possessing a degree in law.
Drivers
3.50 Drivers under the different departments of the Government
are now in pre-revised scale no 6 with Driver, Grade-I borne in pre-
revised scale no 7 in terms of G.O. No. 11140-F dated 09.11.1995. Before
issue of this G.O., the Driver and Driver, Grade-I were borne in pre-
revised scale nos. 5 and 6 respectively. Prior to 01.04.1981, 20% of the
cadre strength of Drivers in each department were Driver, Grade-I. This
was raised to 33.3% (i.e., one third) w.e.f. 01.04.1981 under the
Promotion Policy Statement, 1981. Eligibility for the Grade-I post is 15
years’ satisfactory service. Under Finance Department G.O. No. 771-F
(Law) dated 29.06.2005, the benefit of upgradation of pay scales of Driver
and Driver, Grade-I have been given retrospective notional effect from
01.04.1970 with actual effect from 01.01.2005.
3.51 The associations representing the Drivers feel that their
service which involves a strenuous job as also risk of life due to
possibilities of accidents should be valued higher than the service
rendered by other categories of employees borne in scale no 6. They have
accordingly demanded suitable higher scale of pay for Basic Grade and
Grade-I Drivers. They have also demanded the revised designation of
Vehicle Operator, Grade-II and Vehicle Operator, Grade-I. Raising the
minimum educational qualification of Driver to a pass in Madhyamik
from the existing minimum qualification of a pass in class-VIII for social
and mental development has also been suggested by them. They have
49
also demanded creation of posts of Vehicle Supervisor or Vehicle
Examiner as their further promotion posts beyond Grade-I in a suitable
scale of pay above that of Vehicle Operator, Grade-I .Automatic
promotion to Vehicle Operator, Grade-I after 10 years and to that of
Vehicle Supervisor/ Vehicle Examiner after completion of 10 years
service in Grade-I have also been demanded by them.
3.52 We have considered all the above demands and we record
our observation item-wise as under:
(a) We do not see anything wrong in the existing designations of
Driver, Basic Grade and Driver, Grade–I. We do not, therefore,
recommend any change in their designation.
(b) As the fleet of vehicles under most of the establishments is small,
we do not consider the demand for creation of further promotion post of
Vehicle Supervisor / Vehicle Examiner as reasonable. A part from this we
feel that MVIs (Tech) are competent to do this job. Accordingly we do not
recommend this demand for acceptance by the Government.
(c) We do not also consider that by raising the educational
qualification of Drivers from Class-VIII to Madhyamik, there will be
perceptible improvement in the service rendered by the Drivers. Rather it
will shut the door of employment to a considerable section of those job
seekers who are now qualified for the job.
3.53 Accordingly we do not recommend any change in the existing
recruitment qualification and pay and promotion prospects of Drivers.
50
Group-D Posts (Except Process Server)
3.54 Under the State Government all posts borne in pre-revised
scale nos. 1 & 2 are called Group-D posts. Examples of Group-D posts
borne in pre-revised scale no. 1 are Peon, Chowkidar, Mazdoor, Farash,
Sweeper, Darwan, Night Guard, etc. and examples of Group-D posts
borne in pre-revised scale no. 2 are Daftry, Cook, Mali, Jamadar,
Laboratory Bearer, etc.
All the above designated posts are either common to all
Departments or to many Departments.
3.55 Some of the important demands put forward by the various
associations of holders of Group-D posts are as under :-
i) It has been alleged that in the matter of creation of Group-D posts
in the regional offices due to increased volume of work, the attitude of
the Government is not favourable in most cases and as a result the
existing Group-D employees of these offices have to shoulder a heavier
load. This attitude should be changed.
ii) There exist different designations and sometimes different scales of
pay for the same work in different departments and even within the same
department. Uniformity both in designation and scale of pay has been
demanded.
iii) Of late, there is a tendency to engage agencies for getting the job of
some Group-D regular posts done. This should be stopped and regular
vacancies should be filled up on regular basis.
iv) Prior to 1981 the minimum educational qualification for
recruitment to a Group-D post was a pass in class-VIII. In 1981 this was
51
revised to a ‘ability to read and write in Bengali or Nepali and English’.
Recently Government vide Memo No. 7651(50)-F dated 01.10.2008 has
decided to make selection against all posts through the WBPSC and the
minimum educational qualification for recruitment against Group-D
posts has again been fixed as a pass in Class-VIII with ability to read and
write in Bengali or Nepali and English. It has been represented by some
associations that a large section of the population is still deprived of
school education beyond the primary stage and so qualification of a pass
in class-VIII should not be introduced at least in the posts of Road
Mazdoor, Sweeper, Dom etc. and also in the cases of appointment under
compassionate grounds.
v) In the posts of Night Guard, Darwan, Chowkidar, Guard etc. the
employees have to work for more than eight hours and even for 24 hours
in some cases and they can not enjoy the holidays. Such duty hours
deprive them of enjoying a social life. It has been urged that female
employees should not be engaged in these jobs and that male
employees appointed against these posts, viz., Night Guard, Darwan,
Chowkidar, Guard etc should enjoy transferability to other day time
Group-D posts.
vi) There are a large number of posts having designation with the use
of the word ‘cum’. These designations actually indicate the job of two
posts. In many cases the two posts which constitute the compound post
carry different scales of pay, yet in many cases the lower scale is the
scale of pay of the compound post. Duftry-cum-peons, Peon-cum-mali,
mali-cum-chowkidar, etc. are instances of such compound posts. Daftry
and mali carry scale no. 2. But the compound posts cited here are in
scale no. 1 which is the pay scale of peons, chowkidar, etc The concerned
associations have suggested the following :-
52
(a) The ‘cum’ designationed posts should be abolished and be
substituted by those singular posts, duties of which have to be
principally performed,
(b) If such abolition is not possible, the scale of pay of the higher
post should be the scale of pay of the compound post.
vii) An educated Group-D employee whose service is utilized against a
Group-C post, should be allowed some monetary benefit.
viii) Group-C posts should be filled up from open market only when
there is no suitable Group-D employee who can be promoted to the said
Group-C post.
ix) Chainman under all Departments is in scale no. 2 but the same
post under Tank Improvement Wing of W.R.I.D. Department is in scale
no. 1. As duties of Chainman in all departments are similar the
concerned association demands scale no. 2 for Chainman under T.I.
wing of W.R.I.D. Department.
x) Mali in general is in scale no. 2. But in some Departments the
post is in scale no.1. In Lalbazar Police headquarters Junior Mali is in
scale no. 1. Demands scale no. 2 uniformly for all Malis.
xi) Due to increased use of Duplicating / Photocopying Machines in
almost all offices posts of DMO / Xerox Machine Operator should be
created where such posts do not exist now and filled up by promotion of
Group-D employees. Till such posts are created, for the additional work
of copying by the existing Group-D employees, rate of additional
remuneration should be increased to Rs. 200/- per month.
53
xii) In some offices there is no separate post of Cash Sarkar and the
job of this post is got done by some Group-D employees as additional
work. But this is not a Group-D employees’ job. Post of Cash Sarkar
should be created in such offices and filled up by promotion from Group-
D / Group-C employees.
3.56 We take up an examination of all the above demands of the
associations of Group – D employees together and make our observation/
recommendation as under :
(i) We have nothing to comment on the demand at item no. (i).
(ii) We endorse the views of the association that posts having
identical work responsibilities should have identical
designation. But as regards scale of pay we do not endorse the
idea that irrespective of qualifications required for appointment
to posts of identical work responsibilities such posts should
carry identical scale of pay.
(iii) The demand at item no. (iii) is related to policy of the
Government and we have no recommendation to make.
However, as far as we are aware, the present policy of the
Government is not to engage agencies for getting the job of
Group – D posts done.
(iv) We agree with the views of the association that in posts like
Sweeper, Dom, etc. ability to read and write in Bengali or Nepali
and English should continue as the minimum educational
qualification for appointment to the said posts.
(v) We agree with the views of the association that incumbents of
the posts of Night Guard, Darwan, etc. have to work for more
than 8 hours and on holidays and they are sometimes deprived
54
of enjoying a social life. An allowance in the nomenclature of
Extra Duty Allowance is allowed to this category of employees,
the rate of which has been recommended by us for
enhancement in Part – II of Volume I of our Report which may
be referred to.
As regards the demand for not engaging women employees in
this type of job we feel that women employees should not be
engaged in night duties and we recommend accordingly.
As regards the other part of the demand, viz., that those of the
Group – D employees who are engaged in the duties of Night
Guard, Durwan, etc. should enjoy transferability with holders of
day time posts, we leave the matter for the Government to
decide.
(vi) The issue relating to cum-designated posts has been deliberated
upon by us in Chapter – 65 of this Volume and our
observations recorded therein will be relevant here.
(vii) We have no comments to make on the demand for monetary
benefit in favour of educated Group – D employees for the work
of Group – C posts done by them as the demand appeared to be
some what vague to this Commission.
(viii) We do not endorse the demand that Group – C posts should be
filled from open market only when there is no suitable Group –
D employee who can be promoted to the said Group – C post.
(ix) We recommend that the pre-revised scale of pay of Chainman
under W. R. I. D. Department may be upgraded to pre-revised
scale no. 2 if the duties attached to the post are the same as
that of the Chainman under L. & L. R. Department.
55
(x) We presume that in Lalbazar Police Headquarters there is also a
post of Mali or Senior Mali. If the duties of Junior Mali are to
assist the Mali/ Senior Mali, we find nothing wrong in the pre-
revised scale no. 1 for the Junior Mali. If, however, the Junior
Mali has to do independently all the duties of a Mali, we would
recommend pre-revised scale no. 2 for the post.
(xi) We are not in favour of creating whole time post for jobs which
are not whole time in any particular office. We recommend that
the rate of additional remuneration of Group – D employees
doing the job of operating Duplicating/ Photocopying machines
in addition to their normal duties be raised to Rs. 120/- per
month from the existing rate of Rs. 80/- per month.
(xii) Our observation against the demand for creation of post of Cash
Sarkar is also similar to the observation we have made against
the demand for creation of posts of Duplicating/ Photocopying
Machine Operator at item (xi) above and in this case also we
recommend that the concerned Group – D employee who in
addition to his normal duties performs the job of Cash Sarkar
may be allowed additional remuneration @ 120/- per month.
Demands for enlargement of promotion prospects
3.57 There is a bunch of proposals received from various
associations for enlargement of the promotion prospects of different
groups of employees. The proposals are as under:
i) The number of Grade-I posts which is now one third of the
strength of each category, may be raised to one half.
56
ii) Functional promotion is now allowed to qualified Group-D and
lower Group-C employees to the extent of 10% of the strength of a
clerical cadre. This should be raised to 25% and non-qualified employees
also allowed this promotion by imparting them suitable training as
introduced by the Government of India for their employees.
iii) A certain percentage of non-clerical and non-technical posts in the
categories of Work Assistant, Tracer, Livestock Development Assistant,
Field Assistant, Health Assistant, Storekeeper, Wardmaster, Rent
Collector, etc. all in scale no 6 may be earmarked for being filled up by
promotion of qualified Group-D and eligible Group-C employees of the
concerned departments who are involved in the work of the respective
posts.
iv) In different departments there are a number of posts including
those connected with operation, maintenance and repairs and all these
posts are borne in scales of pay lower than scale no. 6. The concerned
association demands that these posts may be filled up by promotion from
Group-D employees only who are associated with the work relating to
those posts.
v) In the Secretariat Departments, Jamadar and Duftry both in scale
no 2 are ex-cadre posts. Promotion to Record Supplier (pre-revised scale
no. 3) is made from these ex-cadre posts. Again as Grade-I of Group-D
Posts is also borne in scale no 2, the holders of Grade-I posts are very
often reluctant to be appointed as Jamadar / Duftry as fixation on
promotion to Record Supplier is not allowed on the basis of pay drawn in
these ex-cadre posts. This quite often creates complication in the
promotion process to Record Supplier as holders of the said ex-cadre
posts are not sometimes the seniormost in the cadre of Group-D. The
concerned Association has accordingly demanded inclusion of these ex-
cadre posts in the cadre of Group-D posts so that pay on promotion to
57
Record Supplier is fixed on the basis of pay drawn in these ex-cadre
posts, i.e., as Jamadar /Daftry.
3.58 We have examined all the above demands and we record our
observations as under :
(i) We do not recommend raising the proportion of Grade – I posts
to 50% from the existing one-third of the strength of each
category of post where such Grade – I post is now admissible.
(ii) We have already recommended in Volume – I, Part – II of our
Report for raising the promotion quota of Group – D and eligible
Group – C employees in the lowest level clerical posts to 20%
from the existing 10%. We do not make any recommendation to
increase it further to 25% as we do not consider it as a justified
demand.
(iii) We do not consider it justified to recommend reservation of a
portion of the strength of the cadres of posts like Livestock
Development Assistant, Health Assistant, Work Assistant,
Wardmaster, Rent Collector, etc. for promotion from Group – D
and eligible Group – C employees.
(iv) In a reference to the Government recently we have suggested
that examination of various issues relating to technical
employees engaged in operation, repair and maintenance work
in the different Departments may again be entrusted to a
Technical Committee in view of the fresh anomalies that have
arisen as a result of implementation of the Report of the last
Expert Committee as endorsed by the Fourth Pay Commission.
In view of this development we refrain ourselves from making
any comment on the demand at item no. (iv). Regarding other
posts covered by the same item of demand our observation at
para 3.51 (viii) may be referred to.
58
(v) We agree with the views of the concerned association and
recommend that the two ex-cadre posts, namely, Jamadar and
Duftry may be included in the cadre of Group – D posts so that
pay on promotion to the post of Record Supplier (pre-revised
scale no. 3), when the promotion is made from those ex-cadre
posts, may be fixed on the basis of pay drawn in the said ex-
cadre posts.
Process Server
3.59 Process Server is a common category Group- D post and the
post exists in the District Courts, District Collectorates, Commercial
Taxes Appellate and Revisional Board, etc. The post is borne in pre-
revised scale no. 2 and in all the offices mentioned above it is filled up by
promotion of Group-D employees borne in pre-revised scale no. 1 even
though there is no notified rules as yet. Some of the Process Servers are
enjoying pre-revised scale no. 6 on the basis of orders of Hon’ble Court.
Their contention before the Hon’ble Courts has been that their duties ‘are
similar to those of Seal Bailiffs in the City Civil and Session Court,
Calcutta and Presidency Small Causes Court, Calcutta who enjoy pre-
revised scale no. 6. The post of Seal Bailiff under the City Civil and
Sessions Court, Calcutta is filled up on promotion from Madhyamik
Passed Summon Bailiffs (scale no. 2) of the said court and the post
under the Presidency Small Causes Court, Calcutta is filled by transfer of
LDC.
3.60 The Association of Process Servers has demanded, as they
had done before the 4th Pay Commission, pre-revised scale no. 6 for all
Process Servers and for prescribing the qualification of a pass in
Madhyamik as the recruitment qualification for the post on the same
contention that their duties are akin to those of Seal Bailiffs.
59
3.61 The last Pay Commission had taken the view that the duties
of Process Server and those of Seal Bailiffs are not identical nor a pass in
Madhyamik is essential for performing the job of a Process Server. The
Commission, having regard to the arduous nature of the job, considered
it just and proper to recommend scale no. 4 for the post. The
Commission also prescribed the educational qualification of a pass in
class-VIII, if the post is filled up by direct recruitment due to non-
availability of suitable Group-D employee for filling the post by
promotion. The said recommendation has not yet been implemented by
the Government.
3.62 We agree with the views of the Fourth Pay Commission with
the only difference that in case of promotion also, the selection be made
from the Class-VIII passed Group-D employees only.
Special Allowance for Dom, etc. Group-D employees engaged in carrying dead bodies and assisting in the work of post mortem examination
3.63 These employees under the H&F Department and ESI
Directorates under the Labour Department have to perform their job in a
dirty environment. Rs.200/- per month has been demanded as special
allowance for this job.
3.64 The duties mentioned here are part of the normal duties of
these employees and accordingly we do not recommend any Special
Allowance for these jobs. It is, however, true that the nature of the job
may be hazardous to some extent. On that count we recommend for
them risk insurance at Government cost which we have discussed in
Volume – I, Part – II of our report.
60
Earned Leave for Group-D employees of the District / Sub Divisional Courts.
3.65 Group-D employees of the District /Sub-divisional Courts
get earned leave @ one day for every 22 days duty while employees of
non-vacational departments get 30 days earned leave per year which
works out to one day’s earned leave for 12.5 days work. It has been
demanded that earned leave at least @ one day for every 16 days work
should be allowed to the aforesaid Group-D employees.
3.66 We do not find sufficient justification for this demand and
accordingly we do not recommend the same to Government for
acceptance.
Lower Categories of Group – C posts in the designations of Record Supplier / Muharrir / Duplicating Machine Operator / Xerox Machine Operator / Cash Sarkar / Collecting Sarkar / Bank Sarkar / Bill Sarkar / Cash Collecting Sarkar
3.67 All the above posts are common category Group-C posts in
the lower levels and except those of the Record Supplier and Muharrir,
the other posts are ex-cadre posts. These ex-cadre posts are generally in
pre-revised scale nos. 3 and 4. Record Supplier is in scale no. 3.
Muharrir, Grade-II is borne in pre-revised scale no. 5 and is filled up by
promotion from Record Supplier and Muharrir, Grade-I borne in pre-
revised scale no. 6 is filled up by promotion from Muharrir, Grade-II. In
offices where all the three categories of posts , viz., Record Supplier,
Muharrir, Grade-II and Muharrir Grade-I exist, they form a combined
cadre and the ratio 45:35:20 is maintained between the strengths of the
three categories of posts.
61
3.68 The association representing these categories of employees
has demanded that the scale of pay of each of the ex-cadre posts
mentioned hereinabove should be upgraded to scale no. 5 and they
should be promoted from Record Supplier and included in the combined
cadre referred to above. They have also demanded creation of posts of
Head Muharrir in scale no 7 to be filled up by promotion from Muharrir,
Grade-I and further that these four categories of posts, viz., Record
Supplier, Muharrir, Grade-II, Muharrir, Grade-I and Head Muharrir in
the combined cadre should be in the ratio 4:3:1.5:1.5. They have also
suggested that Head Muharrirs be assigned the duties of recording and
preservation of the records of the offices since 1952, a job which has
remained grossly neglected so far. Also demanded creation of posts of
Muharrirs, Grade-II and Grade-I in all offices where such posts do not
exist now.
3.69 We have come to know that the post of Duplicating Machine
Operator (Scale no. 3 and 4) exists in very few Government Offices. With
the availability of sophisticated photo copiers, the age of manual
duplication through cutting of stencil papers is almost over now. So
there may not be any further recruitment of Duplicating Machine
Operators. Again, the job of operating photocopier machines is hardly a
whole time job. In most of the offices this job is entrusted to a Group-D
employee as additional work over and above his normal duties and
additional remuneration upto Rs 80/- per month is allowed to him for
operating the photo copier (Xerox machine). So in our view there should
not be any further recruitment of Photocopier/ Xerox Machine Operator
as well. We have already recommended elsewhere in this Chapter for
enhancing the additional remuneration for operating the photocopier /
Xerox machine to Rs. 120/- p.m. from the existing Rs. 80/- p.m.
3.70 The posts of Cash Sarkar /Collecting Sarkar /Bank Sarkar /
Bill Sarkar / Cash Collecting Sarkar in different offices are generally in
62
two scales of pay, namely pre-revised scale nos. 3 and 4 and are usually
filled by promotion of Group-D employees. The last Pay Commission, vide
their observation at para 3.1.10 of their Report in volume-I, Part-II had
recommended a uniform scale of pay, viz., scale no. 4 for all such posts
as the duties attached to these posts are broadly similar. We have come
to know that no G.O. has been issued by the Government in terms of this
recommendation. We re-iterate the above views of the Fourth Pay
Commission.
3.71 Accordingly, we do not find substance in the demand of the
Association of Record Suppliers to upgrade the scale of pay of all these
posts and the posts of Duplicating Machine Operator and Xerox Machine
Operator to scale no. 5 at par with the pay scale of Muharrir, Grade-II.
3.72 In this connection, it needs to be mentioned that the State
Government in the Finance Department has referred to us a file bearing
no. FA/O/1R/7/08 proposing therein upgradation of scale of pay of the
post of Cash Sarkar under the Directorate of Treasuries and Accounts
from pre-revised scale no. 4 to no. 6 on the ground of identical pre-
revised scale of pay of Cash Sarkar under Kolkata Pay & Accounts Office.
3.73 It appears that the root cause of this disparity is making an
alternative provision of direct recruitment in the post under the Kolkata
Pay & Accounts Office. This alternative prescribes a minimum
educational qualification of a pass in School Final Examination. In the
relevant rules of recruitment of the post issued vide notification no. 5853
– F dated 21.06.1985, however, the promotees to the post are not
required to posses that SF qualification and only a fair working
knowledge of English sufficient to discharge the duties of the post has
been prescribed as an essentiality.
63
3.74 On going through the relevant papers we find that although
originally the post was created in a lower scale of pay, due to the
subsequent prescription of a pass in School Final for direct recruitment,
its pay scale was upgraded to pre-revised scale no. 6 vide G.O. No.
10613 – F dated 06.12.1999 read with G.O. No. 1777 – F dated
02.03.1982. As far as it could be gathered, no direct recruitment to this
post has ever been made and promotees without School Final
qualification have been enjoying the scale no. 6 whereas in other offices
where the recruitment qualification is generally a pass in Class VIII, the
promotees doing identical job are getting a lower scale of pay. In all the
other Departments, as far as is known, the post is filled up generally by
promotion from Group-D employees.
3.75 We have already recommended in the foregoing discussion
that Cash Sarkars in all Departments should be uniformly in pre-revised
scale no. 4 and the post should be filled up by promotion of Group – D
employees.
3.76 In view of the above, we recommend in this case also that
the scale of pay of the post of Cash Sarkar of Kolkata Pay & Accounts
Office may be downgraded to pre-revised scale no. 4 and the rules of
recruitment of the post may be amended prescribing a pass in Class –
VIII as the qualification both for direct recruitment as also for promotion.
3.77 In this connection, we also suggest that a common rule of
recruitment for the post of Cash Sarkar under all Departments of the
Government may be framed by the Finance Department in consultation
with the WBPSC. We may further recommend that wherever the present
incumbent of these posts are now enjoying a higher scale of pay than the
pre-revised scale no. 4 they may be allowed to enjoy the same as
personal to them.
64
Senior Accounts Clerks under the Engineering Divisions
3.78 Senior Accounts Clerk under the various Public Works
Divisions is a State Government post governed by the State Government
rules and orders as regards pay scale and other conditions of service are
concerned but appointment to this post is made by the Principal A.G. (A.
& E.), West Bengal who is also the controlling authority of the cadre of
Senior Accounts Clerks.
3.79 The pre-revised scale of pay of the Senior Accounts Clerk is
scale no. 9 and the minimum educational qualification for appointment
to the post through a competitive examination conducted by the
Principal A.G. (A. & E.), West Bengal is a university degree.
3.80 The duties of the Senior Accounts Clerk have been laid down
in Work Audit Manual, West Bengal and in different orders relating to
accounting and financial matters of the State P.W. Divisions. Their
principal duty is to assist the Divisional Accountant in the latter’s duties
and functions.
3.81 The following have been the demands of the association of
these employees before this Commission :
(i) Re-designation as Assistant Divisional Accountant or Junior
Divisional Accountant.
(ii) They may be allowed Grade I posts like Surveyor/ Draftsman
who are also borne in scale no. 9.
(iii) Their position being next below the Divisional Accountant in the
P.W. hierarchy, their pay scale should be immediately below
that of Divisional Accountant and in no case it should be lower
than the pay scale of SAEs.
65
(iv) Early implementation of the Government’s decision regarding
transfer of their cadre to State Government.
(v) Codification of duties and responsibilities of Senior Accounts
Clerks.
(vi) Cash allowance for handling cash should be revised.
3.82 We have examined the above demands and we record our
observation/ recommendation as under:
3.83 The Commission has learnt that as per the special
arrangements made in 1946 vide Para 601 of Works Audit Manual,
Senior Accounts Clerks are recruited through the Initial Recruitment
Examination conducted by the A.G. (A & E) West Bengal. The last such
examination was held in the year 1994. Under the State Government
as we find, they have no assured promotional channel. However, they
can compete in the limited Departmental Examination conducted by
W.B.P.S.C. for making appointments in the promotion quota of W.B.
Audit and Accounts Service. Besides this, being feeder post to the
Government of India post of Divisional Accountant, they are appointed to
that post provided they can qualify in Divisional Accountant’s Grade
Examination within a specified number of chances.
3.84 We find that the IA & AD (Divisional Accountant)
Recruitment Rules, 1988 have been amended in 1990. As per the said
amendment, Divisional Accountants are to be recruited directly with the
stipulation that before the vacancies are filled up by direct recruitment,
the existing Senior Accounts Clerks are to be considered for promotion
as Divisional Accountants provided they qualify in the Departmental
Examination for promotion to the grade of Divisional Accountants. The
present position is, therefore, that the office of Principal A. G. (A. & E.),
W.B. can not resort to direct recruitment of Divisional Accountants until
all the existing Senior Accounts Clerks are either promoted as Divisional
66
Accountants or they exhaust all their chances of appearing at the
Divisional Accountants Grade Examination. The result ultimately has
been that the cadre of Senior Accounts Clerks is getting steadily depleted
but no Senior Accounts Clerks can be recruited as they would have no
prospects of promotion to the post of Divisional Accountants. We have
further come to know that the vacancy position of Senior Accounts
Clerks has reached an alarming stage and as on 31.12.2007 as many as
367 posts of Senior Accounts Clerks are lying vacant against a
sanctioned strength of 595. Obviously the position has further
deteriorated by this time and a large number of Divisions are reportedly
running without Senior Accounts Clerk for long periods. That being so,
it has become very difficult on the part of the Office of the Principal A.G.
(A. & E.), W.B. to effect transfers and postings of Senior Accounts Clerks
in 350 Engineering Divisions of the State Government.
3.85 It is learnt that in order to tide over this crisis, on the
request of the Principal A.G., W.B., the State Government in consultation
with the Principal A.G., W.B. has since decided to discontinue further
recruitment of Senior Accounts Clerks through Principal A.G., W.B. It
has been further decided that as in other States, this State Government
also will make its own arrangement of providing clerical assistance to the
Divisional Accountants in compilation of accounts.
3.86 We have further come to know that the State Government
has recently created vide G.O. No. 1010 – F(Y) dated 12.02.2010 a new
cadre comprising 595 posts of W.B. Works Accountant in Pay Band – 3
with Grade Pay of Rs. 3600/- (equivalent to pre-revised scale no. 9)
under the administrative control of the Finance Department for the
purpose of de-linking the service of Senior Accounts Clerk in West
Bengal from the All India Cadre of Divisional Accountants. It has also
been provided in the said G.O. that the existing Senior Accounts Clerk in
67
this State shall be absorbed in the said cadre, their duties and
responsibilities remaining unaltered.
3.87 Thus a longstanding demand of the Senior Accounts Clerks
to come under the full control of the State Government appears to have
been fulfilled due to the above decision of the State Government.
3.88 We have further learnt that various issue like modalities of
absorption of the existing Senior Accounts Clerks in the newly created
cadre of Works Accountant, the rules of fresh recruitment of Works
Accountant and the promotional avenue of the absorbee as well as fresh
recruit Works Accountant are now being sorted out by the State
Government in consultation with the W.B.P.S.C. the Principal A.G., W.B.
and the association of the Senior Accounts Clerks. In this position, the
Commission does not consider it expedient to make any comment on
these issues.
3.89 As regards the demand of a higher pre-revised scale for
Senior Accounts Clerk than the existing scale no. 9, we do not consider
the same as justified in view of the recruitment qualification as also work
responsibilities attached to the post.
3.90 Cash allowance has already been dealt with by us in Volume
– I, Part II of our Report and so the demand for cash allowance will be
settled in terms of our recommendation made therein.
3.91 As regards the other demands listed hereinabove we leave
the matter to the State Government for appropriate decisions.
68
Draftsman / Surveyor
3.92 Posts of Draftsman and Surveyor are common to all
Engineering Departments and the posts exist in some of the non-
engineering departments as well.
3.93 Each of these two categories of posts is borne in pre-revised
scale no. 9 and one third of the strength of each category ís borne in pre-
revised scale no. 11 and are designated as Grade-I posts. The eligibility
towards this Grade-I post of either category is fifteen years’ satisfactory
service.
3.94 On the basis of recommendation of the Fourth Pay
Commission, the Government has recently converted 20% of cadre
strength of each of Draftsman and Surveyor as posts of Head
Draftsman / Head Surveyor borne in pre-revised scale no. 11 for filling
up by promotion from the respective cadre of Draftsman/ Surveyor on
functional basis.
3.95 The essential qualification for recruitment to Draftsman/
Surveyor as followed in most of the Departments are as under :
Draftsman
3.96 The essential qualification for recruitment to the post of
Draftsman are:
i) Pass in Madhyamik Pariksha of West Bengal Board of Secondary
Education or its equivalent and
ii) Possession of National Trade Certificate from Industrial Training
Institutes in the trade of Draftsmanship or its equivalent.
69
Surveyor
3.97 The essential qualification for recruitment to the post of
Surveyor are:
i) Pass in Madhyamik Parikshya of West Bengal Board of Secondary
Education or its equivalent and
ii) Possession of National Trade Certificate from Industrial Training
Institutes in Surveyor Trade or Senior Surveyorship Certificate from West
Bengal Survey Institute, Bandel or its equivalent.
3.98 On review of the above recruitment qualifications for
Draftsman and Surveyor, we feel that some previous working experience
as Draftsman or Surveyor, as the case may be, may be made a desirable
qualification for recruitment to the post of Draftsman and Surveyor
respectively.
3.99 We also suggest that in the rules of recruitment of
Draftsman knowledge of CAD / CAM should also be made one of the
essential qualifications.
3.100 The main demands of the different associations of the
Draftsman / Surveyor are the following :-
i) Under the Government of India Junior Engineer and Draftsman
/Surveyor enjoy pay parity and their pre-revised minimum scale of pay
has been Rs. 5000-8000/-. So the lowest scale of pay of Draftsman /
Surveyor under the State Government should be the pre-revised scale
no. 12.
70
ii) Head Draftsman / Head Surveyor should be allowed pre-revised
scale no. 14.
iii) In each department where the posts of Draftsman /Surveyor exist,
functional promotion post with the designation of Chief Draftsman /
Chief Surveyor @ 10% of the cadre strength subject to a minimum of one
post should be created.
iv) Rules of recruitment of WBSLRS, Grade-I should be amended for
creating avenues of promotion of LA Surveyors to the said service.
v) Posts of Surveyor, Head Surveyor, Assistant Survey Officer and
Survey Officer should be created at the District / Sub-divisional levels
under the L. & L.R. Department.
vi) By amending the rules of recruitment of Technical Assistants
under the L.A. Wing of L. & L. R. Department provision for promotion of
the Draftsmen of that department should be made to the said posts.
vii) Posts of Draftsman / Surveyor should be created in Zilla
Parishads/ Panchayat Samities for drawing up and implementation of
development schemes.
viii) As the ‘Senior Surveyorship Certificate Course’ under the West
Bengal Survey Institute, Bandel now stands discontinued and in its place
a 3 year diploma in Survey Engineering (approved by AICTE) has been
introduced, the rules of recruitment to the post of Surveyor should be
amended accordingly providing this diploma course as one of the
essential qualifications.
ix) Considering the lowest level Draftsman as Draftsman, Grade-III
(scale no. 12) automatic advancements to pre-revised scale nos. 13, 14
71
and 15 have been demanded after 8,16 and 25 years with designations of
Draftsman, Grade-II, Draftsman Grade-I and Drawing Officer, Grade-II
and one post of Drawing Officer, Grade-I in pre-revised scale no. 16 has
been demanded for each Directorate.
3.101 We have carefully considered all the above demands. The
following are our observation item-wise :
(i) We do not think that the posts of Draftsman under the Central
Government and the State Government are strictly comparable both in
terms of qualifications for recruitment as well as work responsibilities.
Accordingly we do not accept the demand for parity in pay scale of the
Draftsman under the State Government with the same of its counterpart
under the Government of India.
On similar grounds we do not accept also the demand for allowing
the Surveyor under the State Government the same pay scale as has
been allowed by the Government of India to Surveyor under the said
Government.
We also consider it just and proper that the basic pay scale of both
Draftsman and Surveyor should remain at the pre-revised scale no. 9.
(ii) We find that Head Draftsman / Head Surveyor both in pre-revised
scale no. 11 are the only functional promotional posts of Draftsman and
Surveyor respectively. We have come to know that due to relatively small
strength of these posts it now takes more than 20 years to get promoted
to these posts by which time a Draftsman or a Surveyor already reached
pre-revised scale no. 11 through MCAS, 2001. So they hardly get any
benefit of promotion. In view of this position, we recommend pre-revised
scale no. 12 for these posts, i.e., Head Draftsman and Head Surveyor.
72
(iii) We do not find any cogent reason behind the demand of creation of
the posts of Chief Draftsman and Chief Surveyor in each Department as
we feel that supervision by Head Draftsman / Head Surveyor is
sufficient, given the nature of duties attached to Draftsman / Surveyor.
We further suggest in this connection that apart from supervisory
duties, the incumbents of Head Draftsman / Head Surveyor should also
be allotted some basic duties.
(iv) We leave this demand, viz., making avenues of promotion of L.A.
Surveyors to W.B.S.L.R.S., Grade-I for examination by the L. & L. R.
Department.
(v) We leave this demand also, viz., creation of posts of Surveyor, Head
Surveyors, etc at the District / Sub-divisional levels for examination by
the L. & L. R. Department.
(vi) This is another demand which aims at creating promotional
avenue for the Draftsman in the L.A. Wing of L. & L.R. Department. We
suggest that this also may be examined by the L. & L.R. Department.
(vii) We leave the demand for creation of posts of Draftsman / Surveyor
in Zilla Parishad / Panchayat Samities for examination appropriately by
the Panchayat and R. D. Department.
(viii) Regarding the demand for substitution of ‘Senior Surveyorship
Certificate Course’ under the West Bengal Survey Institute, Bandel in the
rules of recruitment of Surveyors by ‘three year diploma in Survey
Engineering’ we would suggest that opinion of Technical Education &
Training Department may be taken by the Government.
73
(ix) We do not find any justification in the demand for re-designating
the Draftsman as Draftsman, Grade-II, Draftsman, Grade-I, Drawing
Officer, Grade-II etc. on the basis of different MCAS pay scales enjoyed
by them and accordingly we recommend this demand for rejection by the
Government.
Tracer
3.102 Like Draftsman and Surveyor, Tracer is also a post common
to engineering and some non-engineering departments. The pay scale of
this post as indicated in WBS(ROPA) Rules,1981 is scale no. 6, if S. F.
pass is the minimum educational qualification required for recruitment,
and scale no. 5, if otherwise. The Fourth Pay Commission had
recommended uniform pay scale no. 6 for all Tracers. It is understood
that no such order has been issued by the Government so far pursuant
to the said recommendation.
3.103 With the availability of modern copier machines as also
extensive use of computers the necessity of the cadre of Tracers has
greatly reduced and services of Tracers have now become redundant in
many offices. In view of this position, both the Third and Fourth Pay
Commissions had recommended that there should be no further
recruitment of Tracers and the vacant posts of Tracer should be
converted to those of Draftsman on functional requirement basis.
3.104 We re-iterate the above observations of the Third and Fourth
Pay Commissions. We further recommend that the Tracers under the
different Engineering Departments may be declared as ‘dying cadres’ and
the services of the existing incumbents who are now without any work,
may be utilized gainfully by getting them trained in CAD / CAM
procedures. Services of those who cannot be given any technical work,
may be utilized in routine clerical duties.
74
3.105 There are, however, demands from the Association
representing the Tracers for higher scale no. 9 and also for automatic
scale of pay of the post of Draftsman after 7 years of service as Tracer.
Demands have also been made for conversion of the vacant posts of
Tracer to those of Draftsman.
3.106 We do not recommend the above demands for acceptance
except the one for conversion of vacant posts of Tracer to those of
Draftsman for which we record our observation in the next paragraph.
3.107 The Commission has received a reference from the State
Government in the Finance Department wherein views of the
Commission has been sought on a representation received by them from
West Bengal Survey and Drawing Employees Association. There are three
demands in the said representation. The first one is for upgradation of
the scale of pay of Head Draftsman / Head Surveyor from pre-revised
scale no. 11 to 12 as according to them, by the time a Draftsman
/Surveyor gets promotion to Head Draftsman / Head Surveyor they
already reach scale no. 11 or even scale no. 12 under MCAS, 2001 and
so this promotion hardly fetches them any benefit. The second demand is
for outright creation of the posts of Head Draftsman / Head Surveyor
instead of conversion of some posts of Basic Grade / Grade-I by which
the number of working hands also gets reduced. It has been mentioned
that similar creation of promotion posts have been allowed by the
Government in the case of the clerical employees of the Directorate and
Regional Offices vide G.O. No. 1682-F and 1683-F dated 23.02.2009. The
third demand mentioned in the representation is for implementation of
the recommendation of the Fourth Pay Commission regarding creation of
posts of Draftsman in the vacancies of Tracers on functional requirement
basis.
75
3.108 We have carefully considered the proposals contained in the
above reference from the Finance Department and we observe as under :
3.109 We have already recommended upgradation of pre-revised
scale of Head Draftsman / Head Surveyor to scale no. 12.
3.110 We have already suggested that Head Draftsman / Head
Surveyor should also be assigned some basic duties of Draftsman /
Surveyor over and above the supervisory duties to be performed by them
and in that view of the matter we are not convinced that with the
conversion of some basic posts of Draftsman / Surveyor as Head
Draftsman / Head Surveyor there will be any real depletion of the
strength of Draftsman / Surveyor as a whole. Accordingly, we do not
recommend outright creation of the posts of Head Draftsman / Head
Surveyor instead of conversion of equal number of basic grade posts as
has already been ordered by the Government. We are of a further view
that the comparison of the Head Clerks as has been drawn is not
appropriate in this case.
3.111 As regards our views on the recommendation of the Fourth
Pay Commission for creation of posts of Draftsman in the vacancies of
Tracers on functional requirement basis, we fully agree with the views of
the Fourth Pay Commission.
Employees of the Libraries
3.112 In this State, the Libraries are generally of three kinds viz.,
(i) public libraries which can be accessed by the members of general
public, (ii) libraries which are part and parcel of educational/ technical/
training institutions and generally used by the teachers, students,
trainees, etc., associated with those institutions and (iii) office/
76
departmental libraries where access is generally restricted to the
members of office staff.
3.113 Mass Education Extension (MEE) Department under whose
administrative jurisdiction all library matters fall, have classified the
public libraries into four categories viz., (i) State Libraries, (ii) District
Libraries, (iii) Town/ Sub-divisional Libraries and (iv) Rural/ Primary
Unit/ Area Libraries, broadly on the basis of size of collection, annual
addition to accession register, readership and importance.
3.114 Libraries, both Government and non-Government, are
manned by some library professionals like Librarian, Deputy Librarian,
Asstt. Librarian, Technical Assistant, Library Asstt. Cataloguer, etc. and
also some auxiliary/ non-professional staff which broadly fall within the
common categories personnel of the various Government/ non-
Government offices. The library professionals, i.e., Librarian, Deputy
Librarian, etc. are required to possess some professional qualifications,
viz., degree/ diploma in Library & Information Science, certificate in
Library Science etc.
3.115 The Commission has received memoranda from different
associations of library personnel as also some proposals from the MEE
Department and also a few from other Departments.
Librarians of Government Schools and Government Sponsored/ aided Higher Secondary/ Secondary/ Jr. High Schools
3.116 At present the qualified librarians of the Government schools
and Government sponsored/ aided schools are mainly in two scales of
pay as under:
Pre-revised scale no.
77
(i) Master’s degree holder with recognized 11 Diploma in Library Science
(ii) Graduate with recognized Diplomain Library Science 10
(iii) Matriculate with recognized Certificate
in Librarianship 6
3.117 Again, under the existing Government Orders, an Assistant
Teacher of a Government school or a Government sponsored/ Aided
Higher Secondary/ Secondary/ Jr. High School is allowed the following
scales of pay :
(i) Trained Master’s degree holder Scale No. 15
(ii) Trained Honours Graduate Scale No. 14
(iii) Trained Graduate Scale No. 11
3.118 One of the recommendations of the State Education
Commission headed by Dr. Ashok Mitra, the noted Economist which has
been accepted by the State Government is that each school or college
should have a post of trained librarian sanctioned for it and the
individual selected for the post should be given the same scale of pay and
allowance as that offered to a member of the teaching staff.
3.119 Citing the above recommendation of Dr. Ashok Mitra
Commission, and also suggesting that Librarian of a school library
should posses at least a Bachelor’s degree in Library and Information
Science (BLIS) rather than a diploma, different associations of librarians
have demanded higher pre-revised scales for school librarians, as under:
(i) Master’s degree holder with degree of Bachelor of Library and Information Science (BLIS) Scale No. 15
78
(ii) Graduate with degree of Master of Library and Information Science (MLIS) Scale No. 15
(iii) Honours Graduate with degree of BLIS Scale No. 14 (iv) Graduate with degree of BLIS Scale No. 11
(v) Graduate with diploma in Lib. Science Scale No. 10
3.120 We have carefully considered the above demands. We have
also considered the duties attached to the posts of Librarians attached to
schools.
Since a trained school teacher has to possess a degree in
Education i.e., B. Ed. and not a diploma, we recommend revision of the
pre-revised pay scales of the sanctioned posts of librarians in the
Government as well as Government Sponsored/ Aided Higher
Secondary/ Secondary/ Junior High Schools having the different
qualifications in the following manner:
Pre-revised Scale No.
(i) For those possessing a Masters Degree or a Honours Degree with a Degree in BLIS. 14
(ii) - do - with a recognized Diploma in Library Science 13
(iii) For Pass Graduates with a Degree in BLIS 11
(iv) For Pass Graduates with a recognized Diploma in Library Science 10
(v) For those with the qualification of a passin SF with recognized certificate in Library Science 7
3.121 We may not prescribe any separate pay scale for those
having a Master’s degree as we do not consider that such a qualification
is necessary for School Librarians.
79
3.122 We understand that these school librarians are not recruited
through State School Service Commission. Having recommended for
them almost the same qualification based pre-revised scales of pay of
teachers we recommend that their selection also should be through the
State School Service Commission.
3.123 The Commission has come to know that the Kendriya
Vidyalaya Sangathan under the Government of India has recently evolved
a detailed Library Policy for the Kendriya Vidyalayas under their
jurisdiction for their adoption. In the said policy it has been laid down in
details, a Library Charter, containing general guidelines of a school
library, size of library collection, the services to be provided by a library
and also guidelines on organization and management of such libraries.
3.124 We suggest that a similar Library Policy may be framed by
the State Government for adoption by different schools, Government as
well as sponsored/ aided ones.
Librarians attached to State Medical Colleges
3.125 The pay scales of the Librarian/ Assistant Librarian attached
to different Medical Colleges of the State as also those under IPGMER are
now the same as that of School Librarians. Different associations
representing these personnel have brought to the notice of the
Commission the fact that Librarian/ Assistant Librarians of all other
degree colleges of the State including the Engineering Colleges now enjoy
UGC scales of pay. It has also been mentioned by some of them in their
memoranda that States like Karnataka, Gujarat, Rajasthan and
Maharashtra have allowed UGC pay scales to the Librarian/ Assistant
Librarians of the Medical Colleges subject to fulfillment of the UGC
guidelines on minimum recruitment qualifications. A copy of the
relevant G.O. dated 27.03.1989 issued by the Government of
80
Maharashtra has been made available to the Commission by one of the
associations.
3.126 In the above background the scale of pay of Rs. 8000-
13500/- has been demanded as the pre-revised scale of pay for those
Librarian/ Assistant Librarians of Medical Colleges who are duly
qualified. They have also suggested that such Librarians and Assistant
Librarians may be placed under the Director of Medical Education, as
according to them, they are performing the jobs of supplementary
teaching in class rooms.
3.127 One association has also cited a recent notification issued by
this State Government viz., No. HF/O/MERT/418/2N-46/02 dated
24.04.2008 wherein the post of Librarian under a few newly created
Government Colleges of Nursing has been assigned the UGC pay scale of
Rs. 8000-275-13500/-. On enquiry, however, H. & F. W. Department
has furnished to this Commission a copy of the revised G.O. in which the
pay scale of the Librarian is found to have been amended as pre-revised
scale no. 10.
3.128 The teachers of Medical Colleges, who belong to West Bengal
Medical Education Service, are not borne in UGC scales of pay. They are
borne in State Government scales of pay. There is no reason, therefore,
for the Librarians / Assistant Librarians of Medical Colleges to be on pay
scale(s) other than that/those determined by the State Government.
3.129 Having considered all the pros and cons of the issue we
recommend that the Librarians / Assistant Librarians of the Government
Medical Colleges / Government Colleges of Nursing may be allowed the
pre-revised pay scales no. 14, 13, 11 and 10 for those having a Masters’
Degree or a Honours Degree with a Degree in BLIS, for those having a
Masters’ Degree or a Honours Degree with a recognized Diploma in
81
Library Science, for those who are pass graduates but having a Degree in
BLIS and for those who are pass graduates having a recognized Diploma
in Library Science respectively.
3.130 As regards their suggestions for placing them under the
administrative control of DME, WB, we feel that they should continue
work under the administrative control of the respective Principals of the
Medical Colleges.
Librarians of Polytechnics
3.131 The pre-revised scale of Librarians of different Polytechnics
is scale no. 11 for holders of master’s degree plus degree/ diploma in
Library Information Service and scale no. 10 for Graduate plus degree/
diploma in Library Information Science. Representations have been
made for allowing them the AICTE scales of pay. It has been pointed out
that the Polytechnic teachers enjoy AICTE scales of pay which are
comparable to UGC scales and the Librarians of Universities and general
degree colleges also enjoy UGC scales.
3.132 It is found that the AICTE has not, for any reason not known
to us, brought the Librarians / Assistant Librarians of Polytechnics
within its purview. The latter like many others in the Polytechnics
therefore continue to be put in the concerned pay scales of the State
Government. We do not see how we can make AICTE scales applicable to
them. Under the circumstances, we recommend for them the same pre-
revised scales that we already have recommended for the Librarians etc.
of the Government Medical Colleges / Colleges of Nursing in paragraph
3.126 above.
82
Employees of Public Libraries
3.133 There are 12 Government Libraries including State Central
Library, 2462 Government sponsored Public Libraries and 2213 Rural
Area/ Primary Unit Libraries forming the three tier Library System in the
Districts. The State Central Library is at the apex of the Public Library
System in the State. In addition, there are seven aided Libraries and 319
Community Library-cum-Information Centres (CLIC) set up in those
Gram Panchayats where there is no library now under the management
of Zilla Parishads.
3.134 It has been reported by the Director of Library Services, and
endorsed by the MEE Department, that modernization programme of the
existing Public Libraries has been initiated by the Government in keeping
with the present day needs of modern libraries as besides the usual
services to the readers the Public Libraries are to provide information
relating to life and livelihood of the people. In order to implement the
programme of modernization two proposals have been proposed, viz., to
augment the staff set up of Government and Government sponsored
public libraries and the other proposal relates to upgradation of pay
scales of some of the personnel manning these public libraries
(Government as well as Government sponsored).
3.135 Since, the job of assessment of requirement of staff does not
fall within our terms we have no comments to make on the issue of
augmentation of staff of the Public Libraries. The other proposal which
concerns upgradation of the existing pre-revised scales of library
personnel is discussed below:
83
3.136 The set of proposals for Librarians and others in Government
Public Libraries is as follows:
Names of the posts Existing pre-revised Scale No.
Proposed pre-revised Scale No.
Librarians of, SCL, KML, UJPL
Scale no. 16 Scale no.17
Asstt. Librarians of SCL, KML and Librarians of DDL, NBSL, TGDL, UDDL, Govt. District Library at Barasat, Banipur Central Library, Kalimpong Central Library
Scale no. 11 (for Master’s Degree with Bachelor Degree in Library & Information Science) & Scale no.10 (for Bachelor degree & Bachelor Degree in Library & Information Science).
Scale no. 16
Asstt. Librarian & Technical Asstt. of UJPL, Asstt. Librarian of TGDL
Scale no. 6 (for Madhyamik with Certificate Course in Library Science) & Scale no. 10 (for Bachelor Degree with Bachelor Degree in Library & Information Science)
Scale no. 14
Library Assistants of all Govt. Libraries.
Scale no. 6 Scale no. 13
Librarians of Digha Govt. Town Library & Sidhu Kanhu Birsha Govt. Town Library at Purulia
Scale no. 10 Scale no. 15
[SCL=State Central Library, KML=Kolkata Metropolitan Library,
UJPL=Uttarpara Joykrishna Public Library, DDL=Deshbandhu District
Library, NBSL=North Bengal State Library, TGDL=Taki Govt. District
Library, UDDL=Uttar Dinajpur District Library].
84
3.137 The set of proposals for Librarians and others in Government
sponsored Public Libraries is as follows:
Names of the posts Existing pre-revised Pay Scale No.
Proposed pre-revised Pay Scale No.
Librarians of Govt. Sponsored District Libraries
Scale no. 11 (for Master’s Degree with Bachelor Degree in Library & Information Science) & Scale no.10 (for graduate with Bachelor degree in Library & Information Science).
Scale no.16.
Asstt. Librarians of Govt. Sponsored District Libraries
Scale no. 10 Scale no.14
Library Assistants of Govt. Sponsored District Libraries
Scale no. 10 (for graduate with Bachelor Degree in Library & Information Science) Scale no. 6 (for Madhyamik with Certificate in Library Science)
Scale no. 13
Librarians of Govt. Sponsored Town/Sub divisional Libraries
Scale no. 10 (for graduate with Bachelor Degree in Library & Information Science), Scale no. 6 (for Madhyamik with Certificate in Library Science)
Scale no. 15
Library Assistants of Govt. Sponsored Town/Sub divisional Libraries
Scale no. 6 Scale no. 13
Librarians of Rural Libraries
Scale no. 6. Scale no. 13
3.138 The Administrative Department has furnished the existing
rules of recruitment in different posts of library personnel under the
different Public Libraries, Government as also Government-sponsored
and also the existing duties attached to those posts. But no information
85
as to the proposed duties to be attached with those posts after the
proposed modernization of the libraries as also details of qualifications as
would be necessary to perform the proposed duties have been furnished
by the Department. In absence of such details the Commission is not in
a position to examine the proposal of upgradation of pay scales of the
Public Library personnel as proposed by the Department.
3.139 Again, W.B. Public Library Employees’ Association in their
memorandum addressed to this Commission has demanded upgradation
of pay scales of the following posts of Public Library personnel:
(i) The scales of pay of Librarians of all district libraries be upgraded
from present pre-revised scale no. 11/10 (according to qualification) to
pre-revised scale no. 16 on a par with the pay scale of Kolkata
Metropolitan Library which is also a district library.
(ii) The post of librarian of a Town Library and the Library Assistant of
a District Library are now in scale nos. 10 and 6 according to
qualification, viz., Graduate with diploma in Library Science or S.F. with
certificate in Library Science. The Association has demanded scale no.
15 for Librarian of Town Librarian for both types of qualifications and for
prescribing minimum qualification of BLIS for direct recruitments in
future. In case of promotion a certificate in Lib. Sc. should be treated as
equivalent as BLIS degree due to long experience. In case of Library
Assistant of District Libraries, the revised scales demanded are scale no.
13 for BLIS and scale no. 12 for H.S. with Lib. Certificate.
(iii) Scale of pay of Library Attendant of District Libraries now in scale
no. 2 has been proposed to be upgraded to scale no. 4.
(iv) Scale of pay of Driver under District Libraries now in scale no. 5
has been proposed to be upgraded to scale no. 6.
86
(v) Pay scale of Peon/ Durwan/ Night Guard under District Libraries,
Daftry-cum-Book Binder and Darwan-cum-Night Watchman under
Town/ Sub-Divisional Libraries and Junior Library Attendant under
Rural/ Area/ Primary Unit Libraries all now in scale no. 1 may be
upgraded to scale no. 4.
3.140 The association has also demanded for the employees of the
Government sponsored Public Libraries the benefits of MCAS as enjoyed
by the employees of Government Public Libraries.
3.141 We have considered all these demands. The last Pay
Commission for specific reasons recorded in their report had
recommended the upgradation of status of Kolkata Metropolitan Library
which resulted in recommending higher scale, viz., scale no. 16 for its
Librarian. We do not think that the Librarians of other District Libraries
also deserve this treatment. However, we recommend for the librarians
of other District Libraries the pre-revised scales in the following manner:
Minimum qualification as per Recommended pre-revised rules of recruitment scale no.
(i) For Honours Degree with Degree in Library Science 14
(ii) Honours Degree with Diploma in Library Science 13
(iii) Pass Graduate with a degree in Library Science 11
(iv) Pass Graduate with a Diploma in Library Science 10
3.142 As regards other cases of proposed upgradations of the
library personnel mentioned at items (ii), (iii) and (v) above we do not
think that the qualifications for recruitment and duties and functions
87
attached to these posts justify upgradation of their existing pre-revised
scales except in the case of Library Assistant for which we recommend
the pre-revised scale no. 7 if as per rules of recruitment to the post the
minimum qualification is a pass in SF plus recognized certificate in
Librarianship.
3.143 As regards the post of Driver mentioned at item no. (iv), we
recommend pre-revised scale no. 6.
3.144 Regarding the demand for career advancement benefits for
the Library employees of sponsored/ aided Libraries, the same has been
dealt with in a separate Chapter.
3.145 The Commission has received a proposal from the L & L R
Department wherein the Department has proposed for upgradation of
status of the Library under that Department to category – A from the
existing category – B.
3.146 The Commission has appropriately dealt with this proposal
in the Chapter on L & L R Department.
3.147 It has been represented that hierarchy has not been
manifested through pay scale of several posts of Library personnel. By
way of an example it has been stated that the pay scale of Library
Assistant in District Libraries is equal with the pay scale of Librarian of
Town Libraries. The Commission has been urged to do away with the
anomaly.
3.148 The Commission has examined the issue vis-a-vis the
classification of libraries and library personnel done by the MEE
Department. It appears that District Library is a Category B Library and
its Library Assistant, depending upon his qualification, can be either in
88
pre-revised scale no. 10 or in 6. From the same classification it appears
that Town Library is a Category – C Library and its Librarian, depending
upon his qualifications can be either in pre-revised scale no. 11 or in 10
or in 6.
It is quite apparent from above that what has appeared to
the representationist as an anomaly is not so actually.
3.149 It has been represented by the Association of the various
categories of employees of W.B. Legislative Assembly Secretariat that the
Library of WBLA has been recommended for conferring the status of ‘A’
Category by both the Third and Fourth Pay Commission but no
implementation of the said recommendation has been done till now.
3.150 The Commission suggests that the matter should be taken
up with the Mass Education Extension and Library Services Department
first and thereafter with the Finance Department.
89
CHAPTER – 4
ENGINEERING SERVICES
4.0 In Engineering Departments and Directorates of the State
Government like Public Works Department, Housing Department,
Irrigation & Waterways Department, Public Health Engineering
Department, Water Resources Investigation & Development Department,
Public Works (Roads) Directorate, Public Works (Construction Board)
Directorate etc. as also in some of the other Departments / Directorates
that have constituted Engineering Services, like Municipal Affairs
Department, Panchayats and Rural Development Department etc. the
Engineering personnel belong to either of the following three services :-
a) West Bengal Sub-ordinate Engineering Service comprising the
cadre of Sub-Assistant Engineers.
b) West Bengal Service of Engineers comprising the cadre of
Assistant Engineers.
c) West Bengal Senior Service of Engineers comprising the cadre of
Executive Engineers, Superintending Engineers, Additional Chief
Engineers and Chief Engineers.( In certain Departments, there is no
cadre of Additional Chief Engineer)
4.1 In most of the Engineering Departments and Directorates,
the above services have Civil, Mechanical and Electrical discipline and
there is separate cadre for each discipline.
4.2 Further, in Departments like Public Works, Housing,
Irrigation & Waterways, Public Health Engineering etc. there exists the
post of Secretary or Engineer-in-Chief & Ex-officio Secretary from the
Engineering personnel and the post is filled up from the rank of Chief
Engineers belonging to West Bengal Senior Service of Engineers.
90
4.3 In some other Departments of the State Govt. like Finance
Department, Power Department, Technical Education & Training
Department, Urban Development Department etc. there are no organized
Engineering services, but the Engineering personnel employed in these
Departments enjoy the same scale of pay admissible to the posts
Assistant Engineer, Executive Engineer, Superintending Engineer and
Chief Engineer under the ROPA Rules.
4.4 Sub-Assistant Engineers belonging to West Bengal Sub-
ordinate Engineering Service now enjoy pre-revised scale no. 12. Further,
one-third of the total cadre of Sub-Assistant Engineers are placed as
Grade-I Sub-Assistant Engineer and they enjoy pre-revised scale no. 14,
the eligibility criteria being 15 years of satisfactory service. In addition to
this, the Sub-Assistant Engineers, under Modified Career Advancement
Scheme, are eligible for pre-revised scale no. 13 after 8 years of service,
pre-revised scale no. 14 after 16 years of service and pre-revised scale
no. 15 after 25 years of service, if they are otherwise qualified.
4.5 Assistant Engineers belonging to West Bengal Service of
Engineers enter the service in pre-revised scale no. 16. In West Bengal
Senior Service of Engineers, Executive Engineers enjoy pre-revised scale
no. 17, Superintending Engineers are in pre-revised scale no. 18,
Additional Chief Engineers in pre-revised scale no. 19 and Chief
Engineers in pre-revised scale no. 20.
4.6 As per G.O. No. 8555-F dated 18-09-1985, 40% of the total
sanctioned strength of Assistant Engineers are eligible for pre-revised
scale no. 17 after completion of 6 years of satisfactory service. Similarly,
40% of the total cadre of Executive Engineers are eligible for pre-revised
scale no. 18 after completion of 13 years of service out of which 3 years
should be as Executive Engineer and 40% of total strength of
91
Superintending Engineers are eligible for pre-revised Scale no. 19, after
rendering 20 years of satisfactory service provided that a minimum of 3
years of service is put in as Superintending Engineer.
4.7 Moreover, under Modified Career Advancement Scheme,
Assistant Engineers are also allowed to enjoy pre-revised scale no. 17
and 18 after completion of 8 years and 16 years of satisfactory service
respectively, if they are otherwise qualified. Under this Scheme, the
Superintending Engineers, if they belong to W.B. Senior Service of
Engineers also can move to pre-revised scale no. 19 on completion of 24
years of service as Assistant Engineer, Executive Engineer and
Superintending Engineer taken together provided that a minimum period
of one year has been rendered as Superintending Engineer.
4.8 Engineers holding the post of Secretary or Engineer-in-Chief
& Ex. Officio Secretary enjoy pre-revised scale no. 21.
4.9 Most of the associations for the Sub-Assistant Engineers
have moved the Commission for an upward revision of their pay scales.
While some have suggested introduction of an identical pay scale as
admissible to their respective counterpart in Government of India, a few
others have asked for the scale of pay just below the scale of pay of
Assistant Engineer. The scale of pay of the Sub-Assistant Engineers has
been revised from pre-revised scale no. 10 to pre-revised scale no. 12
vide G.O. No. 7283-F dated 19.09.2008.
4.10 We have critically evaluated their recruitment qualification
and methods, duties and responsibilities and opine that their existing
pay scale is commensurate with the above and therefore, do not
recommend for any further revision. However, we recommend that pre-
revised scale no. 12 should be given to all other Sub-Assistant Engineers
working in non-engineering Departments and Directorates.
92
4.11 At present in Engineering Departments 40% of the posts of
Assistant Engineers belonging to West Bengal Service of Engineers is
filled up by promotion from the Sub-Assistant Engineers, who become
eligible for such promotion after completion of 10 years of service
provided they have passed the Professional examination conducted by
Public Service Commission, West Bengal. Some associations have
proposed that the quota of promotion should be raised to 50% from
existing 40%. They have also proposed that the eligibility period of
service for the purpose of promotion and minimum length of service for
appearing Professional examination may be reduced to 8 years from the
existing 10 years and 6 years from the existing 8 years respectively.
4.12 We have noticed that these demands were also placed before
the Fourth Pay Commission. We have carefully examined these issues
and totally agree with the views expressed by Fourth Pay Commission. To
be specific, we also recommend that the eligibility period of service for
the purpose of promotion may be reduced to 8 years from the existing 10
years and the Sub-Assistant Engineers should be allowed to sit for the
Professional examination after completion of 6 years service. Further, we
also do not recommend any change in the existing promotion quota for
the Sub-Assistant Engineers.
4.13 Moreover, we recommend that the serving Sub-Assistant
Engineers, who have acquired a degree in Engineering or equivalent and
have not crossed the age of 56 years, may be allowed to appear before
the examination conducted by the Public Service Commission, West
Bengal for recruitment of Assistant Engineer as departmental candidate
with some age relaxation. Such relaxation may be allowed in the
following manner:- The period served by him as a Sub-Assistant
Engineer may be deducted from his age at the relevant point of time; if
the resultant age is within the limits prescribed for direct recruitment for
93
the post of Assistant Engineer, he should be allowed to sit for the
aforesaid examination.
4.14 The Sub-Assistant Engineers, when posted as Head
Estimators, enjoy an additional remuneration @ Rs. 120.00 p.m. Some
associations have proposed to redesignate the same as “Special Pay” and
enhance it to Rs. 1000.00 p.m. Some associations have proposed pre-
revised scale no. 17 for the Head Estimators. They have also proposed
for creation of a new post of Head Estimator in each Executive Engineer’s
Office of all Departments with pre-revised scale no. 16.
4.15 The Commission does not find any merit in the demand for a
special pay or higher scale of pay for the Head Estimators but
recommends that the additional remuneration may be increased to Rs.
250.00 p.m. considering the extra works required to be done by the Head
Estimators. Regarding creation of a new post of Head Estimator in each
Executive Engineer’s office, we propose that the Government may
consider the issue on its merit.
4.16 An association has informed us that a large number of Sub-
Assistant Engineers posted in Division, Sub-division, Section or Block
level offices have to bear the entire responsibility of store keeping in
addition to their normal duties. They feel that this is a huge burden on
them and propose that they should be compensated with Store
Allowance @ Rs. 1000/- per month when they are kept in charge of
stores.
4.17 We referred the matter to different Engineering Departments
and it has transpired that there is no uniformity amongst the
Engineering Departments in respect of store management. In certain
Departments stores are managed by a group of employees having the
designation of Store Keeper. In a few Departments there is none with
94
that designation. In these Departments, the Sub-Assistant Engineers or
some other officers are in charge of Stores. In the rest of the
Departments/Directorates it is a combination of both. Considering all
these aspects, we suggest that in those Departments where store keeping
is one of the obligatory duties of a Sub-Assistant Engineer or any other
Government employee and / or where there is a sanctioned post of Store
Keeper for the purpose of store keeping work, no additional remuneration
is to be given to anybody, unless the Government employee holding the
charge of store is absent for a period of three months or more at a stretch
due to any exigency and some other Government employee is required to
do the store keeping work. In the latter event, we recommend sanction of
a store allowance. In those Departments where the Sub-Assistant
Engineer or any other Government employee is assigned with the charge
of the store as an additional duty and the period of such additional duty
is more than three months at a stretch, we recommend sanction of a
store allowance to these employees and suggest that the norms of
determination of additional duty would be laid down by the concerned
Department. We further suggest that the quantum of such store
allowance may be finalized by the administrative Departments in
consultation with the Finance Department.
4.18 Some associations have proposed that the Sub-Assistant
Engineers along with all other categories of staff attached to each major
project of the Government should be paid project/ construction
allowance @ 20% of pay.
4.19 We have carefully considered this demand but do not find it
convincing and, hence, do not recommend the same.
4.20 Assistant Engineers now enjoy pre-revised scale no. 16. One
association has proposed pre-revised scale no. 17, whereas another
95
association has proposed a Pay Band of Rs. 26600 – 49700/- with Grade
Pay of Rs. 5400/- for the Assistant Engineers.
4.21 As the basic pre-revised pay scale of all State services is
scale no. 16, and Assistant Engineer is also the basic post of State
Engineering Service, we feel that pre-revised pay scale no. 16 is just and
proper for the Assistant Engineer and hence do not recommend any
change. Similarly, we also propose no change in pay scale of Executive
Engineer and recommend revised Pay Band with Grade Pay
corresponding to pre-revised scale no. 17 for them.
4.22 Almost all associations have demanded pre-revised scale no.
19 for the Superintending Engineers.
4.23 We have very carefully examined the demand and have
found that considering the duties and responsibilities of the
Superintending Engineers, it deserves upgradation and, hence, we
recommend pre-revised scale no. 19 for them.
4.24 In a few engineering departments there is post of Additional
Chief Engineer and they are in pre-revised scale no. 19. As Additional
Chief Engineer is a promotional post of Superintending Engineer, and we
have recommended pre-revised scale no. 19 for the Superintending
Engineers, we recommend that the Additional Chief Engineers may
remain in pre-revised scale no. 19 with higher initial at the 3rd Stage.
4.25 Chief Engineers and Secretary/ Engineer-in-Chief & Ex-
Officio Secretary/ Engineer-in-Chief now enjoy pre-revised scale no. 20
and 21 respectively, we recommend for them the revised Pay Band with
Grade Pay corresponding to their existing scale of pay.
96
4.26 Almost all associations have proposed revision of existing
Modified Career Advanced Scheme (MCAS) and have suggested for award
of 3rd higher scale to all Engineers and Technological Officers in MCAS.
One association has proposed that 1st, 2nd and 3rd higher scale should
be given after completion of 6, 13 and 20 years of service respectively,
while another association has suggested that the above benefit should be
awarded after completion of 5, 9 and 13 years of service.
4.27 We have discussed the issue of Career Advancement Scheme
in detail in a separate chapter of this report.
4.28 Some associations have demanded that the posts of
Additional Chief Engineer should be upgraded to that of Chief Engineer
while one association has proposed for creation of post of Additional
Chief Engineer in those Departments / Directorates where it is non-
existing.
4.29 We learn that after the report of the Fourth Pay Commission
had been submitted, the State Government issued an order upgrading
the posts of Additional Chief Engineer to the rank of Chief Engineer, but
the same was subsequently withdrawn. Hence, we leave it to the State
Government to take a decision on this issue judging on its merit.
4.30 It has been represented to us that in these days of rapid
technological development, there should be close relation between
engineering departments and renowned institutions of technological
study and research, and serving engineers should be encouraged for
higher studies in their related field of work for which the State
Government should sponsor every year some of its engineers for higher
studies in renowned institutions and the period spent for such study
should be treated as on duty.
97
4.31 The Commission observes that for undergoing higher studies by
the State Government doctors as Government sponsored candidates, a
rule named “The West Bengal Medical Education Service, the West
Bengal Health Service and the West Bengal Public Health-cum-
Administrative Service (Placement on Trainee Reserve) Rules, 2008” is
already there. The Commission recommends the proposal and suggests
that Government should frame such a rule for the State Government
Engineers also.
4.32 One association has proposed that due to quick
advancement of science and technology, engineers require constant
upgradation of their knowledge and has proposed that special pay @ 5%
of basic pay should be given to all Engineers / Technical Officers.
4.33 We totally agree that the State Government Engineers /
Technical Officers should be well acquainted with the modern advanced
technology but feel that sanction of special pay is not the appropriate
solution. Rather they should be encouraged to undertake higher studies
in well renowned institutions of technological study and research, for
which we have suggested for framing of necessary rules in this aspect.
4.34 In a representation it has been stated that prior to 1981,
Assistant Engineers were getting special pay @ Rs. 40/- p.m. and
Executive Engineers were getting administrative allowance @ Rs. 75/-
p.m. but the Government abolished the same from 01.04.1981 under
ROPA, 1981. They have demanded that Special Pay at least @ 5% of
basic pay should be sanctioned to all Engineers/Architects.
4.35 We have reviewed this issue very carefully from all aspects
and are of the opinion, that special pay that has already been
discontinued by the State Government as long back as in 1996 should
not be reintroduced. However, we have recommended payment of special
98
allowance albeit sparingly, where someone is required to do additional
work on a regular basis because of any special circumstance. We
recommend the same principle to be followed here also.
4.36 A few associations have demanded that engineers /
architects entrusted with the work of design and planning should be
given design/planning allowance @ 10% of basic pay.
4.37 We have examined the demand carefully and are of the
opinion that design and planning work is a routine duty for the
engineers/architects posted in such offices and they are not eligible for
any extra remuneration for doing their normal duties and, hence, do not
recommend the same.
4.38 Some associations have requested for grant of non-pactising
allowance to all engineers and technologists at a rate varying from 10%
of basic pay to 25% of basic pay.
4.39 We have reviewed the issue and our observations in this
respect have been recorded in para 10.24 of our report in Volume – I,
Part – I.
4.40 Almost all associations have proposed that induction
training at the time of joining should be made compulsory for the fresh
recruits and there should be proper in-service training facility to improve
performance, effectiveness, knowledge etc.
4.41 We agree to the proposal and our recommendation in this
respect has been detailed in para 3.3.3 in our report in Volume-I, Part-II.
Work Assistants
99
4.42 In almost all engineering Departments like Public Works
Department, Irrigation & Waterways Department, Public Health
Engineering Department, Housing Department etc. the post of Work
Assistant exists. The minimum educational qualification required for
recruitment is pass in School Final or equivalent examination. Main
duties and responsibilities of the Work Assistants are to ensure
execution of work according to specification, work schedule and
drawings, help the Sub-Assistant Engineer and other departmental
engineers in giving layout plan of various construction works,
preparation of estimates and contractor’s bills, collection of necessary
data for progress report of works etc.
4.43 The Work Assistants now enjoy pre-revised scale no. 6. One
third of the total cadre is designated as Work Assistants Grade-I and
they enjoy pre-revised scale no. 8. Further, under Modified Career
Advancement Scheme, they are entitled for pre-revised scale no. 7 after 8
years of service, pre-revised scale no. 8 after 16 years of service and pre-
revised scale no. 9 after 25 years of service, if they are otherwise
qualified.
4.44 As association of the concerned employees has proposed pre-
revised scale no. 9 for Work Assistants as Work Assistants working
under Government of India enjoy pay scale equivalent to pre-revised
scale no. 9 after implementation of 5th Central Pay Commission.
4.45 We have already mentioned that the entry level minimum
educational qualification for the post is pass in School Final or
equivalent examination. Neither there has been any change in the
requirement of educational qualification nor there has been any change
in their work responsibilities. We, therefore, do not recommend any
upgradation in the existing pay scale of Work Assistant.
100
4.46 The same association has suggested for functional promotion
of the Work Assistants as they do not have any promotional avenue at
present. They have proposed that promotional post in the designation of
Work Supervisor to be borne in pre-revised scale no. 12 may be created
in the ratio of 1:1 with the basic grade post of Work Assistant.
4.47 The Commission feels that every post under the State
Government cannot have scope of functional promotion. Posts like
Stenographer, Clerk-cum-Typist, etc. do not have any functional
promotional avenue. In Engineering Departments, the post of Sub-
Assistant Engineer is the lowest technical post. Job of a Work Assistant
is mainly to help the Sub-Assistant Engineer in his works. In such a
situation there is no scope of functional promotion of a Work Assistant
as Sub-Assistant Engineer is wholly a direct entry post.
4.48 However, to open up the scope of promotion of Work
Assistant beyond Grade-I, we recommend distribution of their total
strength in the individual establishments in the ratio of 6:3:1 i.e., 60% of
the total cadre of Work Assistant will be designated as Work Assistant
Basic Grade in pre-revised scale no. 6, 30% of the total cadre will be
designated as Work Assistant Grade-I in pre-revised scale no. 8 and 10%
of the total cadre will be designated as Senior Work Assistant and we
propose pre-revised scale no. 10 for them. Such distribution will not also
disturb the existing ratio between the numbers of Work Assistant, Basic
Grade and Work Assistant, Grade-I, which is 2:1. In all Engineering
Sub-divisions and Divisions, there are certain works/buildings/ roads /
embankments / reservoir/ installations etc. which require special
attention. We propose that the Senior Work Assistants may be posted in
such important works, but their duties and responsibilities will be the
same as those of other Work Assistants.
101
4.49 It has also been proposed that the Work Assistants who have
obtained diploma in engineering from Government recognized
polytechnics and have at least ten years of continuous service as Work
Assistant should be promoted as Sub-Assistant Engineer through Public
Service Commission examination with reservation of certain quota for the
candidates.
4.50 We are not in favour of earmarking any quota of SAE for
these qualified Work Assistants, but we recommend that the serving
Work Assistants who have obtained a diploma in Engineering in the
concerned branch and have not crossed 56 years of age, may be allowed
to appear in the examination conducted by Public Service Commission,
West Bengal for recruitment of Sub-Assistant Engineer as departmental
candidate with some age relaxation. Such relaxation may be allowed in
the following manner:- The period served by him as a Work Assistant
may be deducted from his age and the resultant age should be within the
limits prescribed for direct recruitment to the post of Sub-Assistant
Engineer.
4.51 It has further been suggested that just after joining in
service all Work Assistants should be given one year certificate course
from Government recognized Technical Institutions in the concerned
branch of engineering related to their job responsibilities and this course
should be completed before confirmation of service.
4.52 In Volume-I, Part-I of our Report, we have given our detailed
recommendations regarding induction level and periodical in-service
training, which cover all categories of Government employees including
Work Assistant. The said recommendations may be referred to.
102
CHAPTER – 5
AGRICULTURE DEPARTMENT
5.0 Secretary is the head of the Department of Agriculture. He
takes all policy decisions relating to agricultural production. Some other
important activities of the department consist of supply and distribution
of agricultural inputs particularly credit fertilizers, subsidies etc. West
Bengal Agro Industries Corporation Ltd. and Bengal State Seed
Corporation Ltd. are under the administrative control of the Department.
The Directorate of Agriculture is headed by a Director and ex-officio
Secretary. The Directorate is divided into three wings, viz.,
Administration, Research and Evaluation, each being headed by
Additional Directors. While the Administration wing has 5 Additional
Directors, Research and Evaluation wings have one Additional Director
each.
5.1 The Directorate of Agriculture is mainly responsible for
planning, ensuring agricultural productivity, technology generation and
transfer of technology to the farmers through training, provide extension
services, evaluation of departmental schemes/ programmes etc.
5.2 The Directorate functions at 6 levels – State, Range, District,
Sub-division, Block and Field. There are 7 agricultural Ranges. Each
Range consisting of 2 – 3 districts is headed by a Joint Director. There
are 18 Agricultural districts. Each district is under the charge of one
Principal Agricultural Officer who is assisted by Agronomist and
Assistant Director level officers. Each of the 51 Agricultural Sub-
divisions is headed by one Sub-divisional Agricultural Officer. There are
335 Agricultural Blocks in the State. Each is headed by one Agricultural
Development Officer who is supported by Agricultural Extension Officers
and Krishi Prayukti Sahayaks (KPS). There are on an average 10 – 12
103
Gram Panchyats to be looked after by the KPS. He is the only Extension
Officer who normally undertakes different agricultural activities at Field/
Farmer Level.
5.3 Crop based establishments, zonal & sub-divisional Adaptive
Research Stations and Research Farms are there for generation of
technology through research. Establishments like soil conservation,
water conservation, soil testing, seed testing, quality control, plant
protection, meteorology provide support services. Director of Agriculture
(Research) is responsible for guiding all research activities.
5.4 Additional Director of Agriculture (Evaluation) keeps a
separate identity from its counterparts in Administration and Research
and undertakes activities like Agricultural census, crop statistics, crop
forecast, studies on Farm Management, cost of production of crops and
socio-cultural impacts on Farm efficiency, socio-economic surveys in the
River Valley command area etc.
5.5 It has been represented that there is hardly any scope for
functional promotion/ automatic vertical movement for officers from the
post of Assistant Director to Director. Demand has been made for re-
distribution of posts at various levels in WBAS (Administration Wing) at
the ratio of 6:3:1 so that the officers can have automatic vertical
movement in the functional posts within a reasonable period. For this
purpose, suggestion has been made for upgradation of posts at higher
stages.
5.6 It is found that Unified or Integrated Cadre Service has
already been introduced in the Administration Wing of the Agriculture
Directorate vide Notification No. 4522 – Estab (Dte.) dated 21.09.2007.
That being so it is not understood why the question of absence automatic
vertical movement at all arises, for all posts included in the cadre
104
schedule of the said Integrated Service are to be filled up by the members
of the Service by transfer. Normally, the members of an Integrated
Service should be able to move upward from posts with lower scales to
posts with higher scales as they attain appropriate level of seniority.
Technically, such upward movements are not called promotion even
though some of the important elements of promotion are present. On the
other hand, the same Government employees can get promotion to the
post of Director also even though this post is not included in the cadre
schedule of the Integrated Service. There should, therefore, be no reason
for any complaint whatsoever. The instant proposal has been made for
re-organization of the Directorate (Administration Wing) at a higher level.
It involves creation of a large number of posts from Deputy Director and
above at the cost of Assistant Directors. This may well lead to reduction
of promotion prospects from the feeder cadre. Additionally, the
functional requirement of larger number of posts at the higher levels has
not been established.
5.7 The Commission, therefore, does not recommend any re-
organization of posts at higher level.
5.8 Representation has been made for extension of equal
opportunity available to WBCS (Ex.) for selection/ promotion to IAS
cadre.
5.9 Before, integration, the officers belonging to West Bengal
Agricultural Service (Administration Wing) enjoyed promotion to West
Bengal Higher Agricultural Service. Now that they have an integrated
service, the earlier promotion posts are not there, hence, the demand for
promotion to IAS. However, they do not constitute a Stat Civil Service,
which is an essential qualification for being considered for promotion to
the IAS. The demand is, therefore, not acceptable. However, the
105
question of promotion to IAS has been dealt with by the Commission in a
separate chapter.
5.10 It has been represented that in case of inability on the part
of the Government to award functional promotion to the officers of WBAS
Officers of Administration Wing scale Nos. 17, 18 & 19 should be allowed
after 8, 16 and 20 years of service, respectively.
5.11 The question of modified Career Advancement Scheme has
been dealt with by the Commission separately. Hence, we refrain from
making any comment on this issue at the moment.
5.12 A proposal has been moved for creation of 7 posts of
Directors, viz., Director (Extension & Training), Director (Foodgrain
Production), Director (Commercial Crops), Director (Soil & Water
conservation), Director (Input), Director (Administration), Director
(Research).
5.13 The Commission is of its considered opinion that it will not
be prudent to create so many posts of Director. This may lead to
problems of co-ordination among themselves. Besides, the proposal is
not backed by justification. The Commission, therefore, does not
recommend creation of posts of Director mentioned hereinabove.
5.14 It has been suggested that the post of Director of Agriculture
and Ex-officio Secretary should be re-designated as Director General of
Agriculture.
5.15 The Commission feels that it will not serve any useful
purpose except to complicate the process of decision making. We reject
the suggestion.
106
5.16 Objection has been raised against declaration of the
Evaluation Branch of the Directorate as a separate wing with separate
recruitment rules on the ground that this will deprive the officers of
Administration & Research wing of getting posting/ promotion in the
Evaluation Wing. It has been demanded that the post of Additional
Director (Evaluation) should be kept open for promotion for the officers of
Administration and Research Wing.
5.17 Recruitment qualification and job responsibilities of the
officers of Evaluation Wing of the Agriculture Directorate are not similar
to those of the Administration and Research Wing. Besides, there is no
reason why the Evaluation Wing should be under the control of the
Administrative and Research wing. On the other hand, for the sake of
proper evaluation of the work done as also for the sake of maintenance of
proper academic standards in the studies that are undertaken it will be
desirable to keep the Evaluation wing as independent as possible under
the given circumstances. The Commission, therefore, does not accede to
the demand.
5.18 It has been represented that the integration of Services and
re-designation of posts in the Research Wing has not been done.
Recruitment in the Research Wing is made in 5 disciplines, viz.,
Mycology & Plant Pathology, Entmology, Agronomy, Chemistry and
Botany. Promotions upto the rank of Joint Director is disciplinewise.
Demand has been made for disciplinewise integration of services, with
Additional Director (Research), into a single unified Cadre Service under
the nomenclature of West Bengal Agricultural Service (Research).
5.19 Fourth Pay Commission did not accede to the proposal. We
also do not find any reason for holding a different view from the earlier
one.
107
5.20 Suggestion has been made for uniform pattern of
designations of the WBAS (Research) officers with corresponding scale of
pay, in the following manner:
a) Scientist : Scale No. 16
b) Senior Scientist : Scale No. 17
c) Principal Scientist : Scale No. 18
d) Additional Director : Scale No. 19
5.21 The Commission is of opinion that no useful purpose will be
served by re-designation of posts. The Commission, therefore, does not
recommend change of designation with corresponding change of pay
scale.
5.22 Representation has been made for creation of disciplinewise
post of Additional Director by surrendering equal number of posts in
basic grade.
5.23 Such a proposal is neither realistic nor desirable. For one
thing, having so many posts at the higher level will only make the
administration top heavy. Besides, surrender of basic posts will mean
loss of opportunities for those who would otherwise be able to work in
the basic grade. This will be inequitous. We, therefore, do not
recommend creation of further posts of Additional Director at the cost of
posts down below.
5.24 It has been represented that a post of Director of Agriculture
(Research) should be created by surrendering one post in the basic
grade.
5.25 We have considered the matter but have not found any
justification in the demand. We, therefore, do not recommend the same.
108
5.26 Representation has been made for posting of WBAS officers
in the Secretariat, particularly to the posts of Joint Secretary
(Development), Deputy Secretary (Budget & Planning) and Deputy
Secretary (Input).
5.27 We find no reason to accept such a proposal.
5.28 Representation has been made for sanction of “Farm
Allowance”. It has been argued that in the present day context working
in a Government Farm in isolation involves numerous risks and hazards.
It has been proposed that Farm Allowance @ Rs. 1500/- p.m. should be
granted to all officers-in-charge of Government Farms.
5.29 The Commission finds no justification behind the claim.
Hence, the proposal is rejected.
5.30 Demand has been made for sanction of ‘Camp Allowance’ @
10% of basic pay subject to a maximum of Rs. 3000/- for all categories of
employees attached with survey work in addition to normal daily
allowance as admissible to them.
5.31 Daily allowance is granted to the employees at the time of
camping.
5.32 The Commission, therefore, does not recommend sanction of
Camp Allowance over and above daily allowance.
5.33 The Associations have represented that ‘Risk Allowance’
should be granted to all employees directly involved in analysis and
testing in laboratories.
109
5.34 The Commission has already dealt with this subject at
length in paragraph 5.16 to 5.23 in Volume I, Part II of the Report of the
Commission. Hence, no further comment is made here on this issue.
5.35 It has been represented that all Agricultural Technologists of
the State should be provided with ‘Registration and Licence’ and they
should be designated as ‘Crop Doctor’ for the purpose of
recommendations/ advices in Fertiliser/ pesticides and technical aspects
on crop production in a legal manner. For this purpose State
Agricultural Council should be constituted and the Council should be
declared as the Registering and Licencing Authority of Agricultural
Technologists.
5.36 The Commission is of opinion that assistance/ advice to the
farmers for the purpose of use of fertilizer, pesticides etc. is part of the
job of the Agricultural officers. The Commission has reservation about
the feasibility of constitution of any council for the purpose of declaration
of the Agricultural officers as ‘Crop Doctors’. In the considered opinion
of the Commission, the latter should do their duty without trying to
elevate themselves to medical practitioners. The Commission, therefore,
rejects the proposal of constitution of a State Agricultural Council and
declaration of Agricultural officers as ‘Crop Doctors’.
5.37 West Bengal Junior Agricultural Service (Evaluation) Officers
have demanded upgradation and merger of the Service with WBAS
(Evaluation) on the ground that the recruitment qualification for both the
Services are more or less identical, the only difference being the length of
experience and on the analogy of upgradation of WBJAS and WBAS in
other wings.
5.38 The issue of merger of two existing Services to form a new
Service has already been dealt with in a separate chapter of this Volume
110
in which we have not recommended the same. The reasons have been
explained in that chapter. Besides, the 4th Pay Commission also rejected
an identical demand coming from the same source.
5.39 West Bengal Junior Agricultural Services (Administration
and Research) Association has urged the Commission for opening the
Channel of promotion for the WBJAS promotee officers to the WBAS
Cadre. It has been argued that the diploma holders in Engineering
Services, which are technical Services, are not barred from getting
promotion to the State Services for Engineers; a clerk with Madhyamik
Pass qualification can be appointed as B.D.O. or Administrative Officer
on promotion; a clerk may be promoted upto the rank of Joint Secretary
also. It has also been pointed out that both WBAS and WBJAS promotee
officers appear at same departmental examinations and promotee
WBJAS officers are more experienced than fresh recruit WBAS officers.
5.40 WBJAS officers are promotees from Krishi Prajukti Sahayak
(KPS)/ Village Level Workers (VLW) via WBSAS – II, there being no
provision for direct recruitment in WBJAS. Their recruitment
qualification is S.F./ H.S. with pre-service and post service training for
certain period. In terms of Notification no. 7514-Estab(Dte.) dated
15.05.1982 the State Government curtailed the existing promotional
avenue of these employees and kept the channel of promotion open to
only B.Sc. (Agri.) degree holders. The Commission feels that the
promotional prospect of the promotee WBJAS officers should not be
totally withdrawn. The Commission recommends that 10% of the posts
of WBAS may be earmarked for promotion from amongst the WBJAS
officers of appropriate seniority and merit.
5.41 Representation has been made for upgradation of the pay
scale of Agricultural Extension Officers (AEO) from scale No. 14 (pre-
111
revised) to pre-revised scale No. 15. Demand has also been made for
enhancement of the number of posts of AEO.
5.42 Considering the nature of duties of AEO we do not
recommend upgradation of pay scale of AEO. Creation of posts depends
on the functional necessity of the department. We recommend that the
department may move the appropriate authorities for creation of
additional posts with justifications for the same.
5.43 SAS – II is the only promotional post of KPS and they are
borne in pre-revised scale No. 9. Usually KPS are promoted to SAS – II
after a long period of service with experience in agricultural technology.
It has been pointed out that previously the pay scale of SAS – II was
equal to that of the Block Level Officers in other departments. Demand
has been made for upgradation of their pay scale to scale No. 12 (pre-
revised).
5.44 After giving careful consideration to the points made, we find
some merit in the arguments put forward. In view of the nature of
duties, responsibilities and status of the SAS – II we recommend
upgradation of their pay scale to scale No. 10 (Pre-revised.)
5.45 KPS are borne in scale No. 7 (pre-revised). The recruitment
qualification for the post of KPS are (a) S.F./ H.S. Pass or equivalent (b)
knowledge of Bengali/ Nepali. The selected candidates undergo pre-
service training course for a period of 6 months. After posting as KPS
they undergo another 6 months in-service training in Agricultural
Technology at the Agricultural Training Centres. Confirmation and
further promotion depends on successful completion of the course. KPS
are the only Extension agent of the Directorate of Agriculture at the grass
root level. It has been claimed that by all reasonable standards,
qualifications, training, experience and duties KPS should be considered
112
at par with those of the SAEs, Surveyor and other corresponding
categories of staff in Medical, PHE etc. Representation has been made for
upgradation of their pay scale to scale No. 10 (pre-revised)
5.46 We agree that these grassroot level workers have been doing
valuable work even though they are not high up from the point of view of
formal education. In our opinion, they do deserve some incentive. We,
therefore, recommend upgradation of the pay scale of KPS to scale No. 8
(pre-revised).
5.47 It has been alleged by the KPS, that even after the transfer of
erstwhile Community Development Wing of the Agricultural department
to Panchayat and Rural Development department 50% posts of SAS-II
which is the only promotional post of KPS are still filled up by employees
who have opted out to P & RD department as Village Level Workers
(VLW). They have pointed out that the recruitment rules, nature of
duties and pay scales of KPS & VLW are different. KPS are in scale No. 7
(pre-revised) whereas VLWs are in scale No. 6 (pre-revised). It has
further been alleged that after bifurcation VLWs do not undergo any
training like KPS and hence they are not suitable for promotion to SAS-II
the work of which is technical and supervisory in nature and requires
Agricultural Technology Training and experience in modern Agricultural
technology. The Association has urged the Commission to dispense with
the quota and keep 100% posts of SAS-II promotional from amongst KPS.
5.48 The VLWs in P & RD department are only on permanent
deputation to Gram Panchayats as Executive Assistants. There is no
scope of promotion for them. Also, theirs has been declared a dying
cadre. On the question of training, nothing prevents the Agriculture
Department to impart in-service training to the KPSs coming from VLWs.
The Commission finds that the movement of VLWs to the post of KPSs is
likely to stop automatically within foreseeable future. The Commission,
113
therefore, is not in favour of changing the existing arrangement
unnecessarily.
5.49 Krishi Sramiks have represented for extension of all facilities
enjoyed by the Gr.-D employees of the Government.
5.50 We understand that the State Government already
formulated policies to deal with such matters. However, we do not
recommend any regularization and/or fresh recruitment beyond what
may be required functionally by the department.
5.51 Representation has been made for sanction of liveries and
washing allowance, Rain Coat, Gum Boot and Masks for the Krishi
Sramiks.
5.52 There is hardly any merit in the demand. Hence, the
Commission does not accede to the demand.
5.53 Representation has been made for upgradation of pay scale
of Analytical Assistant from pre-revised scale No. 10 to scale No. 12 (pre-
revised) on the ground that both SAE and Analytical Assistant were
borne in scale No. 10. Now, that the pay scale of SAE has been upgraded
to scale No. 12, upgradation of pay scale of Analytical Assistant should
also be made. It has further been pointed out that the recruitment
qualification for SAE is Diploma in Engineering whereas Analytical
Assistants are degree holders.
5.54 The Commission finds that the job responsibilities of the
SAE and Analytical Assistants are not identical. Therefore, the
Commission does not entertain the proposal of upgradation of pay scale
of Analytical Assistant merely on the grounds pleaded by the Analytical
Assistants.
114
5.55 It has been represented that Research Officers should be
awarded scale No. 16 (pre-revised) instead of scale No. 14 (pre-revised).
5.56 No justification for such upgradation of pay scale has been
provided. The Commission recommends fixation of pay for Research
Assistants in the corresponding pay band with appropriate grade pay in
the existing scale of pay.
5.57 Risk allowance @ 600/- p.m. has been claimed for Research
Officer and Analytical Assistant as they are to deal with poisonous
chemicals.
We have dealt with this subject at length in paragraphs 5.16
to 5.23 in Volume I, part II of our report and hence refrain from making
any further comments on this issue.
5.58 Senior M.C.P.Os in the Agriculture department are borne in
scale No. 10 (pre-revised). Representation has been made for
upgradation of their pay scale to pre-revised scale No. 12 in view of the
importance of the job. They are in-charge of allotment of car and have
experience in transport management.
The department has not established the importance of the
job. Further, the details of their job responsibility are also wanting. The
Commission, under the circumstance, does not find any justification for
upgradation of their pay scale. Their pay may be fixed in the
corresponding pay band plus grade pay in the existing scale of pay.
5.59 Representation has been made for upgradation of pay
scale(s) of Head Assistant, Record Supplier, Driver, Mechanic and
Cleaner.
115
5.60 The cases of these employees have been dealt with in the
Chapter on ‘common category’ of our report. In these cases our
observation in the relevant chapter shall be applicable.
5.61 We received representation for upgradation of pay scale(s) in
respect of the following posts:
i) Proof Reader : (Pre-revised scale No. 9)
ii) Binder & Mechanic : (Pre-revised scale No. 5)
iii) Laboratory Attendant/Mechanic
Attendant/Packer/Daftary : (Pre-revised scale No. 2)
iv) Farma-Proof-Inkman : (Pre-revised scale No. 3)
v) Compositor : (Pre-revised scale No. 6)
vi) Machineman/Copy Holder : (Pre-revised scale No. 6)
vii) Process Camera Artist-cum-
Photographer/Press Operator/
Offset plate maker-cum-Graining
Machine Operator : (Pre-revised scale No. 2)
5.62 It is our considered opinion that none of the above
mentioned posts merits upgradation of pay scale. They may draw pay in
the corresponding pay band with grade pay in the existing scale of pay.
5.63 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume–I, Part–I,
Chapter–8 of our Report and accepted by the Government.
116
CHAPTER – 6
AGRICULTURAL MARKETING DEPARTMENT
6.0 Department of Agricultural Marketing is headed by a
Secretary who acts as a supervisory and sanctioning authority and also
performs departmental administrative functions. West Bengal State
Marketing Board is under the administrative control of the Department.
6.1 The Department has a Directorate with a constituted Service
consisting of (1) West Bengal Higher Agricultural Service (Marketing) (2)
West Bengal Agricultural Service (Marketing) (3) West Bengal Junior
Agricultural Service (Marketing) and (4) West Bengal Subordinate
Agricultural Service (Marketing). Class–I. Directorate of Marketing-in-
Charge and Ex-officio Additional Director of Agriculture (Marketing) is
the Head of the Directorate.
6.2 The main functions of the Directorate are:
a) Agricultural Marketing Data Management
b) Market intelligence
c) Surveys and dissemination of price and arrival data to the
citizens
d) Regulation of agricultural markets
e) Licensing of warehouses
f) Licensing and regulation of cold storages
g) Training cum production and community canning services of
fruits and vegetables
h) Commodity testing and grading under AGMARK Scheme
i) Execution of different plan schemes.
117
6.3 It has been represented that in addition to the existing posts,
3 more posts of Joint Director, 7 posts of Deputy Director, 11 posts of
Assistant Director, 17 posts of Agricultural Marketing Officer and 14
posts of Assistant Agricultural Marketing Officer should be created.
6.4 The Commission is of the view that creation of posts depends
on the functional necessity of the concerned department. Hence, the
Commission’s opinion in this regard is that it is the concerned
administrative department that should consider the matter. The
Commission has no recommendation in this behalf.
6.5 Agricultural Marketing Officers (Administration) are borne in
scale No. 14 (pre-revision). Demand has been made for upgradation of
their pay scale to scale No. 15 (pre-revised).
6.6 After careful consideration of the matter the Commission
does not find any justification for upgradation of their pay scale having
regard to the job responsibilities of the post.
6.7 Laboratory Assistants under the Directorate of Agricultural
Marketing are borne in scale No. 7 (pre-revised). Recruitment
qualification for the post is B. Sc. with Chemistry as a combination
subject as well as 5 years’ experience in oil/fat in a reputed concern.
Representation has been made for upgradation of their pay scale to scale
No. 14 (pre-revised).
6.8 The Commission has carefully considered the proposal. In
view of the recruitment qualification and job responsibility of this group
of employees the Commission recommends scale No. 8 (pre-revised) for
them.
118
6.9 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
119
CHAPTER – 7
ANIMAL RESOURCES DEVELOPMENT DEPARTMENT
7.0 Under the Rules of Business, the following are some of the
important functions of Animal Resources Development Department
formerly known as Animal Husbandry & Veterinary Services Department.
1. Development and utilization of the State’s animal resources.
2. Development of dairy.
3. Provision of veterinary aid and services and promotion of
veterinary education
4. Preservation, promotion and improvement of live-stock.
5. Prevention of animal diseases and prevention of the extension
from one State to another of infections or contagious diseases
affecting animals.
6. Prevention of Cruelty to Animals.
7. State Public Services with which the department is concerned.
7.1 The long-term objective of the Department is to achieve self
sufficiency in production of milk, meat etc. and simultaneously to
improve the quality of life of the rural poor. The Department aims to
achieve this objective through the following :-
i) Upgradation of different livestock and poultry products.
ii) Extension of animal health coverage in rural area.
iii) Production of quality feed and fodder.
iv) Milk procurement and processing through milk cooperatives
and dairies.
v) Reduction of income inequality through transfer of resources to
poorer people.
vi) Employment generation through livestock and poultry farming.
120
vii) Other related activities include :-
a) Improvement in standard of education and training in
animal sciences.
b) Production of vaccines and facilities for referral diagnostic
services.
c) Programmes for farmers’ training.
d) Animal welfare.
7.2 There are two Directorates under the Department viz.,
Directorate of Animal Resources and Animal Health and Directorate of
Dairy Development.
7.3 Apart from the Directorates, the following units are
functioning under the Department for the extension and development of
the Animal Resources :
Sl.No. Name of the Unit
(a) West Bengal Co-operative Milk Producers’ Federation Ltd.
(b) W. B. Dairy & Poultry Development Corporation Ltd.
(c) W. B. Livestock Development Corporation Ltd.
(d) Paschim Banga Go-Sampad Bikash Sanstha
(e) Calcutta Society for Prevention of Cruelty to Animals
(f) West Bengal University of Animal and Fishery Science
(g) Project Office for World Food Programme – 618
(h) West Bengal State Animal Welfare Board
(i) West Bengal Veterinary Council
7.4 Amongst the above units, the Directorate of Animal
Resources and Animal Health and the West Bengal Co-operative Milk
Producers’ Federation Ltd. have the extensive extension network upto
Gram Panchayat level through which the development schemes as well
121
as extension services are extended under three-tier Panchayat system in
the State.
Directorate of Animal Resources and Animal Health
7.5 Directorate of Animal Resources and Animal Health was
created on 04.11.1991 to provide all kinds of facilities to the farmers,
cattle owners, poultry keepers etc. from a single window by unification of
two erstwhile Directorates, i.e., Directorate of Animal Resources and
Directorate of Animal Health.
7.6 At present, the said unified Directorate undertakes
development and management of all types of farm animals, birds, feed
and fodder etc. The Directorate also undertakes various schemes for
upliftment of standard of living of rural people by arranging training,
releasing of subsidy money and vetting of different projects on livestock
etc. It is also responsible for proper health coverage of all farms/ non-
farms, animals, birds and also domestic animals in the State.
7.7 The following are the principal development activities of this
Directorate :
1) Cattle and Buffalo Development Scheme
2) Poultry Development
3) Other Livestock Development i.e., Piggery, Sheep, Goat, Rabbit etc.
4) Feed and Fodder Development
5) Animal Health Coverage
6) Financial Assistance through Subsidy and Margin Money to Self-
Help-Group/ Co-operative Societies
7) Distribution of chicks among women Self-Help-Groups
8) Extension and Training
9) Publicity and Awareness Programme
122
10) Special Component Plan for S.C. & Tribal Area Sub-Plan
11) Development and management of different Government Farms.
7.8 There were 7 (seven) services in the old two Directorates
before amalgamation. In the Directorate of Veterinary Services (also
known as Directorate of Animal Health) there were three Services, viz.,
W.B. Higher Veterinary Service, W.B. Veterinary Service and W.B. Junior
Veterinary Service. In the Animal Husbandry Directorate (also known as
Directorate of Animal Resources) there were four Services, namely, the
W.B. Higher Animal Husbandry Service, the W.B. Animal Husbandry
Service, the W.B. Junior Animal Husbandry Service and the W.B. Sub-
ordinate Animal Husbandry Service. After merger of the two
Directorates, the W.B. Sub-ordinate Animal Husbandry Service was
upgraded to the W.B. Junior Animal Husbandry Service and the scale of
pay was elevated from pre-revised scale no. 10 to the scale no. 14 and
finally to pre-revised scale no. 15 on condition of completion of 5 (five)
years service in W.B. Sub-Ordinate Animal Husbandry Service and W.B.
Junior Animal Husbandry Service taken together.
7.9 After unification of the two erstwhile Directorates, three new
Services have been constituted, namely, the W.B. Higher Animal
Husbandry and Veterinary Service, the W.B. Animal Husbandry and
Veterinary Service and the W.B. Junior Animal Husbandry and
Veterinary Service and in the rules of recruitment of all these three new
Services a degree in BVSC & AH with registration in the Veterinary
Council of India have been made the minimum educational qualification
for recruitment. All these new Services have been formed with the posts
that were lying vacant in the old three corresponding Services of both
wings and also with the posts that were due to fall vacant subsequently
from those Services. Naturally, in course of time, the old three Services
of each wing will die out. Further on the basis of recommendation of the
Fourth Pay Commission, the old W.B. Junior Veterinary Service and the
123
new W.B. Junior Animal Husbandry and Veterinary Service where the
minimum recruitment qualification is a degree in BVSC & AH with
registration in the Veterinary Council of India have been elevated to the
rank of W.B. Veterinary Service and W.B.A.H. & Veterinary Service
respectively.
7.10 Under the unified Directorate, therefore, there are now seven
Services, five old and two new. The old Services are W.B. Junior Animal
Husbandry Service, the W.B. Animal Husbandry Service and the W.B.
Higher Animal Husbandry Service, all in the erstwhile Animal Resources
Wing and the W.B. Veterinary Service and the W.B. Higher Veterinary
Service in the erstwhile Animal Health Wing. The two new Services are
the W.B. Animal Husbandry and Veterinary Service and the W.B. Higher
Animal Husbandry & Veterinary Service.
7.11 The Commission has received a proposal from the
Directorate of Animal Resources & Animal Health vide Memo. No.
651/DAH & VS dated 28.11.2008 for restructuring the said Directorate
with the objective of achieving self sufficiency in the production of milk,
meat and egg and simultaneously enhancing the quality of life of the
rural people during the next 5 years. The proposal has been sent to the
Commission under the signature of the Director of Animal Husbandry &
Veterinary Services, W.B., i.e., the same has not been routed through the
A.R.D. Department.
7.12 On a reference from the Commission the Department has
sent two letters dated 21.05.2010 and 27.05.2010 commenting upon the
different aspects of the proposal of the Directorate which will be
discussed by us in a later paragraph of this Chapter.
124
7.13 Incidentally, the suggestions put forward in the proposal of
the Directorate of AR & AH are found to be similar to the demands and
suggestions made by the association of Veterinary Officers.
7.14 The gist of the proposal is given below :-
At present the Department has been providing animal health
care upto Gram Panchayat level through a network of 19 District
Veterinary Hospitals, 91 State Animal Health Centres (SAHC), 341Block
Animal Health Centres (BAHC), 271 Addl. Block Animal Health Centres
(ABAHC), 3247 Animal Development Aid Centres (ADAC), 34 Veterinary
Pathological Laboratories, 3 Veterinary Polyclinics, 1 No. Regional
Disease Diagnostic Laboratory at Kolkata and 11 Slaughter Houses. It
has been stated that in order to reach self sufficiency in production of
milk, meat and egg during the next five years the existing infrastructural
set up is to be strengthened as under:-
(1) Establishment of additional 506 numbers of Animal Health
Centres by upgradation of Animal Development Aid Centres so
that one Animal Health Centre may be available against every
three Gram Panchayat areas.
(2) Establishment of one Polyclinic in each district by way of
conversion of District Veterinary Hospitals to Veterinary Poly-
Clinics.
(3) Establishment of additional 19 Pathological Laboratories.
7.15 All the above would require creation of the following
additional posts in the W.B.A.H. & V.S. and W.B. Higher A.H. & V.S.
Creation of posts in W.B.A.H. & V.S.
Veterinary Officers - 506 (five hundred six) posts
125
Veterinary Surgery Specialist - 18 (eighteen) posts
Veterinary Medicine Specialist - 18 (eighteen) posts
Veterinary Gynaecology Specialist - 18 (eighteen) posts
Veterinary Bio-Chemist/ Pathologist - 18 (eighteen) posts
Assistant Director, ARD (Vety. Research & Investigation) - 19 (nineteen) posts
Creation of posts in W.B.H.A.H. & V.S. Cadre
Additional Director in pre-revised scale no. 18 - 1 (one) post.
Joint Director in pre-revised scale no. 17 - 19 (nineteen) posts.
Specialist in the rank of Deputy Director in scale no. 17 - 7 (seven) posts.
7.16 Apart from Departmental infrastructure, the veterinarians
are rendering duties in several other places by way of deputation/ service
utilization or by other means. Deployment of full time Veterinarians
would be required in those places which are now manned on part time
basis. Creation of following posts in extra-departmental units has been
proposed for deployment of full-time Veterinarians as under:
Name of the unit Designation No. of
postAlipur Zoological Garden Veterinary Officer 1Padmaja Naidu Himalayan Zoological
Park, Darjeeling
Veterinary Officer 1
Kolkata Mounted Police Veterinary Officer 1Kolkata Police Dog Squad Veterinary Officer 1DAIRPOUL Veterinary Officer 3Livestock Dev. Corporation Veterinary Officer 5DRDC, SC & ST Corp. in each district Veterinary Officer 18Milk Federation in each district Veterinary Officer 18Paschim Banga Go-Sampad Bikash
Sanstha
Assistant Director 51
Municipal Corps. & Municipalities Veterinary Officer 124Slaughter Houses Veterinary Officer 10
126
7.17 In the reference from the Directorate the following
comments/ suggestions have been given for betterment of pay and
promotion prospects of the different levels of Veterinary officers of the
Directorate.
(i) It has been stated that due to existence of 7 Services (already
explained in an earlier paragraph), lot of complications are being
faced in running the administration properly and filling up of
vacant posts by way of direct recruitment or promotions are not
being done satisfactorily. In this position, according to the
proposal of the Directorate the number of Services require to be
reduced to only two, namely, W. B. A. H. & Veterinary Service and
W. B. A. H. (Farm, Engineering and Fodder) Service with minimum
qualification of a degree in Veterinary Service for the former Service
and a degree in Agriculture/ Engineering for the latter Service.
(ii) Enhancement of promotional scope of Veterinarians along with
restructuring of administrative set up
It has been explained that in the present promotional system
there is very little scope of promotion for the basic cadre namely
the W. B. Animal Husbandry and Veterinary Services (WBAH & VS)
where a degree in veterinary science is the minimum essential
qualification. At present the following higher level posts are
existing in this Directorate :-
127
7.18 The next promotion post of WBAH & VS is the Deputy
Director in West Bengal Higher Animal Husbandry and Veterinary
Services in pre-revised pay scale no. 17.
7.19 After merger of the two old directorates, there are now total
46 (forty six) posts of Deputy Director and equivalent and due to the
50:50 ratio between promotion and direct selection, 23 (twenty three)
posts are the promotional posts. But out of these 23 posts only 9 (nine)
are available to the officers of the basic cadre in W. B. Animal Husbandry
and Veterinary Service as the remaining 14 (fourteen) posts are meant
for the officers of the W. B. Animal Husbandry Services for which the 2
(two) years diploma in Dairy Science is the minimum essential
qualification among the other various qualifications. This is due to
Designation Existing scale
No. of posts
Mode of filling up
Additional Director 18 5 a) Direct (50%)
b) Promotion (50%)Joint Director 17 5 a) Direct (50%)
b) Promotion (50%)Joint Director (Fodder) 17 1 a) Direct (50%)
b) Promotion (50%)Joint Director (Statistics) 17 1 Direct
Deputy Director, ARD & P.O. 17 18 a) Direct (50%)
b) Promotion (50%)Deputy Director, ARD 17 9 a) Direct (50%)
b) Promotion (50%)Deputy Director (Fodder) 17 3 a) Direct (50%)
b) Promotion (50%)Deputy Director (Statistics) 17 1 a) Direct
b) Promotion
c) Transfer
128
maintaining a system of running separate promotional channels for the
sake of the existing officers of the old service of the old Directorates.
Thus, against the cadre strength of 1321 of WBAH & VS the promotional
posts of Deputy Director are as few as 9 only i.e., only about 0.7% of the
strength.
7.20 It has been further explained that above Deputy Director, in
the promotion quota, there is one post of Joint Director, but in the same
pre-revised scale no. 17 and one post of Additional Director in pre-
revised scale no. 18. This has resulted in acute stagnation in the Service
and Officers with the essential qualification of a BV Sc. Degree are
retiring practically no promotion in their service career.
7.21 It has been added that widened sphere of Animal Resources
activities in the State of West Bengal also demand restructuring of the
Directorate with the scope of review of present recruitment rules with an
aim to make provision for higher administrative posts in different tiers
and that there is a need to make inbuilt provision in the service similar
to such provision in other comparable services like WBHS, WBCS, WB
Engineering Services etc. where all promotions are made on seniority-
cum-merit basis.
7.22 In the same proposal of the Directorate it has been opined
that direct recruitment through PSC in promotional posts is not
desirable on many counts including delay involved in the process and
that claim of reasonably experienced in service officers to be promoted in
the said posts should not be ignored. It has accordingly been proposed to
abolish the present provision in the rules for direct recruitment in
promotional posts retaining, however, the present system of direct
recruitment to the basic cadre of WBAH & VS.
129
7.23 The following posts have been suggested for creation for
widening promotional prospect in respect of the senior eligible officers:-
7.23.1 133 (one hundred thirty three) posts of the basic cadre
namely the W.B. Animal Husbandry and Veterinary Services have been
proposed for elevation to the Deputy Director rank in W. B. Higher
Animal Husbandry and Veterinary Services for widening the prospects of
promotion of the officers belonging to the basic cadre of WBAH & VS.
7.23.2 Regional Disease & Diagnostic Laboratory (RDDL), Eastern
Region, Kolkata, a GOI Laboratory is being run with the deployment of 7
Specialists in the rank of Deputy Director from the existing strength of
senior officers of Institute of Animal Husbandry & Veterinary Biologicals,
Kolkata thus, adversely affecting the smooth functioning of the State
Government unit. Since in Government of India is funding the salary
and other expenditure towards deployment of Specialist, Technicians and
other supporting staffs from State Government, it is of utmost necessity
to create 7 posts of Specialist in the rank of Deputy Director for RDDL
(ER), Kolkata for smooth functioning of both RDDL and State Laboratory
at IAH & VB, Kolkata.
7.23.3 After merger of the two Directorates the work load as well as
work importance in district has become so huge in the merged new set-
up that for efficient functioning in the districts there should be a post in
the rank of Joint Director with qualification of BV Sc. degree to supervise
the activities within the district. Thus, 18 such posts require creation to
cover all the districts. Under the present set up, it has been pointed out
that the officers of the basic grade having a qualification of BVSC & AH
are now serving under a Diploma holder as District Administrative Head
and this creates technical as well as administrative hazard in discharging
their duties.
130
7.23.4 The proposal of the Directorate has also suggested for
elevation of existing 6 posts of Joint Director to the level of Additional
Director for all zones including Institute of Animal Health and Veterinary
Biologicals, Kolkata and other posts for overall technical and
administrative supervision at the state level.
7.24 The other comments and suggestions in the proposal of the
Directorate (which incidentally tallies with the points mentioned in the
memorandum of the Veterinary Offices) are as under :
(a) The scale of pay of Joint Director, ARD which is now the same as
that of Deputy Director, ARD due to abolition of Special Pay w.e.f.
01.01.1996 may be upgraded to pre-revised scale no. 18 from scale
no. 17.
(b) The scale of pay of Addl. Director, ARD may be upgraded to scale
no. 19 from scale no. 18.
(c) The scale of pay of Director and Principal Director may be elevated
to pre-revised scale no. 21 from pre-revised scale no. 20 and these
two top level posts be assigned the status of Ex-Officio Secretary to
ARD Department.
(d) The present structure of CAS for those State Services of this
Department which have been upgraded from Junior Services is
inadequate as the length of service for CAS is being computed only
from 01.01.1996 i.e., the date from which the W.B. Junior
Veterinary Service and the W.B. Junior A.H. & V.S. have been
upgraded to the corresponding State Service. It has been stated
that a large section of the officers will retire before reaching pre-
revised scale no. 18. It has accordingly been suggested that higher
scales 17, 18 and 19 be allowed on completion of 8, 16 and 24
years respectively of continuous and satisfactory service in any of
the scales taken together before and after upgradation of the
Junior Services to State Services.
131
(e) Specialist Pay may be allowed to Ph. Ds. as well as masters degree
holders like WBHS Doctors. Rates proposed are Rs. 2000/- and
Rs. 1000/- per month for P.G. degree and diploma holders
respectively.
(f) Administrative Allowance may be allowed @ 5% of Basic Pay +
Grade Pay + NPA in the posts of BLDO, Deputy Director, Project
Officer, Joint Director, Additional Director, Principal Director and
Director, AH & VS.
(g) Risk Allowance @ Rs. 500/- per month to all the Veterinarians
working in clinics, laboratories, slaughter houses and zoo gardens
who are directly exposed to health hazards.
7.25 The A R D Department has belatedly sent two letters bearing
nos. 748 – Sectt. Dated 21.05.2010 and 215/S – ARD/10 dated
27.05.2010 to this Commission containing the comments of the
Department on some of the aspects of the proposal of the Directorate.
7.26 We have examined the proposal of the Directorate vis-a-vis
the observations of the Department on the same and our observations
are recorded below.
(i) The Department has asked for creation of a very large number of
new posts of different nomenclatures, almost all of which have been
proposed for providing promotion facilities to the existing officers. We
have explained elsewhere that we do not favour creation of new posts
solely in order to provide promotion facilities to some of the Government
employees. Creation of new posts, in our considered opinion, should
basically be guided by functional requirements of the Department. Such
functional requirements need to be established clearly. In this case, the
Department has not established its functional requirements
unambiguously. All that has been stated in this behalf appear to be only
certain pious wishes and what the Department wants to achieve is not
132
backed by any hard nosed field study. Figures arrived at by the simple
device of arithmetic calculations may not necessarily be feasible and
sometimes, even if feasible, may not be cost effective.
Besides, there remains the question of establishing the sufficiency
– or for that matter, insufficiency – of the strength of the cadres a
Department controls. There is no report of review of any of the cadres
under the control of the Department and the number of posts in any
cadre demanded by the Department appear to have been arrived at on
the basis of ad hoc calculations and even presumptions. Such matters
should have been carefully considered and appropriately dealt with in
1991 itself when the erstwhile Directorate of Animal Resources was
amalgamated with the erstwhile Directorate of Animal Health. That the
Department could never make up its mind is amply borne out by the fact
that the number of cadre Services continued to vary and so did the
number of posts in most of the cadres. As of now, the Department still
continues with as many as 5 of the old Services and additionally has two
new ones. It appears that the Department, even, now, is required to
keep certain promotion posts “reserved” for the members of the 5 old
Services, as a result of which the number of such promotion posts
available to the new Services appears to fall short of the latter’s
“requirement”. Besides, the Department is still not quite sure about the
number of new Services it should have. When the matter was being
considered by the 4th Pay Commission, it thought of 2 new Services. But
now it favours 3 new Services. The rationale behind the same is
somewhat obscure. The Department admits that there are cadre
congestions at different points. As to why such congestions have taken
place in spite of the fact that the Department has been experimenting
with the composition and strength of the cadres in its Directorates from
1991 onward, is a moot question. It is not impossible that the views
taken at different points of time were not appropriately long term views.
All this leads to the conclusion that a strict and realistic review of the
133
cadres is sorely required. We would strongly urge the Department to
review its cadres before it comes up with any proposal for either creation
of new posts or creation of new Services under its control. In this
connection, we suggest that our opinions about creation of new Services
at Chpter – 2 and cadre review in Cheaper 65 of the instant volume may
be kept in view.
(ii) Right now, it appears, the problem of cadre congestion may be
solved to a limited extent if the recruitment rules are modified somewhat
and all posts above the basic grade ones viz., those of Deputy Director,
Joint Director etc. are filled up entirely by promotion. As per provisions
in the current recruitment rules, 50% of the vacancies in such posts –
except the same in the post of Joint Director (Statistics) – are filled up by
promotion and the rest 50% by direct recruitment. Such a proposal has
bee mooted by the Directorate and seconded by the Department. In view
of the seriousness of the problem of cadre congestion, we agree to
recommend that all vacancies in the posts above the basic grade posts
borne in pre-revised scale no. 16, be filled up entirely by promotion. We,
however, stipulate that there should be an overview of the Public Service
Commission while awarding the promotions in question.
(iii) It appears that in replacement of the existing seven different
Services (5 old and 2 new) under the A R & A H Directorate the
Department has proposed three Services, viz., (1) West Bengal Animal
Husbandry and Veterinary Services, (2) West Bengal Animal Husbandry
Services (Farm) and (3) West Bengal Animal Husbandry Services
(Fodder). While the minimum qualifications for the first Service has been
proposed as a degree in A H & V S with registration under the Veterinary
Council of India, the same for the Services at (2) and (3) has been
proposed as a degree in Agriculture and a degree in Engineering
respectively. It is worthwhile to mention here that the then ARD
Department had proposed before the Fourth Pay Commission the
134
substitution of the old services by only two Services, viz., (a) The West
Bengal Animal Husbandry & Veterinary Services and (b) The West Bengal
Animal Husbandry (Farm, Engineering and Fodder) Service. The said
Commission does not appear to have expressly endorsed the proposal
although the Commission had realized the difficulties of carrying on with
so many Services. But the Department does not appear to have made
any headway so far with their the then proposal of creation of two
Services in replacement of all the then existing Services.
We, in this Pay Commission, do not have any objection if the
present proposal of substituting all the existing Services by three other
Services can be effectively done by the Department.
(iv) It has been proposed that the pre-revised scale of Joint
Director be elevated from 17 to 18 on the ground that its scale of pay has
now become the same as that of Deputy Director due to abolition of
special pay. We do not think that the proposed upgradation is necessary
on the above spoken ground. But, we recommend introducing a higher
initial start at the third stage in the pre-revised scale no. 17 provided
rules of recruitment to the post of Joint Director are amended so as to
make the post a wholly promotional one.
(v) Further, we do not recommend any upgradation of pre-
revised scale of Additional Director to scale no. 19 from scale no. 18 as
we do not consider such upgradation would be justified in terms of
existing qualifications of the post and the work responsibilities attached
to it.
(vi) We also do not find that the pre-revised scales of Director
and Principal Director both of whom are now in scale no. 20 need to be
upgraded to pre-revised scale no. 21 and both these posts should be
conferred with the status of ex-officio Secretary to the ARD Department,
135
for in our considered opinion their duties and responsibilities do not
justify such elevation both in terms of pay and status. We recommend
accordingly.
(vii) As regards the computation of length of service of the officers
belonging to the State Services upgraded from their erstwhile Junior
Services for the purpose of allowing benefits of MCAS, 2001, the matter
may be referred to the Finance Department for their opinion.
(viii) Specialist Pay and Administrative Allowance for Doctors have
already been dealt with by us in Volume – I, Part – II of our Report and
NPA in Volume – I, Part – I. Our recommendations therein may be
referred to.
Veterinary Pharmacist
7.27 The existing pre-revised scales of pay of Veterinary
Compounder/ Pharmacist/ Compounder-cum-Dresser are as under:-
(a) Scale no. 8 for diploma holders
(b) Scale no. 6 for others having lower qualifications.
7.28 We learn that prior to 1994 there was a course of certificate
in Veterinary Compounder and Dresser of one year three month duration
eligibility to admission to which was a pass in Madhyamik Examination
and appointment to the post of Veterinary Compounder/ Pharmacist
used to be made from the candidates having passed the said certificate
course. Subsequently in 1994 the said certificate course was elevated to
a two year diploma course.
7.29 Although initially the eligibility for admission to the 2 year
diploma course conducted by the W.B. Board of Veterinary Education
136
was a pass in Madhyamik, the same has been elevated to a pass in
Higher Secondary in Science stream since the year 2005.
7.30 The rules of recruitment to the posts of Veterinary
Compounder/ Compounder/ Compounder-cum-Dresser (re-designated
as Veterinary Pharmacist and Pharmacist-cum-Dresser in 2005) have
been framed afresh in 2003 prescribing a pass in Madhyamik and a pass
in two-year diploma course in Veterinary Pharmacy as essential
qualifications for recruitment to the said posts. We have been informed
that an amendment to the said rules prescribing a pass in Higher
Secondary (Science) as the minimum educational qualification in place of
Madhyamik is now under vetting by the Law Department.
7.31 Taking of the qualifications of the Veterinary Pharmacists,
something remarkable happened in 2008. It may be recalled that the
State Government introduced the two year diploma course in Veterinary
Pharmacy in 1994 while discontinuing the certificate course in the same
subject. Simultaneously, for those Veterinary Pharmacists who had
already been in service and who had only a certificate in the subject, an
abridged course of three months’ duration was introduced for the
purpose of upgrading their knowledge upto diploma level. In A.R.D.
Department Notification No. 1479 – AR & AH dated 26.09.2008
Government decided to approve the said abridged course as equivalent to
the two-year diploma course w.e.f. 01.01.1999. From the same date
Government allowed scale No. 8 to those certificate holder Veterinary
Pharmacists who had then success fully completed the abridged course.
The associations have claimed that all the certificate holder Veterinary
Pharmacists have since completed the abridged course of three months
and all of them are now in pre-revised scale no. 8 meant for diploma
holders.
137
7.32 Under the H. & F.W. Department, Pharmacists posted in the
different hospitals/ health Centres, etc. belong to Group A of NMTP cadre
and their scales of pay have been revised to pre-revised scale no. 9, 10
and 12 from pre-revised scale nos. 8, 10 and 11 and designated as Grade
III, Grade II and Grade I Pharmacist respectively. The rules of
recruitment of Grade III Pharmacists have also been revised prior to such
upgradation of scales of pay and as per freshly framed rules of
recruitment, the minimum qualifications essential for appointment to the
post of Pharmacist, Grade III under H. & F. W. Department is a pass in
Higher Secondary in Science stream followed by 2 year diploma course in
Pharmacy.
7.33 It has been represented that Veterinary Pharmacists have
well defined duties and responsibilities and such duties in many respects
are of higher level than those of Pharmacists under H. & F. W.
Department as they have to take measurements of temperature of
animals, push injections, make dressings, etc. unlike the Pharmacists
under the H. & F. W. Department.
7.34 The following are the demands of the different associations of
the Veterinary Pharmacists :
(i) Three different designations now exist in the integrated Directorate
of Animal Resources and Animal Health, namely, Veterinary Pharmacist,
Compounder and Pharmacist-cum-Dresser. Out of a total sanctioned
strength of 487 posts, the nos. falling under the above three designations
are 473, 12 and 2 respectively. Each of these posts has the same rules
of recruitment, the same duties and functions and also the same scale of
pay. There should be a single designation of Veterinary Pharmacist for
all these three posts.
138
(ii) Under the H. & F. W. Department, with recruitment qualifications
of a pass in Higher Secondary (Science) and two-year diploma in
Pharmacy the Pharmacists under that Department get pre-revised scale
nos. 9, 10 and 12 in the ratio 6:3:1. But Pharmacists under A.R.D.
Department get only pre-revised scale no. 8. They have also pointed out
that the Veterinary Doctors are now treated on a par with Allopathic
Doctors in pay scale and NPA. Moreover, the Veterinary Pharmacists
have no functional promotion. In consideration of all these factors they
have demanded pre-revised scale nos. 10, 12 and 14 in the ratio 5:4:1
w.e.f. 01.01.1999. Another association has demanded that Veterinary
Pharmacist may be promoted to Veterinary Pharmacist, Grade I, in pre-
revised scale no. 11 by creating the posts of Grade I.
(iii) Risk Allowance has been demanded by them as they very often are
exposed to the risk of being afflicted with deadly diseases like bird flu,
hydrophobia, etc.
(iv) The Veterinary Pharmacists have also demanded establishment of
a Pharmacy Council.
7.35 We have considered all the above demands carefully and
record our observations as under:
(a) We recommend pre-revised scale no. 9 for Veterinary Pharmacists if
and when the rules of recruitment of the post as mentioned at para 7.30
will be revised.
(i) We do not recommend for them further higher scales like the
ones enjoyed by the Pharmacists under Health & Family Welfare, as we
do not think that the work responsibility attached to this post in the two
Departments are strictly comparable.
139
(b) Risk Allowance has been dealt with by us in Volume – I, Part – II of
our Report and the observation / recommendation made by us therein
will be relevant here.
(c) Regarding the demand for establishment of a Veterinary Council, we
leave the matter for appropriate consideration by the Government.
Livestock Development Assistant
7.36 Prior to amalgamation in the year 1991, Field Assistant (FA)
and Veterinary Field Assistant (VFA) were the two grass roots level posts
in the two erstwhile Directorate of Animal Resources and Animal Health
respectively. After amalgamation, the functions of these two posts were
amalgamated and the composite functions of those two posts became the
functions of a new grass roots level post which was designated as
Livestock Development Assistant (LDA).
7.37 Borne in pre-revised scale no. 6 with higher initial at Rs.
3440/- Livestock Development Assistant is now a key field level direct
entry post in the integrated Directorate with minimum entry level
qualification of (i) a pass in Madhyamik or its equivalent and (ii)
successful completion of one year certificate course on Prani Sampad
Bikash Prashikshan conducted by the Board of Veterinary Education,
Directorate of animal Resources and Animal Health.
7.38 Aimed at delivering a single window service to the people at
the Gram Panchayat levels where they are posted the duties of Livestock
Development Assistant have been laid down in details in G.O. No. 973 –
AR & AH dated 20.04.2000. The G. O. enlists 25 items of work. It
appears that their duties include survey in respect of Livestock and
poultry population, identification of beneficiaries for different animal
husbandry schemes, artificial insemination, record milk production of
140
cows born out of artificial insemination, routine vaccination, to organize
livestock co-operatives, etc., etc. In A.R.D. Department Notification No.
731/ AR & AH dated 12.05.2008 they have been permitted along with
Veterinary Pharmacist, Pharmacist-cum-Dresser and Compounders to
render the minor veterinary services as per their job chart under the
supervision and direction of a registered veterinary practitioner.
7.39 It has been represented that Livestock Development
Assistants usually reside in the Gram Panchayats where they are posted
and as a result they have to render services beyond usual office hours
and also at odd hours in cases of emergency and being front line Para
Veterinary Officers they are exposed to dreadful infectious diseases like
Anthrax, Bird Flue, Encephalitis, etc. It has been added that on
occasions they have to tackle sick unruly animals endangering their
safety.
7.40 Against a cadre strength of 3390 Livestock Development
Assistants there are 339 posts of Veterinary Supervisors (scale no. 9)
which are promotion posts of Livestock Development Assistants.
7.41 It has also been mentioned by them that the scale of pay of
the technical personnel like Veterinary Compounder/ Veterinary
Pharmacist whose duty is only to provide medicines as per prescription
of the Veterinary Officer, has been elevated to scale no. 8 from scale no. 6
w.e.f. 01.01.1999 in terms of G.O. No. 1479 – AR & AH dated 26.09.2008
read with No. 174 – AR & AH dated 02.02.2009.
7.42 In consideration of their recruitment qualifications and
multifarious duties and responsibilities they have made the following
demands:
141
(i) Upgradation of scale of pay of L.D.A. from scale no. 6 with
higher initial at Rs. 3440/- to scale no. 9.
(ii) A Senior scale after 10 years service.
(iii) Upgradation of scale of pay of their promotion post, viz.,
Veterinary Field Supervisor from pre-revised scale no. 9 to scale
no. 12.
(iv) Hazard Allowance @ Rs. 1000/- per month.
(v) Fixed T.A. of Rs. 1200/- per month.
7.43 We have considered all the above demands of Livestock
Development Assistants and following are our observation
recommendations:
(i) It is our considered opinion that neither the essential
qualifications, nor the job responsibilities of the Livestock Development
Assistants are highly enough to call for an upgradation of their scale
from pre-revised scale no. 6 to pre-revised scale no. 9. However, we
think that an upgradation to pre-revision scale no. 7 for them will be just
and correct. We accordingly recommend pre-revised scale no. 7 for the
Livestock Development Assistants.
(ii) We do not think that any senior scale here is called for. Hence, we
do not recommend the same.
(iii) We also do not find that there is any case for upgradation of scale
in favour of the Veterinary Field Supervisors.
(iv) and (v) All kinds of T.A. as also Risk/ Hazard Allowance have already
been dealt with in Chapter 5 of Volume I, Part II of our report.
142
Directorate of Dairy Development
7.44 The Directorate of Dairy Development, Government of West
Bengal deals with the collection of raw/ chilled milk from Co-operative
Milk Unions in West Bengal, processing the milk in its dairy plants, and
selling the pasteurized and homogenized milk and other milk products
through its own network of booths, Suravis, agents and distributors.
With the implementation of Operation Flood Programme in West Bengal
in the mid-1970s, the extension, procurement and other farmers related
activities on dairy development have been taken over by the Co-operative
Sector i.e., West Bengal Co-operative Milk Producers’ Federation Ltd.
7.45 Under this Directorate, the oldest dairy at Haringhata was
established in June, 1950 to cater to the demand of local hospitals,
Kanchrapara and Kalyani cities. Subsequently, more dairies were
established at Central Dairy, in Kolkata in 1962, in Durgapur in 1972
and in Burdwan in 1982, both in the district of Burdwan and Krishnagar
in 1987 in the district of Nadia.
7.46 In order to feed raw/ chilled milk to these dairy plants,
different chilling plants were established. However, subsequently,
considering the demand of raw milk by the Government Dairies it was
felt necessary to hand over the chilling plants to the West Bengal Co-
operative Milk Producers Federation Ltd. for their effective use.
Accordingly, except three chilling plants, all the 10 chilling plants have
been handed over to Milk Federation/ Milk Unions on management and
utilization of assets basis. Similarly, the State Diary, Krishnagar has
also been handed over to Milk Federation for effective use on
management and utilization of asset basis. The State Dairy, Burdwan as
we have come to know is non-operational since May, 2004.
143
7.47 With the increase of price of the conserved commodities over
the years, all the State Dairies became loss-making units. In order to go
for a restructuring of these units, the Government has engaged M/s.
Price Water House Coopers Pvt. Ltd. for feasibility study. The reports
submitted by the consultant have been examined and the State
Government accepted the recommendations of the consultant to the
effect that Burdwan and Durgapur Dairies should be transformed into
Joint Venture enterprises with induction of the strategic partner. For
Central Dairy and Haringhata, however, the decision was in favour of a
Government Company and then running the said dairies under
Government ownership.
7.48 The issue of restructuring of some State Government Dairies
under the Directorate of Dairy Development as we understand, is under
active consideration of the Government and the Government is reportedly
taking suitable steps for implementation of the programme early.
7.49 It has been represented that in the Directorate of Dairy
Development, each of the three posts, viz., Senior Cash Collector-cum-
Cashier, Assistant Supervisor and Supervisor is borne in pre-revised
scale no. 9. The post of Assistant Supervisor is filled by promotion from
Senior Cash Collector-cum-Cashier and the post Supervisor is filled by
promotion of the post of Assistant Supervisor. In order to maintain the
promotional hierarchy it has been suggested that the scale of pay of
Assistant Supervisor be upgraded to scale no. 10 and that of Supervisor
to scale no. 10 with an appropriate higher initial start.
7.50 We have considered the proposal and we do not think that
both the posts of Assistant Supervisor and Supervisor above the posts of
Senior Cash Collector-cum-Cashier are necessary. We, therefore,
recommend merger of Assistant Supervisor with Supervisor. We are
aware that Government recently increased the number of scale no. 10
144
posts in the various Directorates substantially vide G.O. No. 1682 – F
dated 23.02.2009. We suggest that the merged post of Supervisor may
be included in the scale no. 10 posts to be available additionally in terms
of the G.O. ibid.
W.B. Higher AHS/ WBAHS/ WBJAHS
7.51 The officers belonging to the above Services namely, (i) W.B.
Higher A.H.S., (ii) W.B.A.H.S. and (iii) W.B.J.A.H.S. are borne in pre-
revised scales 17 and above, 16 and 15 respectively.
7.52 The basic professional qualification for this Junior Service is
Indian Dairy Diploma (Dairy Husbandry) which was a 2 years diploma
after (10+2) in science stream. In accordance with the recommendations
of Dr. Biplab Dasgupta Committee, the Directorate of Animal Resources
and Animal Health were amalgamated in the year 1991 with the purpose
of providing an integrated package of services on Animal Resources
Development at the field level from one composite set up. In a
subsequent G. O., viz., No. 1477 – AR/ 5A – 20/93 dated 04.05.1995,
the 340 Block level posts of the two erstwhile Directorates and the
amalgamated Directorate were redesignated as Block Livestock
Development Officer (BLDO) and these BLDOs were also declared as Ex-
Officio Livestock Development Officer of the respective Panchayat
Samities. The said posts were decided to be filled up by officers
belonging to the W.B.J.V.S. or W.B.J.A.H.S. or the newly created
W.B.J.V. & A.H.S.
7.53 Since the essential qualification for each of the two services,
namely, W.B.J.V.S. and W.B.J.V. & A.H. are a degree in B.V.S.C. & A.H.
and registration with the Veterinary Council, the scale of pay of these two
services were upgraded from scale no. 15 to scale no. 16 on the basis of
recommendation of the Fourth Pay Commission. But the essential
145
qualification for W.B.J.A.H.S. was not exclusively a degree, but a degree
or Indian Dairy Diploma which is a two – year course after Higher
Secondary and so this Junior Service was not upgraded to a State
Service.
7.54 The association of such diploma holder officers has
demanded upgradation of the pay scale of W.B. Junior Animal
Husbandry Service to scale no. 16 on the same lines Government allowed
elevation of W. B. Junior V.S. to W.B.V.S. in scale No. 16. Other
demands are:
(i) Vacant posts of State Service and Higher Service in A.R. Wing
should be filled 100% by promotion from the respective feeder posts of
A.R. Wing on consideration of the dying nature of the basic cadre.
(ii) Withdrawing restrictions on Veterinary practices as sick animals
cannot always be brought to the veterinary hospitals/ treatment centres.
What is required is door step treatment at the owners’ house. Besides
there are many posts which are administrative or academic which are
not associated with treatment. NPA is not justified for holders of these
posts also.
7.55 We have considered all the above demands carefully and we
observe/ recommend as under:
(i) As the qualifications for recruitment to WBJAHS is not
exclusively a degree and a diploma holder also can get into the Service,
we do not recommend upgradation of the pre-revised scale of the Service
from scale no. 15 to 16.
(ii) We do not recommend filling up vacancies in the State
Service (WBAHS) and the Higher Service (WBHAHS) otherwise than
what have been prescribed in the rules of recruitment of these two
146
Services, notwithstanding the fact that the feeder cadres of these two
Services have been declared as dying ones.
(iii) We are not in favour of withdrawing the restriction on the
private practice by the Veterinary Doctors all of whom are now
compulsorily on non-practising terms. We recommend that the non-
practising terms should continue.
Dairy Technologists
7.56 It is found that the Dairy Technologists (Diploma and Degree
holders) are working in various official capacities under the Directorate of
Dairy Development under ARD Department.
7.57 Directorate of Dairy Development started functioning as a
separate entity under the erstwhile AH&VS Department (now the ARD
Department) in the year 1965 with the main objective of marketing
pasteurized milk to the urban people at a reasonable rate and offering
remunerative price to the rural milk producers. This Directorate is
included under the “Public Utility Services” of the Government and its
activities are treated as essential services.
7.58 The Dairy Technologists belong to any of the three
constituted services, viz., (i) WBH Dairy Development Service (scale nos.
17, 18 & 20), (ii) WB Dairy Development Service (scale no. 16) and (iii)
WB Junior Dairy Development Service (scale no. 14). There is also a sub-
ordinate Dairy Development Service in scale no. 10, but the said service
is unconstituted.
7.59 It appears that although there were both degree and diploma
in Dairy Technology (DT) prior to 1975, the diploma has been replaced by
the degree all over India by 1975. In this State, Bidhan Chandra Krishi
147
Viswavidyalaya introduced a degree course in 1976 as B.Sc. (DT) and the
said course after some re-orientation is being continued now in WB
University of Animal and Fisheries Science as B. Tech. (DT). Admission to
this course is now being done through the WB Board of Joint Entrance
Examination for Engineering and Technological courses.
7.60 We have been informed that the pay scale of the erstwhile
W.B. Subordinate Husbandry Service was no. 10. It has been
represented that while the qualified members of W.B. Subordinate
Animal Husbandry Service i.e., those having a degree in Veterinary
Service, Agriculture or diploma in Dairy Husbandry have been upgraded
to WB Junior Animal Husbandry Service (scale no. 14) vide G.O. No.
2857-AR dated 12.11.1993 and further upgraded to scale no. 15 vide
G.O. No. 2034-AH dated 01.06.1994, similar upgradation has not been
done in case of qualified members of WB Subordinate Dairy Development
Service, a good no. of officers of which posses degree or diploma in Dairy
Technology with 25 years or more working experience. It has been
further represented that both the diploma courses in Dairy Husbandry
and Dairy Technology are identical in all respects viz., course
curriculum, total marks etc. in the examination, conducted by the ICAR
sub-committee on dairy education (Board of Dairy Education). It has
been added that there was historical parity in pay and status between
these diploma holders till 1993 under the same controlling department.
In spite of all these facts, the qualified members of W. B. Sub-ordinate
Dairy Development Service have been still stagnating in pre-revised scale
no. 10.
7.61 The association representing the Officers of W.B. Sub-
ordinate Dairy Development Service has also represented to the
Commission that due to non-constitution of the W. B. Sub-ordinate
Dairy Development Service, eligible supervising staff of the basic grade
(scale no. 10) have been denied promotion to the W. B. Junior D. D.
148
Service (scale no. 14). As a result they are stagnating in their post
(mainly Supervisor) for more than 30 years in most cases whereas as
many as 32 posts out of sanctioned strength of 33 of the W. B. Junior D.
D. Service have remained vacant.
7.62 We find that the issue had come up for consideration to the
Fourth Pay Commission as well and the said Commission had observed
as under :
“The existing rules of recruitment for the West Bengal Junior Dairy
Development Service provide for 40% of the vacancies to be filled up by
direct recruitment and 60% by promotion from the officers of the
Subordinate Dairy Development Service having the qualification for
direct recruitment which is a degree or a diploma in Dairy Science/ Dairy
Engineering/ Dairy Technology/ Food Technology from a recognized
university/ institution. We are informed by the department that actually
there is no constituted Subordinate Dairy Development Service though
mentioned in the W.B.S. (ROPA) Rules 1981. It is for this reason that
the holders of certain Supervisory posts, in spite of their having the
requisite qualification could not be promoted to the W. B. Jr. Dairy
Development Service. It has been stated that there is no relevance for
constitution of a Subordinate Dairy Development Service since there is
no longer any diploma course in Dairy Technology. The department has
proposed that the holders of these posts be straightway moved up to the
Jr. Dairy Development Service.
We have carefully considered the issue from all relevant
angles. We do not think that it is either feasible or appropriate to
upgrade such posts to the W. B. Jr. Dairy Development Service. We feel
that the difficulty in giving promotion to qualified holders of the posts
mentioned above to the W. B. Jr. Dairy Development Service can be
removed by dispensing with the bar that such personnel must belong to
149
Subordinate Dairy Development Service as provided in the recruitment
rules and we recommend accordingly. The recruitment rules should be
suitably revised or modified by deleting the provision relating to
promotion from the Subordinate Dairy Development Service and
incorporating the relevant posts instead.”
7.63 The association has proposed upgradation of the basic
supervisory posts (scale no. 10) to W. B. Junior D.D.S. as Assistant
Manager and also upgradation of the pay scale of the said Junior Service
to scale no. 15 at par with the pay scale of W. B. Junior A. H. S. to re-
establish the earlier parity in pay and status between the officers of the
two Directorates of Animal Resources and Dairy Development prior to
amalgamation of the Directorates of Animal Resources and Animal
Health.
7.64 As far as it is known, no decision in this behalf has been
taken by the Government as yet on the basis of recommendation of the
Fourth Pay Commission. If it is so, such a failure, we point out, is
unfortunate. However, we strongly re-iterate the recommendation of the
Fourth Commission and expect that this time the matter, which is vital
to the concerned group of officers, would be attended to by the State
Government in the Animal Resource Development Department
expeditiously.
7.65 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume–I, Part–I,
Chapter–8 of our Report and accepted by the Government.
150
CHAPTER – 8
BACKWARD CLASSES WELFARE DEPARTMENT
8.0 This Department is concerned with ensuring welfare and
development of all Backward Classes in West Bengal viz., the SC, the ST
and the OBCs. The main functions of the Department are :- promotion
and implementation of educational schemes for uplift of the Backward
Classes, imparting of training leading to self employment,
implementation of different other schemes for economic betterment of the
members of these classes, strengthening of physical infrastructures and
creation of new community assets in areas dominated by the classes in
question, supervision of issue of backward class certificates and enforce
reservation rules in Government service and in educational institutions,
identification of OBCs, and implementation of various schemes and
projects for attaining social and cultural development of all backward
classes.
8.1 The nomenclature of the Department which was known at one time
as Tribal Welfare Department and thereafter as Scheduled Castes and
Tribes Welfare Department, has again been changed in 1997. It is now
called the Backward Classes Welfare Department.
8.2 The Department functions mainly through its Directorate which
has its functionaries located in all the Districts going down upto Block
level. That apart, there is a research and technical organization, i.e., the
Cultural Research Institute under the administrative control of the
Department. The Institute conducts researches in different problems
faced by the backward classes, holds ethno-cultural studies, prepares
annual Tribal Sub-Plan and Special Component Plan, conducts
evaluation studies on the on-going schemes and projects and performs
similar other functions. The Department also administratively control
151
three government corporations, viz., the West Bengal Tribal Development
Cooperative Corporation, the West Bengal Scheduled Castes and
Scheduled Tribes Development and Finance Corporation and the West
Bengal Backward Classes Development and Finance Corporation.
Finally, the West Bengal Backward Class Commission, which functions
within the administrative ambit of this Department acts as the authority
to recommend which groups of persons are to be classified as Other
Backward Classes in West Bengal.
8.3 The Department controls the Inspectors, who are the lowest level
field functionaries of the BCW Directorate. There are, in all, 461 posts of
Inspectors all borne in the pre-revision scale no. 10. 50% of the posts
are filled up by direct recruitment and the rest 50% are to be filled up by
promotion. Direct recruitment is done on the basis of the results of
Miscellaneous Examination held by the Public Service Commission, and
the minimum educational qualification for the post is graduation. Feeder
posts from which promotion may be effected are: (i) Social Workers
under the administrative Department, having at least a pass in
Madhyamik examination, and (ii) clerical staff of the BCW Directorate
and of the offices subordinate to the Directorate, provided all varieties of
these candidates have at least 5 years’ continuous service under the
Government.
8.4 The Department also controls the Backward Classes Welfare
Officers (or the BCWOs) who are the officers of the immediate higher level
than that of the Inspectors. Way back in 1980, the government created
two separate cadre Services, viz., the West Bengal Scheduled Castes and
Tribes Welfare Service and the West Bengal Junior Scheduled Castes and
Tribes Welfare Service borne in the pay scales of Rs. 425 – 825/- (later
revised to scale no. 15 and of Rs. 400 – 750/- (later revised to scale no.
14 respectively.
152
8.5 In terms of the recruitment rules notified in 1981, posts in the
Junior Service could be filled up either by direct recruitment, or by
promotion, or by transfer, in consultation with the PSC, of Government
officers working elsewhere but in such posts that would be borne in the
same scale as applicable to the Junior Service and having the same
qualification that is applicable to direct recruitees. Those from among
whom promotion could be given included (i) Manager, Training cum
Production Centre, (ii) Head Clerks of the Directorates of the
administrative Department, (iii) Inspectors, and (iv) Sub Divisional
Publicity Officer. The minimum educational qualification for direct
recruitment was a Bachelor’s Degree in Arts, Science or Commerce of a
recognized university.
8.6 The recruitment rules further prescribed that posts in the West
Bengal Scheduled Castes and Tribes Welfare Service could be filled up by
either direct recruitment, or by promotion, or by transfer in consultation
with the P.S.C. of other Government officers holding posts with identical
pay scales and having the minimum educational qualification for direct
recruitment, which was a Second Class Hons. Degree in Arts, Science or
Commerce from any recognized university. As far as promotion was
concerned, the rules laid down that the only feeder Service from which
promotion could be effected was the WB Junior Scheduled Castes and
Tribes Welfare Service provided, however, that not more than 50% of the
posts could be filled up by promotion.
8.7 According to the information supplied by the Department the
sanctioned cadre strength of the WB Junior SC & ST Welfare Service as
determined in 1981 is 9 and that of the WB SC & ST Welfare Service is
15. Currently, there are only 8 officers in the WBSC & ST Welfare
Service and all other posts are vacant.
153
8.8 The Department has submitted four proposals. The first proposal
is that one third of the posts of Inspectors should be converted to Grade I
posts which should be awarded pre-revision scale no. 12. We have
considered the proposal and we agree with the reason furnished by the
Department for mooting this proposal. The Inspectors are virtually
without any promotion prospect as of now. When one recalls that there
are as many as 461 Inspectors and only 9 posts in the WB Jr. SC & ST
Welfare Service which as per extant recruitment rules may be filled up by
selection or by promotion or by transfer and further that there are other
feeder services / posts apart from the Inspectors when promotion is to be
effected one realizes how difficult it is – almost hopelessly so – for an
Inspector to get a promotion to the W.B. Junior SC and ST Welfare
Service. We, therefore, recommend conversion of one third of 461 posts
of Inspectors, i.e., 154 posts into Grade I posts and we also recommend
pre-revision scale no. 12 for the latter.
8.9 The second proposal of the Department is that the post of
Inspectors should be declared to be the feeder post of Backward Classes
Welfare Officers and 50% of the posts in the latter should be filled up by
promotion from the Inspectors. The Department, incidentally has stated
that the SC and ST Welfare Officers have later been renamed as
Backward Classes Welfare Officers, but has not submitted any copy of
any notification whereby the renaming has allegedly taken place.
Assuming, however, that this has indeed been done, one should still find
a Backward Classes Junior Welfare Service and a Backward Classes
Welfare Service, the former having a cadre strength of 9 and the latter
with a cadre strength of 15.
8.10 In this background the Departmental proposal, even if granted, will
not improve the lot of Inspectors significantly. 50% of the total of 9 posts
is 4.5, say 5 posts. Even if the combined strength of the Backward
Classes Junior Welfare Service and the Backward Classes Welfare
154
Service is taken into consideration, 50% of the total strength of 24 comes
only to 12. In the best possible scenario, 154 Grade I Inspectors will
compete with each other for either 5 or 12 promotion posts, and
therefore the majority of the Grade I Inspectors will simply not make it.
We find that this part of the Departmental proposal is not of much
practical use.
8.11 The next proposal of the Department is for merger of the Junior
Service with the State Service and awarding pre-revision scale no. 15 to
the merged Service. This proposal again is without much practical
significance except that if the merger is effected, the total number of
posts in the merged Service will slightly increase. We suggest that the
Department first undertakes a careful review of its cadres keeping in
mind the quantity as well as the quality of the workload the Department
will be required to carry in the foreseeable future, and prepares a blue
print of management of its cadres on the basis of the cadre review.
8.12 The last proposal for earmarking 40% of the posts of District
Welfare Officers / Assistant District Welfare Officers as promotional
posts for the Backward Classes Welfare Officers should, in our
considered opinion, await the result of the cadre review discussed above.
8.13 The rest of the recommendations / proposals have come from the
Director of the Cultural Research Institute. The latter has mooted one
set of proposals in early November and another set in late December of
2008, the second one being a revised version of the first. For the
purpose of our discussion, therefore, we should go by the contents of the
revised version of the proposals. In the revised version, there is no
proposal for creation of any new post, and all the proposals are for
upgradation of scales of different employees of the Institute including the
Director himself. The following is an analysis of the proposals and
suggested decisions on the same.
155
8.13.1 The first proposal is for upgrading the pre-revision scale of
the Director from scale no. 18 to scale no. 20 on the ground that the
latter scale has been awarded to the Director of Archaeology,
Government of West Bengal. The work responsibilities of the Director
Archaeology are not comparable with those of the Director CRI. Besides,
having regard to the minimum educational qualification for direct
recruitment to the post, we are of considered opinion that pre-revision
scale no. 18 is just and proper for the post.
8.13.2 The pre-revision pay scale no. 16 in which the Deputy
Director of CRI draws his pay has been proposed to be enhanced to pre-
revision scale no. 18. Two grounds have been given. In the first place,
the Deputy Director, who is the second in command, has to perform all
the duties of the Director when the latter is absent. Secondly, sometimes
the Deputy Director is selected by different universities for acting as
Ph.D examiners. None of the work responsibilities which are occasional
in nature call for any upward revision of the pay scale in which the post
of Deputy Director is borne.
8.13.3 The proposal is for upward revision of the pay scale of the
Cultural Research Officers from scale no. 12 to scale no. 16. The reason
for asking for the upgradation is that almost all the CROs in the past had
high academic eminence in the shape of Ph. D and a few of them left the
CRI to emerge later as high officials of the Government of India. The
essential qualifications for direct recruitment to the post however are :- a
second class Masters’ Degree in Anthropology / Sociology / Economics
and a few other specified subjects, three years’ research experience and
knowledge and experience in proof-reading, editing for publishing
journals, bulletins etc.
156
8.13.4 Having regard to the high educational qualification required
for direct recruitment to the post as also to the fact the candidates are
also required to possess at least 3 years’ experience in research and
proficiency in several skills, we recommend pre-revision scale no. 14 for
the CROs.
8.13.5 The pre-revision pay scale of the Research Investigators of
no. 10 has been proposed to be upgraded to pre-revision scale no. 15.
The pay scale of the Statistical assistant has also been proposed to be
enhanced from pre-revision scale no. 9 to pre-revision scale no. 15. Both
upgradations have been proposed on the ground that the Research
Investigators and the Statistical Assistants are “…..officials working in
the field collecting specialized technical data and all other relevant
information” and they “….are required to be people with quality.” Work
responsibilities involved in these two posts have already been duly taken
into consideration at the time when the respective pay scales were fixed.
Work responsibilities have not since been changed. Further, there has
been no complaint from any quarters that the present incumbents to
these posts are not “people with quality”. There is, therefore, no ground
for upgrading these concerned pay scales.
8.13.6 The pay scales of Librarians has been dealt with in the
chapter in which certain common categories of non technical posts have
been discussed.
8.13.7 It has been proposed that the pay scale of the Museum
Caretaker be upgraded form pre-revision scale no. 9 to pre-revision scale
no. 16. The reason for mooting this proposal is that CRI has already
moved the administrative Department for redesignating the post as
Museum Curator and enhancing the pay scale to pre-revision scale no.
16. It is not possible to agree to such a proposal which it appears – is
still a subject matter of an internal exercise within the Department.
157
8.13.8 (vii), (viii), (ix) and (x) are proposals for upgradation of pay
scales of the post of Artist-cum-Photographer (from pre-revision scale no.
9 to pre-revision scale no. 14), the post of Movie Cameraman (from pre-
revision scale no. 10 to pre-revision scale no. 14), the post of Assistant
Computor (from pre-revision scale no. 6 to pre-revision scale no. 14), and
the post of Technical Assistant (from pre-revision scale no. 7 to pre-
revision scale no. 15). All of them are without any sort of justification
and therefore are not accepted.
8.14 In respect of all other posts under the department we recommend
fixation of pay in corresponding Pay Band plus Grade Pay in the existing
scale of pay as recommended by us in Volume-I, Part-I, Chapter-8 of our
Report and accepted by the Government.
158
CHAPTER – 9
BIO-TECHNOLOGY DEPARTMENT
9.0 The Department of Bio-Technology has been created in the
year 2006.
9.1 The functions of the Department consist of (1) Formulation
and implementation of the State Bio-Technology Policy (2) Formulation
of plans for the State as a whole involving various sectors of Bio-
Technology (3) Co-ordination for work of different Departments, as also
Universities, Central Institutes, Research Laboratories and Industries
regarding development and application of Bio-Technology (4) All matters
in connection with or relating to the constitution and functioning of the
West Bengal State Council of Bio-Technology.
9.2 In respect of all posts under the Department, we recommend
fixation of pay in the corresponding Pay Band plus Grade Pay in the
existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
159
CHAPTER – 10
CIVIL DEFENCE DEPARTMENT
10.0 The Civil Defence Organization was established in 1962 under
the Defence of India Rules and is governed by the Civil Defence Act which
was passed in 1968. The principal activities of the Department relate to
West Bengal National Volunteer Force, Home Guard Organization, Civil
Defence, NCC, Training of Home Guard at Central Training Institute, Itahar
and training of Civil Defence Volunteers at various district headquarters
and also at Civil Defence Training Institute in Tollygunge, Kolkata. We have
dealt with the National Volunteer Force and Home Guard Organization in a
separate chapter.
10.1 There is a post of Director of Civil Defence, but it does not
operate as a Directorate. NCC Directorate is partially under the Civil
Defence Department, as salary etc. of Military Officers are paid directly by
the Ministry of Defence, Government of India. The Home Guard
Organization of Civil Defence Department is headed by an IPS Officer of the
rank of Director General called as Commandant General. Under him is also
the Border Wing Home Guard Battalion which functions under a
Commandant. In Kolkata, there is a Controller of Civil Defence which is
headed by an IPS Officer of the rank of Deputy Inspector General. He looks
after the work of Commandant, Water Wing, Civil Defence. The West Bengal
National Volunteer Force have their headquarters in Kalyani and is headed
by a State Commandant who is of the rank of Superintendent of Police.
10.2 According to Civil Defence Act of 1998, “Civil Defence” includes
any measure, not amounting to actual combat, for affording Protection to
any person, property, place or thing in India or any part thereof against any
hostile attack. The work is done by Staff Officer- Instructor in the
160
implementation of Civil Defence measures at the basic and primary level.
They are required to undergo Civil Defence Instructors course, one from
State Level Institute and the other from National Level Institute. There are a
total number of 254 Staff Officer – Instructors who are on unrevised pay
scale no 9. Their recruitment qualifications are graduate from a recognized
university with state and national level training in Civil Defence Instructors
course. They work under the district and sub-divisional authority. Their
Association have represented for upgradation of their pay scale. We have
examined this proposal and are of the considered view that keeping the
recruitment qualifications and job requirements in mind, we recommend
pay scale no 10 for Staff-Officer- Instructor.
10.3 Senior Staff Officer Instructor is on unrevised pay scale no.14.
It is a fully promotional post for Staff Officer-Instructor. Their job
requirement is almost the same as Staff Officer – Instructor. We do not
recommend any change in their pay scale. There are five posts of
Commandants on pay scale no.16. A Commandant heads State Level
Institutions of Civil Defence and is accountable to the Deputy Secretary of
the Department. Though upgradation of their pay scale has been
demanded, we find no justification for upgradation. They may draw pay in
the revised pay scale with corresponding Grade Pay and Band Pay.
10.4 In view of poor promotion opportunities, the Association has
suggested reallocation of 386 posts among Commandants, Senior SOI and
SOI, with as many as 82 posts of Commandants, 127 posts of Senior SOI
and 177 posts of SOI. It is our considered view that in the absence of
functional requirements, we feel it is not prudent to create posts enmasse,
merely to accelerate promotion. We therefore reject this proposal. We would
however recommend to the Government to explore the functional aspects
and where necessary create some posts of Commandants and Senior Staff
161
Officer-Instructor so that promotional avenue of Senior SOI and SOI open
up to some extent.
10.5 The Civil Defence Training Institute which was set up in 1962
have post of Demonstrator (Grade-II) on unrevised pay scale no.5,
Demonstrator (Grade-I) on unrevised pay scale no.6 and Leader
Demonstrator with no scale benefit. Demonstrator Grade-I and Leader
Demonstrator are promotional posts. Their educational qualification is
Madhyamik pass. It has been represented to us that the workload of
Demonstrator have increased manifold over the years with Central
Government giving so much emphasis on Disaster Management, Rescue
and Relief Operation, emphasis on Civil Defence training and yet no such
training courses can be conducted without the service of Demonstrators.
The Commandant, Civil Defence Training Institute has suggested
upgradation of pay scale of Demonstrators. We have examined the proposal
carefully and found some justification in the suggestion. In our considered
view, the job requirement of Demonstrators merits upgradation of their pay
scale. We therefore recommend pay scale no. 6 for Demonstrator Grade-II,
pay scale no. 7 for Demonstrator Grade-I and for Leader Demonstrator we
recommend pay scale no. 7 with 2 higher initial at 3rd stage.
10.6 The Border Wing Guards Battalion was raised vide G.O. No.
1298-HCD/HG-2/77 dated 21.05.1977 of Home (Civil Defence) Department.
The posts of Platoon Havildars, Naiks and Lance Naiks and Guardsmen
which were earlier part-time posts were converted to full time regular staff
of Border Wing Home Guard Battalion in compliance to the order of the
Hon’ble Supreme Court. It has been represented to us that the scale of pay
of Platoon Havildar of BWHG Battalion should be equated to that of the pay
scale of Armed ASI / ASI of Police on the ground that posts of Head
Constable / Havildar of West Bengal Police were converted to the post of ASI
vide G.O.No.,521-PL dated 31.01.2005 of Home (Police) Department and the
Quarter Master Havildar / Platoon Havildar of BWHG were equivalent to the
post of Constable / Havildar prior to such conversion.
162
10.7 We have examined this demand and found no justification in
equating the pay scale of the Platoon Havildar of BWHG Battalion with that
of the Armed ASI / ASI of West Bengal Police as the job content as well as
duties and responsibilities of Platoon Havildar and Armed ASI / ASI of
Police are not the same. Hence we reject this demand.
West Bengal National Volunteer Force
10.8 The West Bengal National Volunteer Force (WBNVF) came into
existence following the enactment of WBNVF Act,1949. It was initially under
the Home (Defence) Department but from August 2004, it came under the
Civil Defence Department.
10.9 This Force was primarily raised to impart military type training
to the unemployed young men particularly from rural areas of the State,
with the aim of building up a reserve force which at times of need can be
called upon to assist the civil authorities for the maintenance of peace and
order and also tackling emergencies like natural disasters, fire management
control etc.
10.10 The WBNVF organization comprises of the following personnel:-
(a) Regular permanent employees like other government employees and (b)
Volunteer Force.
10.11 The Volunteer Force do not fall within the purview of this
Commission as they are not considered Government employees. We shall
therefore deal exclusively with the regular government employees of
WBNVF.
10.12 The headquarters of WBNVF Directorate is located at Kalyani in
Nadia district. It is headed by a State Commandant which is a IPS cadre
163
post, of the rank of Superintendent of Police. Since the WBNVF is a
regimented force, even their civilian employees have been given designations
akin to the military vide G.O. No. 2280-HD/1E-52/59 dated 22.12.1961,
like Assistant Company Commander (Head Assistant), Assistant Company
Commander (Head Clerk) etc.
10.13 WBNVF have 4 training centres located at Kalyani, Halisahar,
Coochbehar and Kurseong. They also have 2 battalions, known as
Bishwakarma Battalions, one is stationed at Durgapur and the other at
Kalyani. The NVF personnel manning the Biswakarma Battalions are known
as Agragami. There are also 18 District Battalions with offices in each
district in charge of Company Commander / District Commandant.
10.14 The Section Commander (General Duty and Training) is
presently on pre-revision scale no 4. Their recruitment procedure is 20
percent through direct recruitment and 80 percent through promotion from
lower feeder posts of Camp Guard, Armoury Guard and Agragami. The
minimum educational qualification for direct recruits is School Final Pass
and mandatory knowledge of Arms Drill, Field Craft etc. The promotion post
of Section Commander (General Duty & Training) is Platoon Commander
(General Duty and Training) who is on pre-revision scale no. 6.
10.15 The WBNVF employees Association have demanded
amalgamation of the post of Section Commander (General Duty & Training)
with the post of Platoon Commander (General Duty & Training) on the
ground that the duties of Platoon Commander and Section Commander are
more or less identical and similar to that of an ASI of Police. They have also
demanded upgradation of pay of Section Commander from scale no. 4 to
scale no. 6.
10.16 We have considered the duties and responsibilities of the
Section Commander (General Duty & Training) and their educational
164
qualification and recommend that their pay scale be upgraded from scale
no. 4 to pre-revision scale no. 6. We also recommend that in the
recruitment procedure to the post of Section Commander, the ratio between
direct recruits and promotees should be changed in such a manner that
30% appointment be made through direct recruitment and 70% through
promotion from Camp /Armoury Guards and Agragami. We do not agree to
the proposed merger of the posts of Section Commander and Platoon
Commander.
10.17 Platoon Commander (General Duty & Training) is on pre-
revision scale no 6. His recruitment qualifications are School Final passed
with mandatory knowledge of Arms Drill, Field Craft etc. The duties of the
Platoon Commander (General Duty & Training) include supervision and
control of force movement, escort of cash /arms, assist the Assistant
Company Commander (General Duty & Training) in training activities and
force management etc. The present ratio of recruitment to the post of
Platoon Commander (General Duty & Training) is 20% through direct
recruitment and 80% through promotion of eligible Section Commanders
(General Duty & Training). It has been represented to us to upgrade the pay
scale of the Platoon Commander and make it at par with the pay scale of
ASI of Police as their duties and responsibilities are the same.
10.18 We have considered all the relevant factors and are of the
considered opinion that the duties of ASI of Police and Platoon Commander
of WBNVF are vastly different. Hence granting the latter an upgradation of
pay equal to that of the ASI of Police, is to our mind, not justified. However,
considering the duties and responsibilities of the Platoon Commanders
(General Duty & Training) which is a supervisory post, there is a case for
granting them a higher financial benefit. We accordingly recommend pre-
revision scale no. 6 for them with a Special Allowance of Rs. 200/-per
month.
165
10.19 We would also like to recommend that the ratio of recruitment
between direct recruits and promotees should be 30% for direct recruits
and 70% for promotees. This will help induction of young talents to the
Force and ensure better and effective supervision.
10.20 The Assistant Company Commander (General Duty & Training)
is presently on pre-revision scale no. 9. His duties and responsibilities
include supervision of Instructors and WBNVF trainees at the Training
Centre/ unit, escort duties of government property and cash mobilization of
NVF personnel in District Battalions in aid of police and civil authorities etc.
10.21 The recruitment qualification of Assistant Company
Commander (General Duty & Training) is Higher Secondary passed. The
recruitment ratio is 20% for direct recruits and 80% for promotees, the
feeder post being Platoon Commander (General Duty & Training). WBNVF
Association have demanded pay parity with Sub Inspectors of Police on the
ground that they wear the same badges of rank on their uniform and their
duties and responsibilities are similar.
10.22 We are of the opinion that the Sub Inspector of Police does
more arduous work and has higher responsibilities than an Assistant
Company Commander. Besides, the entry level educational qualification of
a Sub Inspector of Police is higher than that of an Assistant Company
Commander. Hence the demand for parity of pay between these two posts,
is to our mind, not justified. We are therefore not recommending any
change of pay scale for the Assistant Company Commanders. They may
draw corresponding Band Pay and Grade Pay in the existing scale.
10.23 We would also recommend that the present ratio of recruitment
between direct recruits and through promotion of 20% and 80% respectively
need to be changed. In our considered view, this ratio should be made 30%
through direct recruitment and 70% through promotion of eligible Platoon
166
Commanders. We feel such a step would help bring in a larger pool of fresh
young men to this responsible post of Assistant Company Commanders.
10.24 Assistant Company Commanders (clerical) are on pre-revision
pay scale no. 9. Their cadres include AQM /Accountant / Steno /Force
Assistant. It is a 100% promotional post for eligible Platoon Commanders
(clerical). It has been represented to us that the pay scale of Assistant
Company Commander (Clerical) should be upgraded in view of his duties
and responsibilities and also the fact that this post has always been
regarded as equal to Sub Inspector of Police. The duties and responsibilities
of the Assistant Company Commander (Clerical) include dealing in
Accounts and Cash, disbursement of pay, matters of land / buildings /
training equipment / infrastructure and development projects in units
/District Battalions / Directorate etc.
10.25 It is our considered view that the duties and responsibilities of
a Sub Inspector of Police are vastly different from that of an Assistant
Company Commander (Clerical) Taking all relevant factors into
consideration the demand for pay upgradation does not seem to be justified.
We are therefore not inclined to recommend upgradation of the pay scale of
the Assistant Company Commander. They may draw pay in the existing
scale with corresponding Band Pay and Grade Pay.
10.26 At the same time, the Commission feels that there should be
some scope for freshers to join the cadre of Assistant Company Commander
(Clerical) which, to our mind, would improve the efficiency and effectiveness
of this post. It is therefore our considered view that 25% of vacancies in the
post of Assistant Company Commander (Clerical) be filled up through direct
recruitment and 75% through promotion of eligible Platoon Commanders
(Clerical).
167
10.27 Camp Guard /Armoury Guard are both presently on pre-
revision pay scale no. 3 vide G.O. No. 5740-F dated 14.08.2008 and G.O.
No. 7282-F dated 15.09.2008 respectively. They perform internal security
duties like guarding duties, escort duties as well as law and order duties.
Their entry level qualification is Class-VIII passed. Their recruitment ratio is
20% for direct recruits and 80% for promotees, namely, eligible Agragami.
It has been represented to us that Camp Guards / Armoury Guards pay
scale should be upgraded and made at par with Police Constables, as the
duties and responsibilities of these posts are similar to that of the Police
Constable.
10.28 We feel that the comparison with Police Constable is untenable.
Nevertheless there is a case for granting some additional financial benefit to
the Camp Guard and Armoury Guard as their feeder post, namely
Agragami, is also on the same pay scale. We therefore recommend that the
Camp Guard / Armoury Guard remain on pay scale no. 3 with higher initial
at the 3rd stage.
10.29 We also recommend filling up the post of Camp Guard/Armory
Guard through 100% promotion.
10.30 There are at present 1440 sanctioned posts of Agragami. They
are presently on pre-revision pay scale no. 3 which was upgraded from scale
no. 2 in 2008. Their entry level qualification is Class-VI. They are posted to
the two Battalions namely, Ist and 2nd Bishwakarma Battalions of WBNVF
after undergoing 3 month basic training. They are provided with Raton
Allowance, one month’s Compensatory pay as well as DA, MA, HRA. They
are recruited directly through the employment exchanges from among
trained WBNVF volunteers or Ex-Service men. Their promotion post is
Camp Guard / Armoury Guard /Section Commander. They are posted to
various law and order camps and assist the West Bengal Police and Kolkata
Police in maintaining the peace.
168
10.31 It has been represented to us that an Agragami and Police
Constable perform similar duties and the pay of Agragami should be
upgraded and made at par with Police Constable. Another suggestion made
by their Association is recruitment of female Agragami as female candidates
are being enrolled for recruitment as Volunteers.
10.32 We have no objection if female candidates are recruited as
Agragami from among female volunteers. We feel that the entry level
educational qualification of Class-VI for Agragami is too low in today’s
context. The training period of three months is also inadequate. We
recommend that at entry level the minimum educational qualification
should be Class-VIII passed and adequate training be given to them after
their induction. Government may consider framing new recruitment rules
accordingly and awarding some higher financial benefits to the new
Agragami recruits.
10.33 We feel that the comparison between the duties of an Agragami
with that of a Police Constable is not justified and hence we do not
recommend any further upgradation of the pay scale of Agragami. They may
draw pay in the existing scale with corresponding Band Pay and Grade Pay.
NVF and Home Guard Volunteers
10.34 It has been demanded that the services of the Home Guards
and the volunteer members of the National Volunteer Force should be
regularized by way of absorption in Group-D posts of the State Government
establishments. The argument goes that even though they are enrolled as
an auxiliary force, they now perform typical law and orders and traffic
duties that are normally given to Police constables. They therefore are now
a part and parcel of the regular Police force. Since most of them have been
169
working in that way for a long time and have proved their worth, they
should be absorbed in Group-D posts.
10.35 We have considered these arguments carefully. Both the
members of the Home Guard and the NVF in question are enrolled as
volunteers instead of being appointed against specific posts. Legally
therefore they cannot be said to be holding civil posts. This position holds
irrespective of the apparent similarities between the welfare measures that
have been extended to them by the State Government from time to time,
and the benefits of various rules / regulations that are applicable to those
who are appointed as employees in the State Government. We, however,
leave the matter to the Government for taking an appropriate decision.
10.36 Some of the welfare measures, we however find, may be
upgraded. One such welfare measure is maternity leave for female
volunteers / officers of the Home Guard. Currently, they may be given
maternity leave for a maximum period of 135 days on payment of full duty
allowance as admissible. We have already recommended elsewhere that the
maximum period of this leave should be 180 days for female State
Government employees. We recommend the same for the female Home
Guards / female Volunteers of the State NVF.
10.37 We also find that the State Government has been supplying
uniforms (in kind) to them at the rate of one single set for every two years in
terms of Government orders dated 05.03.2008 for Home Guards and dated
15.9.2008 for NVF personnel. The same orders have also put a ceiling to
the cost of such a uniform set, the cost ceiling being Rs. 270.50. Since the
concerned order was issued nearly two years ago and the costs involved
might well have increased meanwhile, there may be a need to update the
costs in question. Due to paucity of time the Commission could not
ascertain whether the costs in question have increased and if so, by how
much. We therefore are obliged to leave the matter to the State Government
170
in Civil Defence Department with the recommendation that the cost ceiling
may be raised appropriately.
10.38 Quite a few of the other welfare measures, i.e., exgratia on
demobilization compensation for death in harness while on actual duty,
daily rate of duty allowance, ad hoc bonus etc. have been introduced rather
recently, i.e., in course of 2008 and 2009 only. We do not find these welfare
measures to be upgraded for the present. We are however sure that the
State Government will do the needful as and when upgradation will be
required.
10.39 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
171
CHAPTER – 11
COMMERCE & INDUSTRIES DEPARTMENT
11.0 This Department is responsible for promotion and regulation
of industry, trade and commerce in the State, excepting those that are
being dealt with by the Department of Micro and Small Scale Enterprises
and Textiles, the Department of Public Enterprises and the Department
of Industrial Reconstruction. This Department has two Directorates and
two offices under its administrative control. The Directorates are the
Directorate of Industries and the Directorate of Mines and Minerals while
the offices in question are the West Bengal Government Press and
Stationery office and the Office of the Registrar of Firms, Societies and
Non Trading Corporations.
11.1 The Directorate of Industries supports the State’s
industrialization efforts through assistance in formulation of policies,
technical guidance, implementation of incentive schemes, registration of
new units, development of new project ideas, promotion of infrastructure
schemes, promotion of exports, facilitation of FDI/NRI projects, updating
of statistics on investment, industries and trade, and assistance in
implementation of the relevant laws and rules etc.
11.2 The Directorate of Mines and Minerals is divided into two
branches, i.e., one branch dealing with mining estates at Asansol and
the other with geological prospecting in Purulia. This Directorate has
been given the responsibility of achieving the State Mineral Policy of
2001 and has also been put in charge of mineral administration in the
entire State.
11.3 The West Bengal Government Press and Stationery Office is
to run and control 5 printing units of the State Government, viz.,
172
W.B.G.Press at Alipore, W.B.G.Press at Kadapara, Raj Bhavan Press,
W.B.G.Press at Darjeeling and W.B.G.Press at Cooch Behar.
11.4 Office of the Registrar of Firms, Societies and Non Trading
Corporations administers the following three Acts, i.e., Indian
Partnership Act of 1932, the West Bengal Society Registration Act of
1961 and the West Bengal Non Trading Corporations Act of 1965.
Besides, Commerce and Industries Department has, under its
administrative control seven Government Companies / Corporations.
They are :- West Bengal Industrial Development Corporation Ltd, West
Bengal Industrial Infrastructure Development Corporation, Bengal
Pharmaceutical and Phytochemical Development Corporation Ltd, West
Bengal Tea Development Corporation Ltd, West Bengal Mineral
Development & Trading Corporation Ltd, the Greater Calcutta Gas
Supply Corporation Ltd. and the Infusion ( India) Ltd.
11.5 The Directorate of Industries has mooted a number of
proposals for scale upgradation and other interventions from the Pay
Commission.
11.6 The first proposal is in two parts. In the first part, the
proposal is for upgradation of the pay scale of the post of the Personal
Assistant to the Director from the pre-revision scale no 13 to pre-revision
scale no14. The other part of the proposal is for creation of a new post to
be called Administrative Officer in the pre-revision pay scale no. 15, and
to make this new post a promotion post for the P.A. to the Director. As
per the current recruitment rules, the post of Personal Assistant is to be
filled up either by direct recruitment or by promotion from among the
Head Assistant (s). The arguments in favour of these proposals are that
there is only one promotion post for the Head Assistants (whose number
will allegedly increase from 1 to 4 shortly) and that there is no promotion
prospect for the holder of the post of P.A.
173
11.7 In the Chapter on Common Category Posts while deliberating
on the promotion prospects of the employees of the Directorates and the
Regional offices we have suggested upgradation of pay scale of non-
stenographer PA to Director to pre-revised scale no. 14. This part of the
proposal, therefore, stands disposed of in terms of the said
recommendation. We may additionally recommend here that this post of
PA may be filled only through promotion.
11.8 The second part of the first proposal, namely, creation of a
new post of Administrative Officer has not been justified by facts and
figures. The Commission holds that it is not appropriate that new posts
be created with the sole object of providing promotional avenues for
existing incumbents in relatively lower posts. It may be recalled that with
a view to deal with precisely such problems that the State Government
has introduced CAS which later has been expanded in Modified CAS.
There is therefore no reason to agree to this part of the first proposal.
11.9 The next proposal of upgradation concerns Industrial
Investigators, who are currently in pre-revision sale no 10. It has been
argued that way back in 1970’s the Industrial Investigators, were, pay
scale –wise, at par with holders of similar posts in other Departments /
Directorates; but later, the ROPA 1981 and the ROPA 1990 put the
Industrial Investigators a few notches below other Investigators viz.,
Inspector Organizer ( Sericulture), Inspector ( Textiles), Investigators
( Department of Closed and Sick Industries), Inspector of Drugs etc. This
has been- described as anomaly and removal of the alleged anomaly
has been urged.
11.10 The Assistant Industrial Intelligence Officer of the
Directorate of Industries (currently in the pre-revision scale no 10), it has
174
been proposed, should also be put in the pre-revision scale no 12. No
justification for this proposed upgradation has been given.
11.11 We have carefully considered the proposals contained in
paragraphs 11.9 and 11.10 above but have not found any merit in the
same. The duties and the job responsibilities of the Inspectors and the
Investigators of other Departments and Directorates, with whose pay
scales comparisons have been made, are quite different from those of the
Investigators in the Directorate of Industries. We therefore do not accept
the proposals.
11.12 We also do not find any justification for causing upward
revision in the pre-revision pay scale no 12 being enjoyed by the
Industrial Intelligence Officer (which is a promotion post for the
Industrial Investigators).
11.13 Two other proposals of the Director of Industries are (a) to
upgrade the post of General Assistant (now in pre-revision scale no 6) to
that of Upper Division Assistant and (b) to create a post of one Lower
Division Assistant in place of the post of store-keeper (who is also In pre-
revision sale no 6), both in the Industrial Research Laboratory. The
proposals boil down to creation of two new posts by surrendering two
existing posts. These are routine matters involving rearrangements of
posts which the Department should take care of, if justified, by following
the usual procedures and subject to maintenance of 1:1 ratio on the total
number of posts in the levels of UDA and LDA.
11.14 The Director of Industries has also suggested that the pay
scale of the Supervisor (Ink and Adhesive Section) of the Industrial
Research Laboratory should be so revised upward that the enhanced pay
scale in the post of Supervisor becomes identical with the pay scale in
the post of Assistant Chemist in the same laboratory. Currently the pre-
175
revision pay scale of the Supervisor is no. 9 while that of the Assistant
Chemist is no. 10. The grounds for this recommendation is that these
two posts enjoyed the same pay scale before the 2nd Pay Commission and
further, that the minimum educational qualification for both the posts
for direct entry is identical.
11.15 We do not accept these arguments. The fact that these two
posts were in the same pay scale in a distant past does not necessarily
imply that this relativity needs to be restored. Also, identical minimum
educational qualification in two posts may not lead to an identical pay
scale. A lot should depend upon the work responsibilities of these posts.
In this case, having regard to the duties and responsibilities to be borne
by the holders of these posts, there does not appear to be any reason to
differ from the decisions arrived at in this behalf by the past Pay
Commissions (starting from the 2nd Pay Commission). We therefore do
not entertain the proposal for scale upgradation.
11.16 There are a number of suggestions from the Controller of
Printing and Stationery in respect of upgradation and other related
matters.
11.17 It has been demanded that the pre-revision pay scale of the
post of Superintendent of Stationery, which is scale no. 17, be upgraded
to pre-revision scale no. 18, because the latter scale is enjoyed by the
Superintendent of Printing WBG Press, Alipore and the recruitment rules
of both are of similar nature. It has also been asserted that the previous
Pay Commissions recommended identical pay scale for both the
Superintendents.
11.18 The 4th Pay Commission indeed had recommended scale no.
17 for both the Superintendents, but it allowed the then Superintendent
of Printing at W.B.G. Press Alipore to retain scale no. 18 as personal to
176
him. There is therefore no mystery behind the latter drawing his pay in
scale no. 18 while the Superintendent of Stationery being put in scale no.
17. There is however no two opinion about the placement of the latter in
scale no. 17. In consideration of the job responsibilities of the
Superintendent of Stationery, we too agree that it is correct that he
should be in pre-revision scale no. 17.
11.19 The next proposal coming from the Office of the Controller of
Printing and Stationery is that the recruitment rules for the Assistant
Superintendent (General) and the Assistant Superintendent (Inspection)
should be so altered as to exclude direct recruitment as one of the
alternative ways to fill up vacancies in these posts. It has been argued
that if the posts are made only promotion posts, it will act as a morale
booster to the employees of relevant lower posts.
11.20 We do not find anything wrong if both the alternatives find
place in the concerned rules of recruitment.
11.21 There are two posts under the nomenclature of Examiner of
Stationery borne in the pre-revision scale no. 9 which is common to the
U.D.Cs. It has been proposed that a suitable higher scale be granted to
the holders of this post because the work responsibilities involve working
as Chemists. It is found that the job responsibilities of these posts do
include quality control of papers and stationery by means of conducting
chemical tests. Further, the essential qualifications for direct
recruitment (i.e., either B.Sc. with Hons. In Chemistry, or B.Sc. with at
least 60% marks in Chemistry which must be one of the subjects and at
least 3 years’ experience in testing of paper, ink and other stationery
articles in any chemical laboratory, and thorough knowledge of Bengali)
are higher than those required of any U.D.C. In consideration of these
factors, we recommend pre-revision scale no. 10 for the post of Examiner
of Stationery.
177
11.22 It has been proposed that the pre-revision pay scales of
Accountant and Storekeeper (scale no. 9) should be upgraded suitably or
in the alternative, some special pay should be given to the holders of
these two posts. The problem, according to the office of the Controller of
Printing and Stationery is that no U.D.C. who also are borne in pre-
revision scale no. 9 and who are to fill up the vacancies in these two
posts, is willing to work as Accountant or as Storekeeper.
11.23 It is, however, found that the duties and the job
responsibilities in the aforesaid posts do not justify either any higher pay
scale or any special pay. We, therefore, do not accept any of these
proposals. It is further not correct that only U.D.Cs. can fill up
vacancies in these posts. The information furnished by the same office
indicates that the post of Accountant can be filled up by either an U.D.C.
or a Cashier, or a Despatch and Delivery Clerk, or an Assistant Store
Keeper (all in scale no. 9). Similarly the post of Storekeeper can be filled
up either by an U.D.C., or a Cashier, or an Assistant Storekeeper or a
Despatch and Delivery Clerk (all in scale no. 9). Obviously therefore the
concerned authorities are free to fill up vacancies in the posts of
Accountant and Store Keeper by transfer of any one from among the
aforesaid employees, i.e., there is no need to depend on the UDCs only
for filling up vacancies in these posts.
11.24 Finally, it has been pleaded that a Typist whose service has
been used by the Superintendent of Stationery as the latter’s
Confidential Assistant should be given some special pay.
11.25 We are afraid we do not find any merit in the proposal.
11.26 A large number of points have been raised from the end of
various Government Presses. They are being dealt with below.
178
11.27 It has been stated that 5 posts of Lino Operators, 2 posts of
Mono Key Board Operators and 1 post of Varitype Operator Grade-I in
WBG Press Alipore have been converted into posts of DTP operators, but
the pay scales of those posts have not been changed. It has been
demanded that a separate pay scale for the DTP operators should be
awarded. It is found that 5 posts of Linotype operators, 3 posts of Mono
Key Board Operators and 1 post of Varitype Operator Grade-I have
actually been converted into posts of DTP Operators having the same
scale of pay ( pre-revision scale no 9) and same set of allowances that
were attached to the original posts.
11.28 We do not consider it appropriate to recommend a higher
scale of pay for the post of DTP Operator in terms of the qualifications
necessary for appointment in the said post as also the work
responsibilities attached to it.
11.29 It has been alleged by an association that in many cases in
the WBG Press Alipore, the feeder posts and the promotion posts are
borne in an identical pay scale, and it has been pleaded that separate
pay scales be granted to the promotion posts. The following cases have
been identified :- (a) Assistant Lino Section Holder and Linotype Operator
both in scale no.9; (b) Assistant Mono Section Holder and Monotype
Operator, both in scale no. 9 (This obtains in Kadapara WBG Press also),
(c) Machine Foreman and Additional Machine Foreman, both in scale no.
10, (d) Binding Foreman and Additional Binding Foreman, both in scale
no. 10, (e) Press Room Register Keeper and Printing Machine Operator
both in scale no. 6, (f) Reader Selection Grade and Reader Grade-I both
in scale no. 10 ( this obtains in Kadapara Press also), (g) Reader Grade-II
and Reviser both in scale no. 9 ( this obtains in Kadapara Press also), (h)
Head Caster and Mechanic Monocasting both in scale no. 10, (i)
Compositor and Distributor, both in scale no. 6 (this obtains also in
179
Cooch Behar and Darjeeling Presses), (j) Printing Machine Operator and
Assistant Printing Machine Operator both in scale no 6, ( this obtains
also in Cooch Behar and Darjeeling Presses) (k) Machineman and
Machine Inkman- both in scale no. 6, (l) Assistant Lino Mechanic and
Lino Operator, both in scaled no. 9 (this obtains at Kadapara Press
alone), (m) Forme Carrier /Forme Washer on the one hand and Fly Boy
Grade-I and Shramik / Mono Shramik Grade-I on the other, both groups
in scale no. 2, (n) Head Clerk–cum-Accountant and Cashier-cum-
Storekeeper, both in scale no. 9 ( in Cooch Behar Press only), (o) Reader
Grade-I and Reader Grade-II, both in scale no.9 ( in Cooch Behar Press
only). This anomaly appears to have been caused by abolition of special
pay which, at one point of time used to distinguish higher posts and
differentiate between the promotion posts and the latters’ feeder posts.
11.30 The authorities of the WBG Press at Alipore have however
clarified later that the post of Compositor is no longer a promotion post
for the Distributor. Similarly, the post of Printing Machine Operator is
also no longer a promotion post for Assistant Printing Machine Operator.
The same applies to the post of Machineman which has been
redesignated as the Printing Machine Operator on the one hand, and the
post of Machine Inkman that has been redesignated as the Assistant
Printing Machine Operator.
11.31 In consideration of the apparent absence of any distinction
between the pay scales of the promotion posts and their respective lower
feeder posts listed out above due to abolition of special pay w.e.f.
01.01.1996, we recommend that higher initials at the appropriate stages
in the pay scale of the feeder posts may be introduced in terms of F.D.
Memo no. 3340-F dated 03.03.2001 subject to the conditions that each
pair of posts must truly be related to each other as promotion post and
its feeder post and also that as per recruitment rules, there should be
180
only one method of filling up each higher post and that method is by way
of promotion.
11.32 There is a proposal for a scale upgradation from the current
pre-revision scale no. 10 applicable to the Head Clerk-Cum-Cashier in
different Government Presses.
11.33 We do not think that there is any need to give any upward
thrust in the pre-revision pay scale no. 10 enjoyed by Head Clerks who
have no other additional duty. An additional duty, however, appears to
have been given to the Head Clerks at Kadapara Press, where the
designation is Head Clerk-cum-Cashier, and at Cooch Behar Press where
the designation is Head Clerk-cum-Accountant.
11.34 It appears that the Head Clerk –cum- Cashier at Kadapara
and the Head Clerk-cum-Accountant at Cooch Behar did not have the
same status - pay wise - in 1981, even though both enjoy now pre-
revision scale no. 10. The Head Clerk of Kadapara was given a pay scale
of Rs. 425-1050/- with a higher initial start of Rs.470/-, while the Head
Clerk of Cooch Behar was awarded a scale of Rs. 380-910/- with a
special pay of Rs.40/-.
11.35 We think it will be correct to differentiate between these two
Head Clerks along the same line as before, for their work loads and
particularly the work responsibilities are not identical. We, accordingly,
recommend that the Head Clerk-cum-Cashier at Kadapara be given, in
the same existing pre-revised pay scale no. 10, a higher initial start at
Rs. 4650/- under WBS(ROPA) Rules, 1998, while the Head Clerk-cum-
Accountant at Cooch Behar may get the pre-revised scale no. 10.
11.36 The authorities of Kadapara Press have proposed creation of
a post under the nomenclature Machine Foreman and another new post
181
to be called Binding Foreman, both in scale no. 10 on the ground that
the Assistant Machine Foreman and the Assistant Binding Foreman,
both in pre-revision scale no. 9, should first be promoted to the proposed
new posts before they reach a higher promotion post designated as
Overseer (Machine and Binding) in scale no. 11.
11.37 The ground is not convincing at all. There should not be any
objection to the Assistant Machine Foreman or the Assistant Binding
Foreman getting a promotion to the post of Overseer as they are now
entitled to under the present dispensation. Besides, this Commission
does not favour creation of new posts for the sole purpose of giving
promotion.
11.38 Kadapara Press has also suggested that DTP Operators
should be given pre-revision pay scale no. 9 because Lino Operators and
Mono Operators (both in pre-revision scale no. 9) are being redesignated
as DTP Operators.
11.39 There cannot be any objection to that. In any case, this is
precisely what has already been done in the WBG Press at Alipore and
the Press authorities of Kadapara should simply have moved the
Government appropriately instead of agitating the matter in the forum of
the Pay Commission.
11.40 There is also a proposal for the posts of Distributors being
encadred as Compositors because the nature of the duties and
responsibilities involved in these two categories of posts are mostly
similar.
11.41 Once again this is not an issue that should have been
allowed to be agitated before a Pay Commission. If one of these posts is
not required, the same should obviously be abolished and the existing
182
incumbent(s) inducted in the vacancies of some other post(s) if those
incumbents are found to be duly qualified for the said post(s) and are not
overaged. It may be added that if the incumbents are qualified but are
overaged, the overage should be condoned so as to accommodate them in
such post(s).
11.42 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
183
CHAPTER – 12
CONSUMER AFFAIRS DEPARTMENT
12.0 Department of Consumer Affairs, which was originally a
wing of the Food & Supplies Department, was created as an independent
department in 1999. It has two Directorates under its fold, viz.,
Directorate of Consumer Affairs and Fair Business Practice and
Directorate of Legal Metrology. Consumer Disputes Redressal Force and
State Commission also act as part of Consumer Affairs Department.
12.1 Directorate of Consumer Affairs & Fair Business Practices
has been introduced to generate and promote consumer awareness in
the State and to help consumers exert their rights provided under the
Consumer Protection Act, 1986. Since its constitution in 2001, the
Directorate through its 28 offices in all the three administrative divisions,
18 districts, two important sub-divisions and Kolkata metro city is
engaged in various activities relating to consumer awareness, consumer
rights and education.
12.2 Legal Metrology is the systematic application of the basic
tenets of science and technology which serves the various sections of
economy. The laws relating to Legal Metrology covers the fields of (a)
transaction (b) industrial production and (c) protection. The entire
population and the entire trade world including human and animal
health, banks, post office, railways, aviation, industries, Government and
Semi-Government undertakings are directly connected with the function
of this organization and the role of this organization is to ensure the
protection of consumer’s interest at every stage to play a vital role in
quality control and in safeguarding the wellbeing of man, animal,
vegetation and things. In addition to technical jobs the organization has
184
to do judicial as well as administrative job. They are to enforce as many
as eight statutes, viz.,
i) The Standards of Weights & Measures Act, 1976.
ii) The Standards of Weights & Measures (Packaged Commodities)
Rules, 1971.
iii) The Standards of Weights & Measures (General Rules) 1987.
iv) The Standards of Weights & Measures (Inter State verification &
Stamping) Rules, 1987.
v) The Standards of Weights & Measures (Numeration) Rules,
1987.
vi) The Standards of Weights & Measures (National Standard)
Rules, 1988.
vii) The Standards of Weights & Measures (Enforcement) Act, 1985.
viii) The West Bengal Standards of Weights & Measures
(Enforcement) Rules, 1980.
12.3 Consumer Affairs & FBP Directorate is headed by a Director.
He is assisted by one Joint Director, 4 Deputy Directors, 35 Assistant
Directors, 35 Deputy Assistant Directors and 508 Consumer Welfare
Officers. Regional Centres for Consumer Education and Regional Offices
in districts/ sub-divisions are headed by Assistant Directors. Director of
Legal Metrology is at the apex of the Directorate of Legal Metrology.
Apart from him the Directorate consists of one Joint Controller, 4 Deputy
Controllers, 25 Assistant Controllers and 145 Inspectors of Legal
Metrology.
12.4 Deputy Assistant Directors of Consumer Affairs & FBP
Directorate are borne in scale No. 14 (pre-revised). Representation has
been made for upgradation of their pay scale to pre-revised scale No. 15.
185
12.5 Recruitment to the post of Deputy Assistant Director is made
by promotion as well as by direct recruitment through P.S.C. from
W.B.C.S. (Ex.) Group – C officers on 50:50 basis. Officers belonging to
W.B.C.S. (Ex.) Group – C cadre in most of the other departments have
been placed either in scale No. 12 (pre-revised) or scale No. 14 (pre-
revised). After taking in to consideration the recruitment qualification
and job responsibility of the post the Commission does not recommend
any upgradation of the pay scale of the Deputy Assistant Directors.
12.6 It has been alleged that the Group – A officers of the
Government have been deprived of 3rd promotion by MCAS, 2001.
Representation has been made for sanction of 3rd promotion for Group –
A officers like employees of other categories.
12.7 There being no scale promotion for the Government
employees enjoying pre-revision scale No. 18 and beyond under the
MCAS, 2001, such Group A officers cannot ask for any scale promotion,
while those in pre-revision scale No. 16 and 17 can have only two scale
promotions. If the Group A officers referred to in the representation
belong to the above-spoken pre-revision pay scales, they cannot have any
3rd scale promotion in terms of MCAS, 2001.
12.8 The Officers’ Association of Consumer Affairs & FBP
Directorate has evolved a novel idea for ensuring accountability of the
officers by suggesting a scheme called “Performance Related Incentive
Scheme”. This is to be implemented through “Performance Measurement
System” (PMS). It has been proposed that pending introduction of PMS
there should be uniform rate of increment @ 3.5%.
12.9 This idea appears to have been borrowed from the report of
the 6th Central Pay Commission. We in this Commission have not
endorsed the idea. Besides we have already dealt with the question of
186
accountability in Part I of our earlier volume of Report. Hence, the
Commission does not find it necessary to address the issue here again.
12.10 Representation has been made for introduction of Special
Pay for special type of work.
12.11 The type of special work for which special pay has been
demanded has not been spelt out. We have generally discouraged special
pay. Hence, we do not agree with the proposal in the absence of
justification.
12.12 Consumer Welfare Officers (CWO) have represented for
upgradation of their pay scale to that of Assistant Commercial Tax
Officers (ACTO) stating inter alia that in 1989 the Hon’ble High Court
Calcutta in a court case instituted by the Entry Tax Inspectors’
Association pronounced the post of Entry Tax Inspectors’ post as
equivalent to the post of Inspector of Commercial Taxes. Subsequently
the post of CWO has been considered to be the redesignated post of
Inspector of Entry Tax while ACTO is the redesignated post of Inspector
of Commercial Taxes. They have demanded elevation of their pay scale
from the existing scale no. 10 (pre-revised) to scale no. 14 (pre-revised).
12.13 As per existing recruitment rules direct recruitment to the
post of Deputy Assistant Director who are borne in scale no. 14 (pre-
revised) is made from the WBCS(Ex) Gr.-C whereas direct recruitment to
the post of CWO, who enjoy pre-revised scale no. 10 is made through
Miscellaneous Services Recruitment Examinations.
12.14 In the Commercial Tax Directorate the post of ACTO in the
scale no. 14 (pre-revised) is the feeder cadre of Commercial Tax Officer in
pre-revised scale no. 16. But, in the Consumer Affairs and FBP
187
Directorate the post of CWO is feeder to the post of Deputy Assistant
Director a feeder post of Assistant Director in scale no. 16 (pre-revised).
12.15 The nomenclature, recruitment qualification and job
responsibility of the CWO is quite at divergence with that of the ACTO.
The Commission, therefore, does not find any justification for
upgradation of their pay scale.
12.16 Representation has been made for opening promotional
avenue for the Typist Supervisor.
12.17 Typist Supervisors who belong to common category are
borne in scale no. 10. The alleged absence of promotional avenues for
the Typist Supervisors does not automatically call for action by way of
creation of promotional avenues for the Government employees in
question because they enjoy the benefits of as many as three scale
promotions in terms of the MCAS of 2001. The Commission feels that
promotion should not be given solely for accommodating people in higher
scale. It should depend on the nature of job, quantum of higher
responsibility to be shouldered, experience of the incumbent(s) to be
promoted and functional necessity of the department. The Commission
does not find any merit in the demand.
12.18 Officers’ Associations of Legal Metrology Directorate have
represented for creation of a separate Department with a State Service
for them. They have also demanded that since the recruitment
qualification of the Inspector of Legal Metrology is B.Sc with physics or
B.E. or Diploma in Engineering it should be treated as a technical service
and pay scale(s) equivalent to other technical State Services should be
allowed to them.
188
12.19 The Commission finds that the functions of Legal Metrology
Directorate are interwoven with that of the Consumer Affairs. It is
neither necessary nor desirable to separate the two. The Commission,
therefore, does not accede to the proposal. Further, in the opinion of the
Commission the argument for creation of a separate State Service simply
because of the alleged “technical” qualification of the Inspector is
untenable. The Commission does not, therefore, entertain the proposal.
12.20 Representation has been made for enhancement of
promotional quota for promotion to the post of Assistant Controller from
existing 50% to 80%.
12.21 50% post at present out of 25 posts of Assistant Controller is
filled up by direct recruitment from the open market and 50% by
promotion from amongst Inspectors whose number is at the moment
145. We agree that some increase in the promotion posts for the
Inspectors should be possible and desirable. We, therefore, recommend
enhancement of promotional quota to 80%.
12.22 Representation has been made for creation of 20 posts of
Assistant Controller at the district level.
12.23 Creation of post depends on the functional necessity of the
Department / Directorate. We recommend that the administrative
department may move the appropriate authorities for creation of
additional posts with justifications for the same.
12.24 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
189
CHAPTER – 13
CO-OPERATION DEPARTMENT
13.0 The Co-operation Department has a long history of more
than a century. The Department undertakes its activities through two
Directorates, viz., Co-operation Directorate and Co-operative Audit
Directorate. The latter was curbed out of the Co-operation Directorate in
1988. The Department acts as a pivot in executing different programmes
in the Co-operative sector with a specific role in agriculture sector. It is
also responsible for promotion, regulation and nurturing of Co-operative
societies of different varieties. The administrative and quasi-judicial
functions performed by the Department are as follows:-
(a) Organization/ re-organization of Co-operative Societies
(b) Registration of Co-operative Societies
(c) Inspection/ Enquiry into the affairs of Co-operative Societies
(d) Winding up and dissolution of Societies
(e) Settlement of disputes through arbitration
(f) Recovery of Government/ Bank dues in the capacity of
certificate officer
(g) Recovery of Bank dues through application of distraint and sale
13.1 It also undertakes functions pertaining to agricultural credit,
urban credit sector, staring/ marketing/ procurement of agricultural
produces, distribution of agricultural inputs, consumes goods selling,
organization of SHGs in the rural area as an alternative credit delivery
system, arrangements of housing facilities through formation of Housing
Co-operative Societies, promotion of labour and unemployment
Engineers Co-operative Societies and development of agricultural and
various allied sectors through implementation of Integrated Co-operative
190
Development Project in different districts of West Bengal under Banking
Regulation Act, 1949.
13.2 Co-operative Auditors are involved in conducting audit of all
types of co-operative societies in the State. In performing the duty of the
Statutory Audit, the Auditors certify the Balance Sheets and profit and
Loss Accounts of the Co-operative Institutions. Apart from performing
normal functions of statutory audit this Directorate is also entrusted
with the following special/ additional assignments as per Government
directives from time to time :
(a) Audit relating to Debt Waiver Scheme within the specific time
schedule.
(b) Certification of interest subvention of the farmers of Primary
Agricultural Credit Societies each year on regular basis.
(c) Periodical Certification of primary weavers societies for Market
Development Assistance for Weavers Co-operative Societies.
(d) Periodical stock verification of sales depots of various apex level
co-operative Institutions of different state located in West
Bengal.
(e) Internal Audit of Municipalities and Municipal Corporations.
13.3 West Bengal Co-operative Tribunal, West Bengal State Co-
operative union and West Bengal Co-operative Service Commission are
under the administrative control of the Co-operation Department.
13.4 Registrar of Co-operative Societies is the head of the Co-
operation Directorate and is responsible for registration, supervision,
inspection and liquidation and all other matters relating to Co-operative
Societies. He is assisted by the officers of the West Bengal Co-operation
Service consisting of Additional RCS, JRCS, DRCS and ARCS. By
191
Notification No. 2437 – Coop/E dated 01.06.2004 the West Bengal Co-
operation Service has been constituted as an integrated Service.
13.5 The officers of West Bengal Co-operative Service have alleged
that they have been sanctioned only 6 posts in scale No. 19 (pre-revised)
and none in pre-revised scale No. 21, whereas WBCS (Ex.) officers have
been sanctioned 137 posts in scale No. 19 and 13 posts in scale No. 21.
They have suggested a scheme of Assured Career Advancement/
Progression whereby an officer will move to next higher scale of pay after
6, 12, 18 and 24 years of service. They have demanded that the
promotion quota to IAS should be equitably distributed among all the
State Services.
13.6 It transpires from the demands that the officers of Co-
operative Service are interested in securing functional promotion and are
not satisfied with existing system of CAS. The Commission feels that in
the present structural set up of administration it is not desirable to
introduce functional promotion scheme of the type asked for by the
Service association because that will lead to a lopsided administration.
However, the questions of a revised CAS/ MCAS and promotion to IAS
have been dealt with in two separate chapters of the instant volume.
13.7 Representation has been made for placement of the officers
of Co-operative Service in the Secretariat, Secretariat status of the
officers of the Co-operative Service and deputation to Government
undertakings and Autonomous Bodies.
13.8 Identical demands have been received from many other
Services and the matter has been discussed in one of the chapters
referred to in the preceding paragraph.
192
13.9 Co-operative Development Officers (CDO) are borne in scale
No. 14 (pre-revised). Representation has been made for unification with
State Co-operative Service and upgradation of the pay scale to scale No.
16 (pre-revised). It has been claimed that the functions and
responsibilities of CDO and ARCS are identical.
13.10 It is found that the 4th Pay Commission had declined to
merge the Junior Co-operative Service with State Service. We also find
that the work responsibilities of the CDOs and the ARCSs are not
identical and as such, unification of these two groups of Government
employees in our considered opinion, will not be justified. Further in
terms of G.O. No. 7282 – F dated 19.09.2008 the pay scale of these
officers has been upgraded to scale No. 14 (pre-revised). Hence, no
further upgradation of the pay scale is recommended by the Commission.
13.11 Representation has been made for upgradation of the pay
scale of Inspector of Co-operative Societies and inclusion of the Service in
WBCS (Ex.) Group – C. A long list of arguments has been presented
justifying the claim. Some of them are as follows:
i) The Inspectors of Co-operative Societies are appointed as the CEO of
the District Co-operative Unions. But their pay scale has been
equated with the District Co-operative Inspectors though the latter
is administratively controlled by the former.
ii) The Inspectors of Co-operative Societies are deputed in the District
Central Co-operative Banks (DCCB) to act as Field Executive Officers
which is at par with the post of Manager. But, the Inspectors are
placed in a much lower scale of pay than that of Managers.
iii) The pay scale of Head Clerk is scale No. 9 (pre-revised) which is a
feeder post of Inspectors. In case of upgradation of pay scale of
Head Clerk, pay scale of promotional and feeder cadre will become
same.
193
13.12 The Commission finds some merit in their arguments and
recommends scale No. 12 (pre-revised) for the Inspector of Co-operative
Societies and inclusion of the Service in WBCS (Ex.) Group – C.
13.13 Demand has been made for placement of the Inspector of
Co-operative Societies as Deputy Magistrate and Deputy Collector.
13.14 The Commission does not find any merit in the demand and
hence turns down the proposal.
13.15 Representation has been made for upgradation of the pay
scale of Auditors of Co-operative Societies from pre-revised scale No. 9 to
scale No. 10 (pre-revised) on the ground that the scales of other Services
recruited through Miscellaneous Services Recruitment Examination have
been upgraded to scale No. 10.
13.16 The ground for seeking upgradation is far from convincing.
It is not mandatory that members of different Services recruited through
a common examination must share an identical pay scale. Sometimes
they do have a common pay scale, but sometimes they do not. What is
relevant here is the nature of duties that the members of a Service
perform and the work responsibilities involved. In the instant case,
having regard to the work that this group of Government employees are
required to do, we find that no injustice has been done to them by
offering them pre-revision scale No. 9 at the entry level.
13.17 Senior Auditors of Co-operative Societies Grade II are borne
in scale No. 10 (pre-revised) and Senior Auditor Grade I enjoy scale No.
14. There is a proposal for merger of these two Grades, and then there is
another proposal for upgradation of 25% of the merged posts to scale No.
16 (pre-revised).
194
13.18 It appears that the same proposal of merger was argued
before the 4th Pay Commission and it did not agree with the proposal of
merger of two grades of Senior Auditors. We do not find any reason to
take a different view. We also do not find any cogent reason to give the
concerned group of Government employees any upgradation of pay scale
irrespective of whether there is merger or not.
13.19 Out of 22 Range Offices 14 are headed by Assistant Directors
of Co-operative Audit and 8 are headed by Deputy Directors of Co-
operative Audit drawn from West Bengal Audit and Accounts Service.
Representation has been made for re-designation of Range Assistant
Directors of Co-operative Audit as Deputy Director and upgradation of
their pay scale to scale No. 17 (pre-revised).
13.20 The Commission finds no merit in their demand and hence
does not recommend upgradation of pay scale and re-designation of
these officers.
13.21 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
195
CHAPTER – 14
DEVELOPMENT & PLANNING DEPARTMENT
14.0 Development and Planning Department’s principal function
is formulation of the State’s Five Year Plans and the State’s Annual Plans
in collaboration with different Departments of the State Government in
accordance with the guidelines of Planning Commission. The
Department facilitates preparation of District Plans by the District
Planning Committees. This Department acts as the nodal department for
implementation of Central programmes of Member of Parliament Local
Area Development Scheme, Twenty Point Programme 2006, and Public
Private Partnership Projects. It is the administrative authority for
Uttarbanga Unnayan Parshad, the State Planning Board and the District
Planning Committees. It also implements and monitors schemes under
Bidhayak Elaka Unnayan Prakalpa and Natural Resource Data
Management System. Further, the Department runs a Human
Development Resource Centre and has been implementing a project
styled Strengthening State Plan for Human Development.
14.1 The work of the Department on the front of planning is
inextricably linked with the functioning of the State Planning Board, the
highest planning body in the State. The Secretariat of the Board is a
part of the Department and the Secretary of the Department acts as the
Member Secretary of the Board. The Board does not have any regional
office at the field level. But the Department supports the District
Planning setup by providing the manpower in the form of a District
Planning Officer, an Economist cum Credit Planner, a Sub Assistant
Engineer and Clerks and Typists who work under the District Magistrate
of each district, the District Magistrate having been made the Member
Secretary of the District Planning Committee. Similarly the Department
also gives manpower support to the Blocks by providing to each Block a
196
Sub Assistant Engineer a L.D. Clerk and a Typist Clerk all working in the
Block offices.
14.2 The Department has two Directorates, viz., the Bureau of
Applied Economics and Statistics and the Directorate of Evaluation,
Monitoring and Manpower.
14.3 The Bureau collects, collates and disseminates statistics in
different areas of activity covering all sectors of the State economy for
planning, decision making and debate both within and outside the
Government. It carries out the entire work from planning of surveys to
report generation in respect of crop surveys, undertakes statistical
surveys of socio economic nature covered by National Sample Survey and
also prepares other statistical surveys and studies that are required by
the State Government. The Bureau has four branch offices (excluding
the H.Q. Office), viz., Agricultural Statistics Office, Industrial Statistics
Office, General Statistics and Survey Office and Socio Economic Survey
Office. Each branch office is headed by a Deputy Director, except the
Agricultural Statistics office which is headed by an Additional Director.
There are eighteen District Statistics Offices at the rate of one in each
district and each such office is headed by an Assistant Director. Besides,
there are two Regional Deputy Directors who are stationed at Burdwan
and Jalpaiguri.
14.4 The Directorate of Evaluation, Monitoring and Manpower
was set up for monitoring and evaluation of various State projects. The
Directorate has three regional offices at Kolkata, Chinsurah and
Jalpaguri. According to a Department report, the Directorate has
completed 81 in-house studies on different Government programmes and
published a good number of such reports.
14.5 There is no recommendation from the Department of Development & Planning.
197
14.6 It has been recommended by the Directorate of Bureau of AE
& S that the Directorate should now be made an independent
Department of Statistics. The same demand has also been registered by
the association of officers of the Directorate. According to the Director,
BAE & S, the National Statistical Commission 2001 had recommended to
all State Governments that the State Directorates of Applied Economics
and Statistics be declared as the State Statistical Authority and the
nodal agency for all the statistical activities within the State, and further
that the State Government allegedly has since accepted this
recommendation.
14.7 We do not find any relation between the premise and the
conclusion; it does not logically follow that the Bureau has to be uplifted
to a separate Department of Statistics for being able to work as a State
Statistical Authority. If the State Government so wants, the Bureau can
retain its present status of a Directorate and still function as the SSA.
We do not recommend what has been proposed.
14.8 The next proposal that the Head of the Bureau should be
made the ex-officio Secretary is also supported by the association
referred to above. It is not clear whether this demand is a concomitant of
the first demand (i.e., of elevation of the Bureau to the status of a
Department). Be that as it may there does not appear to be any
convincing reason for agreeing with the proposal.
14.9 The very next proposal of upgradation of the pre-revision
scale of the Director from scale 20 to scale 21 is again duplicated in the
list of demands of the same association. This demand appears to be a
part of the earlier demand of making the Director an ex-officio Secretary/
Secretary of the proposed new Department. No justification as such has
been furnished explaining the ground(s) of the proposed upgradation,
198
except possibly that a Secretary / ex-officio Secretary gets his/ her pay
in pre-revision scale no. 21. The proposal may not be entertained.
14.10 The proposal of upgrading the scale of the Additional
directors (whose posts as per recruitment rules, are borne in pre-revision
scale no. 18) to pre-revision scale no. 19 is not considered by us as
justified in terms of the rules of recruitment of the post, the duties and
responsibilities attached to it and the position it occupies in the
hierarchical set up of the Bureau. However, when one considers the
position that the Bureau has already been given 3 posts in scale no. 19
under MCAS, 2001, 2 of the latter automatically go to 2 posts of
Additional Directors who are the seniormost officers in the Directorate
next to the Director.
14.11 The next proposal is to declare the seniormost among the
Deputy Directors as the third Additional Director because he is in receipt
of pay in pre-revision scale no. 19 under MCAS, 2001.
14.12 We do not consider it justified to upgrade the seniormost
Deputy Director to Additional Director on this ground even though he
may enjoy pre-revision scale no. 19 under career advancement scheme.
14.13 There are next, three proposals which have originated from a
misinterpretation of scale promotions under CAS. The first of these
proposals is toward creation of a tier of certain number of posts in scale
no. 18, the designation(s) of the post being Senior Joint Director or Joint
Director, and the posts occupying a position between the Additional
Directors and Deputy Directors. According to the proposal, those Deputy
Directors (i.e., members of the WB Higher Statistical Service) who are in
pre-revision scale no. 17, but because of operation of the CAS, find
themselves in pre-revision scale no. 18 should be given the designation
of Senior Joint Director because they are in scale no. 18.
199
14.14 The second of these proposals is to redesignate those
Assistant Directors (i.e., members of the WB Statistical Service) who are
basically in pre-revision scale no. 16 but are enjoying pre-revision scale
no. 18 because of CAS, as joint Directors. The sole ground for the
proposed redesignation is that these officers are in pre-revision scale no.
18.
14.15 The last of the proposals in this bunch is similarly toward
redesignating those Assistant Directors who, in spite of basically
belonging to pre-revision scale no. 16, will be enjoying pre-revision scale
no. 17, as Deputy Directors. Once again the proposal is based on the fact
that these officers will draw their pay etc in pre-revision scale no. 17 the
latter being a pay scale identified with the Deputy Directors.
14.16 All the three proposals arise from a misconception about
CAS. Any higher scale of pay accruing because of operation of scale
promotion alone has nothing to do with an actual i.e. functional
promotion; nor does it imply an automatic change in designation
denoting a higher position. The officer getting a scale promotion through
CAS remains linked with his original official position and his original
designation, irrespective of his higher pay scale. Thus, the Deputy
Directors who come to enjoy scale no. 18, the Assistant Directors who
find themselves also in scale no. 18 and those Assistant Directors whose
pay scale has become scale no. 17 – all because of operation of CAS –
remain Deputy Directors and Assistant Directors only. These elevations
in pay scales are bereft of any automatic and concomitant elevation in
their work responsibilities and therefore do not call for any improvement
in their designations either.
14.17 It has been represented to us that pay of the Inspectors
(Compilation) and the Inspectors (Field) be upgraded from pre-revision
200
scale no. 9 to pre-revision scale no. 10, because scale no. 9 is shared by
the holders of posts of Computors and Computing Investigators who are
subordinate to the above spoken Inspectors, the situation having been
brought about by abolition of a special pay of Rs. 80/- p.m. which used
to be enjoyed by the Inspectors.
14.18 On this issue the Commission had received a reference from
Finance Department wherein opinion of the Commission was solicited
regarding the advisability of allowing higher initial in the pre-revised
scale of the higher posts, namely, Inspector (Computation) and Inspector
(Field) in terms of the principles of such higher initials laid down in F.D.
Memo No. 3340-F dated 23.03.2001 but w.e.f. 01.01.1996
retrospectively. The Commission has already replied to the said
reference, recording its views that the higher initial at 5th stage may be
allowed w.e.f. 27.02.2008 when the rules of recruitment of the concerned
higher posts, viz., Inspector (Computation) and Inspector (Field) were
amended to make these posts wholly promotional.
14.19 Upgradation of the pre-revision pay scale no. 8 enjoyed by
the Data Processing Assistant Grade I to pre-revision pay scale no. 9 has
been pleaded on the ground that the feeder post of Data Entry Operator
carries pre-revision scale no. 6 and elsewhere in the State Government,
those who are in pre-revision scale no. 6 reach pre-revision scale no. 9
when promoted.
14.20 The demand is rejected in the absence of adequate
justification.
14.21 The Directorate has also come up with a recommendation for
creation of a post of Office Superintendent in the pre-revision scale no.
12, the new post being earmarked as a promotion post for the Head
Clerks who are overworked having been required to supervise the work of
201
both LDCs and UDCs. According to the Directorate, creation of the
proposed promotion post will ensure mobility and effectiveness of the
work of the Head Clerks.
14.22 The arguments are not convincing and the Commission does
not recommend what has been proposed.
14.23 It has been alleged that there is an anomaly between the pay
scale of a promotee to the post of PA to the Director and the
Administrative Officer on the one hand, and the pay scale of a WBCS
(Executive) Officer on the other who may hold the same posts by transfer.
The promotee is allowed the pre-revision pay scale no. 13 while the
WBCS (Executive) Officer holding the same post(s) is given the pre-
revision pay scale no. 16. This, according to the Directorate, militates
against the principle of equal pay for equal work.
14.24 This is not a tenable argument. Members of an integrated
constituted State Service carry their pay scales to wherever they are
posted. Hence the comparison between promotees to these posts (the
lower feeder post being that of Head Clerk) and the members of the
WBCS (Executive) is inappropriate. However, in one of the chapters of
this Volume on Common Category posts, while dealing with the
promotion prospects of clerical employees of the Directorate and Regional
Offices we have recommended that the pre-revised pay scale of PA (non-
Stenographers) and A.O. of different Directorates other than Kolkata
Police Directorate may be upgraded from existing scale which is scale no.
12 or 13 to scale no. 14. Obviously, the said recommendation will be
applicable to this case as well.
14.25 The Directorate also finds an anomaly in the fact that the PA
to the Director and the Administrative Officer are the controlling
authorities of Schedule B Stenographers and the latter may be in pre-
202
revision scale no. 9, 12 or 15 while the promotee PA to the Director /
A.O. is in pre-revision scale no. 13. The Schedule B Stenographers may
move to pre-revision scale no. 15.
14.26 This is a possibility only and may not necessarily put the PA
to the Director or the A.O. below the Stenographer, pay scale wise. In
fact the movements of Schedule B Stenographers to higher scales are not
functional and by status they remain tagged with their substantive scale
of pay, namely scale no. 9 which is lower than that of PA / AO of the
Bureau.
14.27 There are three proposals concerning Typists. They concern
(i) creation of a post of Senior Supervisory Grade Typist, (ii) creation of a
higher level of supervisory post of Typist in pre-revision scale 12 for
regional offices, (iii) creation of a promotion post of a supervisory grade
Typist Clerk in pre-revision scale no. 10 for the Typist Clerks of non-PSC
variety.
14.28 The post of Typist-and its variations – has been dealt with in
the chapter on common categories.
14.29 Finally, there is a proposal that the pay scale of the
Cashiers-cum-Store Clerk be upgraded from pre-revision scale no. 6 to
pre-revision scale no. 7. This post, at one point of time, had a special
pay of Rs. 40/- p.m. attached to it. The special pay has since been
abolished making the post relatively unattractive. Besides, it has been
argued, a Cashier-cum-Store Clerk has higher responsibilities than those
of a Lower Division Clerk or a Typist Clerk, and it was because of this
factor that a special pay was attached to that post.
14.30 There is some truth in this assessment. Hence a higher
initial at the 3rd stage is recommended.
203
14.31 The memorandum of the association referred to in the
foregoing paragraphs contains suggestions and recommendations that
are mostly identical with those made by the Directorate. These
recommendations of the association, therefore, need not be discussed
again. There are however, two demands that are different. They are
being taken up for discussion.
14.32 One of the demands is that the number of posts of Assistant
Statisticians should be increased in order to help the Assistant Directors
who are overburdened with work. The current strength of Assistant
Statisticians is 11. It is proposed that the number of posts of Assistant
Statisticians be increased to 18 and one Assistant Statistician be put
under one Assistant Director in each district.
14.33 Creation of new posts should be governed by functional
requirements of a Department/Directorate/ Regional office. We,
therefore, recommend that the Department should move the appropriate
authorities with full justification of the proposal.
14.34 The second demand is that the office of the Assistant
Director in the Districts should be renamed as District Statistical Office.
14.35 No justification for the proposal has been given. It is not
known how this change in the name will benefit the members of the
public or add to the efficiency of the offices in question or be beneficial to
all others concerned. This demand, in any case, does not constitute a
subject matter of consideration of a Pay Commission. We therefore have
no recommendation on the matter.
14.36 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
204
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
205
CHAPTER - 15
DISASTER MANAGEMENT DEPARTMENT
15.0 The erstwhile Relief and Welfare Department has been
renamed as Disaster Management Department in the year 2006. The
Department functions under the direction and guidance of a Principal
Secretary. Directorate of Disaster Management is headed by a Director.
He is assisted by one Deputy Director, 2 Assistant Directors and a host
of Disaster Management Officers.
15.1 Disaster Management cycle consists of two parts, viz., Risk
Management and Crisis Management. While Risk Management is mainly
a pre-disaster phase of disaster management, Crisis Management is
during disaster and post-disaster activities.
15.2 The department is to combat natural calamities in the State
of West Bengal. That apart, it also trains common people and generate
awareness among them to minimize the loss due to various disasters. It
is the nodal agency of the State for taking disaster mitigating steps and
mounting timely rescue and relief operation to minimize the loss of lives
and property. The Department also helps in rehabilitating the destitute
families who are economically challenged. Above all, the Department in
co-ordination with other departments takes active part in post-disaster
re-construction and rehabilitation work.
15.3 The pay scale for the post of Block Disaster Management
Officer is Rs. 4500 – 9700/-. 50% of the posts are filled up by direct
recruitment through Miscellaneous Services Recruitment Examination
and the rest are filled up by promotion on the basis of a selection
through limited departmental examination conducted by the P.S.C. from
206
amongst the employees holding clerical post for 5 years in the
Department, Directorate and Collectorates and subordinate offices to it
and having a bachelor’s degree from a recognised university. It has been
alleged that B.D.M.Os. in the scale of Rs. 4800 – 10925/-, are often
found to be already enjoying a higher scale, i.e., Rs. 5000 – 11,225/- by
way of CAS. It has further been pointed out that the source of
recruitment of Relief Inspectors and Commercial Tax Inspectors were
same. After re-designation of CTI as ACTO their pay scales have been
raised to scale No. 14 without any change of duties and responsibilities.
The pay scale of Kanungo has also been upgraded to scale No. 14 after
re-designation as Revenue Officer. But, the pay scale of B.D.M.O. has
not been changed though their duties and responsibilities have expanded
after re-designation. In view of the above it has been proposed that the
pay scales of B.D.M.O., S.D.D.M.O., P.A. to Director and D.D.M.O.
should be upgraded from the pay scales of 10, 12, 13 and 14 (pre-
received) respectively to scale Nos. 14, 15, 16 and 16 (pre-received)
respectively.
15.4 The argument is not convincing. It has further not been
explained how the duties and responsibilities of the concerned officers
have expanded after re-designation. The Commission, therefore, rejects
the proposal of upgradation of pay scale of the concerned employees.
15.5 It has also been represented that a BDMO takes at least 20
years to get his promotion to the post of S.D.D.M.O. in pay scale No. 12.
But, since he enjoys CAS, the financial benefit for promotion is
negligible. It has been proposed that CAS benefit in the light of the pay
structure recommended by 6th Central Pay Commission should be
introduced.
207
15.6 The Commission does not find any merit in the demand.
There already is a CAS of the State Government employees and the latter
are getting benefit accordingly.
15.7 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume–I, Part–I,
Chapter–8 of our Report and accepted by the Government.
208
CHAPTER - 16
ENVIRONMENT DEPARTMENT
16.0 The Department of Environment was created in 1982. It is
headed by a Secretary. To assist him there is one Joint Secretary, one
Chief Environment Officer, 3 Senior Environment Officers, one Deputy
Secretary, one Law Officer and one Assistant Secretary apart from other
Secretariat Staff. The Department has no Directorate. West Bengal
Pollution Control Board, West Bengal Bio-diversity Board and Institute of
Environmental Studies and Wetland Management are under the
administrative control of the department.
16.1 The Environment Department was created to conduct the
following business:
(a) Looking after the Environment and Ecology.
(b) Prevention and Control of Pollution of Air, Water, Land and Noise.
(c) Co-ordination between Department and Agencies of the State and
that of Union Government with policies and schemes relating to
environment.
16.2 The services provided by the Department are:
(a) Introduction and administration of appropriate policy and
regulatory instruments for the improvement and protection of
environment.
(b) Environment Awareness programme.
(c) Environment Research.
(d) Local Level Participatory Environment Management in rural areas.
(e) Environment monitoring and studies.
(f) Public Grievance Cell.
209
16.3 We recommend fixation of all the officers and employees of
the department in the corresponding Pay Band plus Grade Pay in the
existing scale of pay as recommended by us in Volume-I, Part-I, Chapter-
8 of our earlier report and accepted by the government.
210
CHAPTER – 17
EXCISE DEPARTMENT
17.0 The Excise Department is concerned with the administering
of the following Acts and Rules framed thereunder :-
i) The Bengal Excise Act, 1909, (ii) The Narcotic Drug and
Phychotropic Substances Act, 1985, a Central Act, (iii) The Medical and
Toilet Preparations (Excise Duties) Act, 1955, another Central Act and
(iv) The West Bengal Molasses Control Act, 1973.
17.1 The principal functions of the Department are as under :
i) Enforcement of regulations relating to the manufacture,
production, possession, supply, distribution, transport, selling and
buying of liquor and other intoxicants.
ii) Control of Excise related crimes through detection, prevention,
investigation and prosecution of offenders under the law,
iii) Collection of revenue as duties of excise, on alcoholic liquor for
human consumption, license fees, export/import fees, etc.,
iv) Enforcement of regulations relating to the manufacture, supply
and distribution of non-potable alcohol for industrial, medicinal and
toilet purposes.
17.2 Excise Directorate, which is the only Directorate under the
Department is headed by an IAS Officer whose designation is Excise
Commissioner. He is assisted by other Officers of the Directorate of
various ranks, viz., Additional Commissioner of Excise, Deputy
211
Commissioner of Excise, Special Superintendent of Excise, Additional
Superintendent of Excise, etc.
17.3 A State Government Laboratory, viz; Chemical Examination
Laboratory which is entrusted with the analysis of samples of seized
intoxicants sent by the different Investigating Officers under the Bengal
Excise Act and the Narcotic Drug and Psychotropic Substances Act is
under this Department.
Excise Constable and Assistant Sub-Inspector (ASI) of Excise
17.4 The scale of pay of Excise Constable like that of a Police
Constable has recently been upgraded from pre-revised scale no. 4 with
higher initial at Rs.962/- to pre-revised scale no. 6 vide G.O. No. 4263 –
F dated 04.06.2009 and the minimum educational qualification for direct
recruitment to the post has simultaneously been raised to a pass in
Madhyamik from a pass in class-VIII earlier. Likewise, under the same
G.O. the pay scale of ASI of Excise has been upgraded to pre-revised
scale no. 8 from scale no. 6.
17.5 As per rules of recruitment, 90% of the posts of Excise
Constables are filled up by direct recruitment and the remaining 10% by
promotion from Group-D employees /Cash Sarkar under the Excise
Directorate who are confirmed and have completed 5 years of service and
fulfill the requirements of prescribed physical measurements for direct
recruitment.
17.6 The posts of ASI of Excise are filled entirely by promotion
from Excise Constables borne in the State level Gradation List subject to
the fulfillment of the following:-
212
(i) he must have rendered 5 years of continuous service as Excise
Constable prior to the year of promotion,
(ii) he must have been confirmed in the rank of Excise Constable, and
(iii) he must have to qualify in qualifying examination ( written and oral ).
17.7 The main duties of Excise Constables and ASIs of Excise are
(i) to assist his superior officers in circle work and in detection of Excise
crimes, (ii) to do clerical work at circle office and also to do outdoor work
for prevention of Excise crimes. They are also posted at Breweries,
Warehouses, Bottling Plant, etc.
17.8 The following are the main demands of the associations of
Excise Constables and ASIs of Excise :
(i) They demand parity in pay scales and promotion prospects with
their counterparts in police.
(ii) Excise Constables who were earlier working under the Directorate
of Revenue Intelligence are neither allowed CAS / MCAS nor promotion
to ASIs. They should be allowed their due benefits.
(iii) AGWB has objected to their ( Excise Constables ) enjoying Grade-I
benefits citing the reason that it is a non-functional post. Excess
payments are being recovered from them at the time of sanctioning the
pension. The associations demand that this recovery should be stopped.
(iv) The existing rate of over-time fees for the Excise Constables for
their posting in Distilleries, Breweries, Bottling Plants, etc. viz; Rs. 6/-
per hour on a working day beyond 8.5 hours of duty and Rs. 3/- per
hour on holidays and Sundays which were fixed in 1992 vide G.O. No.
30-Ex.dated 21.01.92 should be revised to Rs. 80/- and Rs. 40/- per
213
hour respectively. Similarly in the case of ASIs of Excise the existing
rates of Rs.8/- and Rs. 4/- per hour should be revised to Rs. 100/- and
Rs. 50/- respectively.
(v) Unlike the Deputy Excise Collectors and Sub-Inspectors of Excise
posted in Calcutta district, Excise Directorate and Special Section, they
do not get fixed TA for identical postings. This discrimination should be
stopped.
(vi) They get Ration Allowance @ Rs. 100/- per month since 1985
whereas police personnel get it @ Rs. 650/- per month. They demand
parity with the police constables in this matter.
(vii) They have to work on Sundays and other holidays like the police
constables /ÁSIs, yet unlike the police personnel they do not get extra
one month’s salary each year.
(viii) The female ASIs should be promoted to SI of Excise as in the cases
of female ASIs of police who are promoted to SI of police.
(ix) They should be supplied with uniform regularly and if it is not
supplied free of cost, cash payment of Rs.10,000/- as initial grant and
Rs.2500/- as renewal grant should be paid. Washing Allowance has been
demanded at Rs200/- per month.
(x) Hill area /Scheduled Tribe area allowance is demanded @
Rs.4000/- per month plus 20% of added salary due to extra cost of food,
water and other articles.
(xi) Automatic movement to higher scales has been demanded on
completion of 6, 12, 18 and 24 years of service.
214
(xii) One association has demanded that the educational qualification
and shortfall in physical measurements should not be any bar for
promotion of Excise Constables to ASI of Excise.
17.9 We have carefully considered all the above demands made
on behalf of the Excise Constables and the Assistant Sub-Inspectors of
excise and our observations are recorded here-in-below seriatim:-
(i) The demand as regards parity in pay scales with those of Police
Constables / ASI of Police has already been accepted by the Government
and GOs issued. As regards parity in prospects of promotion, the same
also appears to have fulfilled in respect of Excise Constables as like in
the Police set-up the posts of ASI of Excise are entirely filled up by
promotion from Excise Constables.
As regards the promotion prospects of ASI of Excise, we find that
the same is even better than that of ASI of Police as 60% of the posts of
Sub-Inspector of Excise are filled by promotion from ASI of Excise. In
case of Sub-Inspector of Police, a lower percentage, namely, 50% of the
posts are filled up by promotion from ASI of Police.
So we are not required to make any further recommendation on
this issue.
As regards items (ii) & (iii) we suggest that the Government may
look into the grievances on the basis of existing provisions of rule and
orders.
(iv) We recommend that the existing rates of overtime fees be increased
by 50% in respect of each of the four categories of the functionaries
enjoying this benefit, viz., Excise Constable, ASI of Excise, S.I. of Excise
and Deputy Excise Collector from the existing hourly rates of Rs. 6, Rs.
8, Rs. 10 and Rs. 16 respectively on working days and Rs. 3, Rs. 4, Rs. 5
215
and Rs. 8 respectively on Sundays and holidays subject to fulfilment of
existing terms and conditions.
(v) The Administrative Department may look into the matter allow the
Excise Constables / ASI of Excise fixed TA if they are entitled to it as per
existing rules and orders of the Government.
(vi) We recommend that the Ration Allowance be raised to Rs. 400 per
month subject to the existing terms and conditions for such allowance.
(vii) We do not think that the job responsibilities of Excise Constables
are as arduous as that of Police Constables and the job responsibilities of
ASI of Excise also as arduous as that of ASI of Police. We do not,
therefore, recommend payment of additional one month’s salary to these
categories as enjoyed by their counterparts under Police set-up.
(viii) We recommend that the Government may look into if female ASIs of
Excise can be promoted to SI of Excise as their counterparts in Police
set-up are now enjoying.
(ix) We recommend that Excise Constables and ASI of Excise should be
supplied with uniforms at Government cost on regular basis.
We have already recommended in Volume-I, Part-II of our Report
for raising the washing allowance of all Government employees to Rs. 50
per month. In view of this position we do not make any separate
recommendation here.
(x) Hill Compensatory Allowance and Winter Allowance have also been
dealt with by us in Volume-I, Part-II of our Report and our observation
therein may be referred to.
216
We do not recommend any Scheduled Tribe Allowance.
(xi) This has been dealt with by us in a separate Chapter of this Volume.
Our observations in that Chapter will be relevant here.
(xii) We do not recommend relaxation of any of the rules governing the
promotion to ASI or SI from ASI / Excise Constable as demanded by the
associations.
Sub - Inspector of Excise
17.10 It appears that direct recruitment to forty per cent of the
posts of S.Is of Excise (pre-revised scale no. 10) is made through
Miscellaneous Services Recruitment Examination conducted by the PSC,
West Bengal. The minimum educational qualification for the examination
is a degree of a recognized university or its equivalent. The candidates for
the Sub-Inspector of Excise have also to fulfill some prescribed physical
standards of height and chest measurements. The remaining sixty per
cent of the posts of S.I. of Excise are filled by promotion from amongst
confirmed ASIs of Excise who (a) have completed three years of qualifying
service as ASIs of Excise, (b) posses working knowledge of English, Law
and Accounts and (c) have shown exceptional ability.
17.11 The following are the demands of the associations of Excise Sub-Inspectors
i) Nomenclature of Inspector of Excise has been changed to
Deputy Excise Collector since 1978. Since the designation
‘Inspector of Excise’ is non-existent their designation may be
changed from Sub-Inspector of Excise to Assistant Excise
Collector.
217
ii) Under the Government of India there is pay parity between the
Inspectors of three revenue collecting wings, viz., Income Tax,
Central Excise and Custom Duty. But pay disparity exists
between Commercial Tax Inspectors (now Assistant Commercial
Tax Officers, i.e., ACTOs) and Sub-Inspector of Excise although
both these two categories are promoted to their respective State
Services. Demands pay parity with ACTOs now borne in scale
no. 14 after recent upgradation of its pay scale by Government.
iii) The existing rate of overtime fees which is Rs. 10/- per hour of
extra hours of work on working days and Rs. 5/- per hour on
Sundays and holidays when posted at distilleries, warehouse,
etc. be increased suitably linking the same with basic pay.
17.12 We have examined all the above demands together and our
observations item-wise are as recorded here-under:
(i) We do not consider the demand for change of the existing designation
as reasonable and according we do not recommended the demand for
acceptance by the Government.
(ii) We do not find any substance in the demand for upgrading the pre-
revised pay scale of Sub-Inspector of excise to that of Assistant
Commercial Tax Officer as the job responsibilities attached to these posts
are not comparable. However, having regard to the fact that the pay
scale of its feeder post, viz., ASI of Excise has been upgraded as also
other relevant factors, we recommended upgradation of its existing pre-
revised scale from scale no. 10 to scale no. 11.
(iii) We have already dealt with this demand in the foregoing paragraph
no. 17.9 (iv).
218
Integrated W.B. Excise Service
17.13 It appears that previously there were two services, viz., W.B.
Excise Service in pre-revised scale no. 16 consisting of Dy. Excise
Collector, Addl. Superintendent of Excise and Superintendent of Excise
and W.B. Higher Excise (pre-revised scale no. 17) Service comprising the
posts of Dy. Commissioner of Excise in pre-revised scale no. 18) and
Additional Commissioner of Excise. These two services have been
integrated recently.
17.14 Present sanctioned strength of the Integrated Service is 250.
The Service comprises one post of Additional Commissioner of Excise, 15
posts of Dy. Commissioner of Excise and 234 posts of Superintendent of
Excise /Addl. Superintendent of Excise and Dy. Excise Collector. A total
8 no. of posts in pre-revised scale no. 19 have so far been allotted to this
Service.
17.15 50% of the posts of the Service borne in pre-revised scale no.
16 are filled up by selection (direct recruitment) on the basis of WBCS
(Exe) etc. Examination and the remaining 50% by promotion from the
holders of the posts of Sub-Inspector of Excise (scale no. 10) having put
in at least 6 years service.
17.16 The Commission has come to know that the rules of
recruitment to Dy. Commissioner and Additional Commissioner of Excise
have also been amended after integration of the two former Services. As
per amended rules of recruitment, (a) all future vacancies in the posts of
Dy. Commissioner of Excise arising due to promotion, retirement,
resignation or otherwise shall be filled up by transfer from
Superintendents of Excise, Special Superintendent of Excise or other
W.B. Ex. Service Officers holding equivalent posts, (b) all future
vacancies in the post of Additional Commissioner of Excise shall
219
continue to be filled up by promotion from Dy. Commissioner of Excise in
West Bengal Higher Excise Service until all the existing officers of the
said Higher Service vacate their posts by retirement, resignation etc.
Thereafter, the post(s) of Additional Commissioner of Excise shall be
filled by transfer from amongst officers holding the posts of Dy.
Commissioner of Excise.
17.17 The following are the main demands of the different
associations of officers belonging to W.B. Excise Service.
i) Parity in pay scales, promotion prospects among all State
Services including the State Excise Service.
ii) Posts in scale no. 19 be increased and scale no. 21 posts
opened for this Service.
iii) Movement to scales 17, 18 and 19 be made automatic on
completion of 6, 12, 18 years of service as per Assured Career
Progression (ACP).
iv) Scale linked designation, viz., Deputy Commissioner of Excise
for holders of scale 17, Joint Commissioner of Excise for holders
of scale 18 and Addl. Commissioner of Excise for holders of
scale no. 19 be allowed.
v) A Joint Commissioner of Excise Who draws pay in scale 18, on
completion of total 20 years of service be designated as Senior
Joint Commissioner of Excise.
vi) Creation of more posts of Dy. Commissioner of Excise.
vii) Secretariat posts be made available to them.
viii) Upgradation of posts on the basis of collection of revenue.
ix) Merger of all revenue services.
17.18 Having carefully considered all the above demands we record
our observations as below:
220
(a) The demands at items (i) and (ii) have been examined while we have
examined in the Chapter on P & AR Department of the various demands
of WBCS(Exe) vis-à-vis the demands of other State Services, the
members of whom also are selected on the basis of results of Group-A of
WBCS(Exe), etc, Examination conducted by WBPSC.
(b) Regarding the demand at item no. (iii) our recommendations in the
Chapter on Promotion Policy and Career Advancement Scheme will be
relevant.
(c) On the question of allowing scale-linked designation as has been the
demand at item no. (iv), the Commission does not view it in the
affirmative as under such a system, the hierarchical structure of an
organization gets affected without adding efficiency to the working of the
Organization. Accordingly, we do not recommend this demand for
acceptance by the Government.
(d) We do not see any good reason behind the demand of re-designating
Joint Commissioner with 20 years total service since entry into W B
Excise Service as Senior Joint Commissioner of Excise and we do not,
therefore, endorse this demand.
(e) Regarding creation of more posts of Deputy Commissioner of Excise,
we have no comments to make. Government has to examine the
proposal on the basis of functional necessity of such additional posts.
(f) We do not recommend the demand for making available to the
members of W.B. Excise Service Secretariat posts as we do not consider
it necessary that officers belonging to a Directorate should hold posts in
the Secretariat. There is no dearth of Officers for manning the
Secretariat posts.
221
(g) Regarding the demands of upgradation of posts on the basis of
collection of revenue and merger of all revenue services we have no
comments to offer. Government may have a look at these demands.
17.19 Allowances demanded :
a) Uniform Allowance Rs. 14000/- and renewal grant Rs. 3000/- and
Washing Allowance Rs. 250/- per month.
Overtime fees :
b) When W.B. Excise Service Officers are posted at the distilleries,
breweries and private warehouses the rates of overtime fees are as
under:
i) For attending beyond the period 8.5 hours on a working day
Rs. 16.00 per hour
ii) For attendance on Sunday or other public holiday
Rs. 8.00 per hour
Provided that the overtime fees that an officer may draw in a month
shall not exceed 60% of the basic pay of the officer.
The Associations demand that the rate be raised to Rs. 150/- per
hour.
17.20 We have examined the above demands and we recommend
as under:
(a) The existing position regarding uniform allowance to officers
belonging to W.B. Excise Service could not be ascertained by us.
However, from the Report of the Fourth Pay Commission we find that
Excise personnel upto the rank of S.I. of Excise are supplied with
uniform and that the W.B. Excise Service Officers are allowed Uniform
Allowance of Rs. 500/- during police training. The Commission had
222
recommended to raise the rate to Rs. 1000/-. We re-iterate the above
recommendation of the Fourth Pay Commission.
(b) We have already dealt with this demand in the foregoing paragraph
no. 17.9 (iv).
17.21 For none of the remaining posts under the Department we
recommend any change in their existing pre-revised scales and the
revised Pay Band – Grade Pay corresponding to their existing pre-revised
scales will be applicable for those posts.
223
CHAPTER – 18
FINANCE DEPARTMENT
18.0 As per Rules of Business of the Government, the following
constitute some of the principal functions of the Finance Department :
1. Management of the public finance and maintenance of public
credit.
2. Collection of public revenues except those which have been
assigned to other departments.
3. Determination of the principles of recruitment, conditions of
service and discipline of the servants of the State.
4. Matters relating to State public services with which the
department is concerned and establishment matters of State
Public Service Commission.
5. State pensions.
6. Matters relating to public debt of the State, etc., etc.
18.1 There are five Branches under the Finance Department, viz.,
Revenue, Budget, Audit, Institutional Finance and Internal Audit.
18.2 Revenue Branch looks after the matters relating to this
Branch through the following Directorates/Cells/Offices:
(i) Directorate of Commercial Taxes.
(ii) Directorate of Agricultural Income Tax.
(iii) Directorate of Electricity Duty.
(iv) Directorate of Registration and Stamp Revenue.
(v) Directorate of State Lottery.
(vi) Directorate of Entry Tax/Revenue Intelligence.
(vii) Policy Planning Unit.
224
(viii) WB Commercial Taxes Appellate & Revisional Board with the
status of a Directorate.
(ix) Bureau of Investigation.
(x) West Bengal Taxation Tribunal.
(xi) West Bengal Settlement Commission.
(xii) Office of the Collector of Stamps Revenue, Kolkata
18.3 Under the Budget Branch, the following units/offices
function:-
(i) Project Monitoring Unit (ii) Statistics Cell, (iii) RIDF Cell and (iv) Data
Processing Centre.
18.4 The following Directorates / Offices come under the Audit
Branch:-
(i) Directorate of Treasuries & Accounts, West Bengal.
(ii) Directorate of Pension, Provident Fund & Group Insurance, West
Bengal.
(iii) Assistance to Political Sufferers (APS) Branch.
(iv) Directorate of Small Savings.
(v) Economic Offenses Investigation Cell.
(vi) Secretariat Accounts.
(vii) Central Despatch Office.
18.5 Two corporations under the administrative control of this
Department, viz., West Bengal Financial Corporation and West Bengal
Infrastructure Development Finance Corporation are looked after by the
Institutional Finance Branch of the Department.
225
18.6 Establishment matters relating to two autonomous bodies,
viz., Public Service Commission, West Bengal and State Administrative
Tribunal, West Bengal are also looked after by the Finance Department.
18.7 The following constituted State Services are administered by the
Finance Department:
(i) W.B. Commercial Tax Service.
(ii) W.B. Agricultural Income Tax Service.
(iii) W.B. Registration and Stamp Revenue Service.
(iv) W.B. Audit and Accounts Service.
W.B. Commercial Tax Service
18.8 This is one of the State Services recruitment to the Basic
Grade of which is made through Group – A of WBCS (Executive) etc.
Examination conducted by PSC, WB.
18.9 The present cadre strength of Integrated W.B. Commercial
Tax Service is 1150. While the basic grade of the service is pre-revised
scale no. 16, no. of posts in pre-revised scale no. 19 is 45. There are also
2 posts in pre-revised scale no. 21 (Special CCT) outside the cadre, but
filled up by the officers of the Service.
18.10 The main demands of the different associations of WB
Commercial Tax Service are the following :-
(a) Automatic advancement to Pay Band and Grade Pay which have
been fixed corresponding to the pre-revised pay scales no.17, 18, 19 and
21 after specific lengths of service of 6, 12, 18 and 24 years. Some of
them have demanded the first three higher scales after 4, 9 and 13 years
226
keeping in mind the fact that the promotee CTOs are generally left with
not more than 13/14 years of service after promotion as CTO.
(b) To allow them the ex-officio status of Assistant Secretary, Deputy
Secretary, Joint Secretary and Special Secretary along with the higher
pay scales 17, 18, 19 and 21.
(c) Scale linked designations of Commercial Tax Officer, Dy.
Commissioner of Commercial Taxes, Jt. Commissioner of Commercial
Taxes, Senior Jt. Commissioner of Commercial Taxes and Additional
Commissioner of Commercial Taxes have been introduced in the
Directorate of Commercial Taxes for officers borne in pre-revised scales
no. 16, 17, 18, 18 (with at least 24 years service) and 19 respectively vide
notification no. 585-F dated 04.04.2008 read with notification no. 94 to
96-FT dated 16.01.2009. It has been stated that as on 16.01.2009 there
were 223 DCCTs, 358 Jt. DCCTs & 114 Senior Jt. CCTs. They have now
demanded higher Grade Pay of Rs. 8700/- in Pay Band no. 5 for Senior
Jt. CCT.
(d) Inclusion of Special CCT has been demanded in the Integrated
Service which now covers upto Additional CCT. Eligibility for the post
Special CCT is now total 30 years of service as CTO and above with at
least 3 years service as Additional CCT.
(e) The name of the service has been proposed to be changed as
WBCS (Rev.) or WBCS (Commercial Tax) as recommended by the First
State Pay Commission.
(f) Creation of a five member State Board of Commercial Taxes
(SBCT), comprising of the Chief Commissioner of Commercial Taxes as
the Chairman and Four CCT as Members in the pattern of Central Board
of Direct Taxes (CBDT) has been demanded.
227
(g) Demanded 10 posts in the rank of CCT to man the State Board of
Commercial Taxes and the Commercial Tax related Tribunals and 51
posts of Special CCT demanded for heading the Administrative Circles,
Charge Offices etc. While Chief CCT of SBCT has been suggested to be
manned by IAS, other posts of Commissioner and Special Commissioner
are to be filled from Commercial Taxes Directorate Officers.
(h) Demanded de-reservation of the 85% quota of IAS promotion posts
now reserved for WBCS (Exe.) and re-distributing the total IAS promotion
posts among all the State Services.
18.11 All the above demands of the various associations
representing the officers belonging to W. B. Commercial Tax Service
concerning their pay scales and promotional prospects are taken up
together for examination and recommendations itemwise as under :
(i) The demand relates to automatic advancement to higher scales
after rendering of certain fixed lengths of Service. Thus the
demand is actually for a better Modified CAS. We have dealt
with this issue in a separate Chapter of this Volume which may
be referred to.
(ii) The Commission is not in favour of recommending Secretariat
designations to Officers of the Directorates. This issue has been
dealt with in details in the Chapter of this Volume where the
demands of WBCS (Exe) Officers vis-à-vis demands of other
Constituted State Services have been examined. Our
observations recorded therein may be referred to.
(iii) The Commission does not endorse the decision of the
Government to allow the new designation of Senior Joint
Commissioner to those Joint Commissioners of Commercial
Taxes who have completed a total service of 24 years in the
posts of CTO, Deputy Commissioner and Joint Commissioner
228
taken together but drawing pay in pre-revised scale no. 18
under MACS, 2001. The Commission accordingly does not
recommend a Grade Pay of Rs. 8700/- for these officers as the
said Grade Pay is only meant for those officers who are entitled
to draw pay in the pre-revised scale no. 19.
(iv) We are not in favour of including the posts of Special
Commissioner of Commercial Taxes in the Integrated
Commercial Tax Service as we feel that the existing system of
screening for appointment in this post through WBPSC should
not be done away with. However, we suggest that steps for
preparation of a panel for appointment to this post should be
initiated sufficiently ahead of the occurrence of the vacancies so
that an appointee to this post can join as soon as vacancy
arises.
(v) As regards change of the name of the Service to WBCS
(Revenue) or WBCS (Commercial Tax), the Commission has no
comments to make.
(vi) Regarding the demand for creation of a five member State Board
of Commercial Taxes also the Commission has no comments to
offer. However, the need for creation of such a Board in the
interest of collection of revenue may be examined by the
Government.
(vii) The demand for creation of different posts in the rank of Special
CCT and above is interlinked with the demand for creation of a
State Board of Commercial Taxes and accordingly we leave this
demand also to the Government for its examination on the basis
of functional necessity.
(viii) The demand for de-reservation of the 85% quota of IAS
promotion posts now reserved for WBCS (Exe) in favour of other
State Services has been examined in details in the Chapter on P
& AR Department. Our observation on this issue as recorded in
that Chapter may be referred to.
229
18.12 The following allowances have been demanded by different
Associations of Commercial Tax Officers:
i) Special Allowance to all Officers as was in vogue prior to
01.01.1996 as Special Pay. The revised rates demanded are Rs. 300/-
for CTOs, Rs. 500/- for DCCT, Rs. 700/- for Jt. CCT, Rs. 1000/- for
Senior Jt. CCT and Rs. 1200/- for Addl. CCT.
ii) Special Pay to State Representatives @ Rs. 5000/- p.m. and Tax
Recovery Officers @ Rs. 2000/- p.m.
iii) Sumptuary Allowance for interaction with Executives of the
Business community.
iv) Conveyance Allowance Rs. 3500/-
v) Transfer relocation allowance @ 25% to 40% of gross annual pay
for transfer to a place at a distance upto 300 kms and beyond that
distance respectively.
vi) Robe Allowance (Rs. 12000/- once in three years).
vii) Allowances for Law Books and periodicals (Rs. 6000/- per annum).
18.13 We have considered the above demands and our
observations are recorded below:
(1) Special Pay/ Special Allowance, Conveyance Allowance and
Transfer Travelling Allowance have already been dealt with by
us in Volume – I, Part – II of our Report and our observations/
recommendations recorded in the relevant Chapter of the said
Volume may be referred to.
230
(2) We do not recommend Robe Allowance which is not presently
enjoyed by the concerned officers for whom the allowance has
been demanded. Besides, it is not obligatory on the part of the
State/ Departmental Representatives to put on robes while they
appear before the Board/ Tribunal on behalf of the State.
(3) We do not recommend Sumptuary Allowance as officers of the
Directorate of Commercial Taxes are not required to entertain
anyone in the normal course of their business.
(4) We do not also recommend allowance for purchase of law
books. We understand that the Office of Commissioner of
Commercial Taxes has a well equipped library attached to it.
We suggest that important law books and different journals
reporting on revenue cases may be purchased and stored in the
said library for consultation by the officers of the Commercial
Tax Service. Besides this, computers with internet facility may
be made available to the Officers dealing with law cases so that
the knowledges available on line may be liberally made use of
by these officers.
18.14 Some association of the Officers of W. B. Commercial Tax
Service has intimated this Commission that due to lack of knowledge of
sales tax laws among the officers of the Panchayat Samities/ Zilla
Parishads/ municipal bodies etc. underrecovery of sales tax from
unregistered contractors often takes place. As a remedy the association
has suggested deputation of officers of the Commercial Tax Service in the
Panchyat/ Municipal Bodies.
18.15 We do not think that for proper deduction of sales tax
officers of the Commercial Tax Service need to be deputed to these
Bodies. Circulation of detailed guidelines on tax deduction among these
Panchayat and Municipal Bodies from the end of CCT, WB from time to
time may well serve the purpose. We recommend accordingly and we
231
suggest that such guidelines should also be sent to the various
Engineering Departments of the Government.
18.16 Some associations of the officers of this Service have claimed
that in spite of these officers being mostly the toppers in the WBCS (Exe)
etc. examination in the recent years, their promotion prospects are much
inferior than that of WBCS (Exe) Officers.
18.17 The Commission has checked this claim with the merit lists
of the WBCS Examination of different years in recent past and has found
the claim to be substantially incorrect.
Assistant Commercial Tax Officers
18.18 Their scale of pay has very recently been upgraded to pre-
revised scale no. 14 from scale no. 12. They are recruited through
Group– C of WBCS Examination.
18.19 The following are their demands :-
(i) Now-a-days dealers keep their accounts in Computers and they
use advance accounting package. So every ACTO should be
trained accordingly and they may be provided with a Computer
on a ‘group of ACTO’ basis who share a common office room,
(ii) Every ACTO’s room should be provided with a telephone
connection for facility of work,
(iii) At present it takes about 18 years for an ACTO to be promoted
to a CTO whereas a CTO gets the scale of its promotion post
viz., Deputy Commissioner (pre-revised scale no. 17) in 8 years.
After scale linked designation is introduced, a CTO will actually
get the promotion post of Deputy Commissioner on completion
232
of 8 years of service. So they demand that they also should be
promoted to CTO after 8 – 10 years of service as ACTO.
18.20 The Commission has examined the above demands and
recommends as under :
18.21 The demands at items (i) & (ii) seem to be reasonable and we
recommend that the Government may consider arranging the necessary
training as also supply of computers/ telephone on a group of ACTO
basis.
18.22 The demand at item no. (iii), however, does not appear to
have any rational basis and so we do not recommend the same.
Personal Assistant/ Administrative Officer
18.23 The Commission has received a proposal from the Finance
(Revenue) Department for upgradation of Scale of pay of Personal
Assistant /Administrative Officer of the Commercial Tax Directorate, now
borne in pre-revised Scale No. 13.
18.24 The proposal is explained below :
In the commercial Tax Directorate, there are 3(three) posts of
Personal Assistant and 4(four) posts of Administrative Officer in the same
pre-revised scale no. 13 (i.e. Rs. 5,000/- 11,225/- with higher initial at
Rs. 5525/-). In terms of the existing recruitment rules, the posts of
Personal Assistant/Administrative Officer are filled up by the Office
Superintendent (pre-revised scale no. 10 with higher initial at Rs.
4800/-)/ Head Clerk (pre-revised scale no. 10) of the office of the
Commissioner, Commercial Taxes/Additional Commissioner,
233
Commercial Taxes/Additional Commissioner, Commercial Taxes, Bureau
of Investigation. Head Clerks of the Commercial Taxes Directorate are
allowed to exercise their option for entry in the post of Assistant
Commercial Tax officer (recently upgraded to pre-revised scale no. 14) or
in the post of Personal Assistant/Administrative Officer. The Head
Clerks who opt for the post of Assistant Commercial Tax Officer have the
prospect of promotion to the post of Commercial Tax Officer (pre-revised
scale no. 16) and higher posts of Deputy Commissioner, Commercial
Taxes in pre-revised scale no. 17, Joint Commissioner Commercial Taxes
in pre-revised scale no. 18, etc. As such they can enjoy scale no. 16 &
17 and even further higher scales. But the Head Clerks who opt
otherwise have no further prospect of promotion in any post in higher
scale of pay. Further, as per terms and conditions laid down in the
G.Os. on CAS, 1990 AND MCAS, 2001 these personal Assistants
/Administrative Officers are not entitled to any further higher scale. As a
result, they are bound to retire as Personal Assistant /Administrative
Officer in pre-revised scale no. 13.
18.25 It has also been mentioned in this connection that the
Administrative Officer of the Directorate of Registration and Stamp
Revenue under the Finance Department has been enjoying pre-revised
scale no. 16.
18.26 In view of the aforesaid facts and circumstances, it has been
proposed that the pay scale of the posts of Personal Assistant/
Administrative Officer under the Commercial Taxes Directorate should be
upgraded in the following manner:
i) The senior-most Personal Assistant /Administrative Officer (i.e.,
8 years or more in service in the same post), may enjoy the pre-
revised scale no. 17 as per benefit laid down under CAS in
terms of G.O. No. 3015-F dated 13.03.2001, and
234
ii) The other Personal Assistants and other Administrative Officers
of Commercial Taxes Directorate may enjoy pay in pre-revised
scale no. 16.
18.27 The Commission has come to know that the post of
Administrative Officer under the Directorate of Registration and Stamp
Revenue is filled by promotion from the post of PA to IG, Registration and
Commissioner of Stamp Revenue and in case such PA is not suitable for
promotion, the post is filled up by transfer of an Officer belonging to in
the WBCS (Ex.) or WBCS (Judicial).
18.28 It is clear that the manner of filling up of the post of A.O.
under the Commercial Taxes Directorate and that under the Registration
and Stamp Revenue Directorate is not strictly comparable. Moreover, the
pay Scale of A.O./PA in most of the other Directorates is scale no. 12 or
13. So the Commission does not find any justification for
recommending pre-revised scales no. 16 and 17 for the A.O./ PA under
Commercial Tax Directorate as proposed by the Finance (Revenue)
Department. The automatic movement to Scale no. 17 by the senior-
most PA/A.O. who is a promoted Officer as suggested at (i) above is also
not backed by any provision of the G.O. as quoted.
18.29 The Commission, however, suggests the following in order to
remove the anomaly in the pay prospects of PA/A.Os of the Commercial
Taxes Directorate vis-à-vis the same of the ACTOs, who in a large
number of cases happen to be actually junior to the PA/AOs if their
position in the feeder clerical cadre is considered:-
18.30 The Commission recommends upgradation of pay Scale of all
PA/AOs under the Commercial Taxes Directorate from pre-revised scale
235
no. 13 to 14. The Commission further recommends that these posts may
be earmarked as ex-cadre posts of ACTOs and may be filled up by
transfer of ACTOs, preferably by the promotee ACTOs, who have wide
experience in clerical work. We further recommend that only the ACTO
incumbents of these posts may be allowed a special allowance @ Rs.
200/- per month as an incentive to join these ex-cadre posts.
West Bengal Agricultural Income Tax Service
18.31 This is another constituted State Service recruitment to the
basic grade posts of which is made through Group – A of WBCS
Examination. We have been informed that although the Bengal
Agricultural Income Tax Act, 1944 has still been operative on income
from production, manufacture and sale of tea, the Act has ceased to
operate in respect of income from agricultural products other than tea
since 1993-94. As a result, bereft of its core activity of assessment and
collection of agricultural income tax, the Directorate has now been
entrusted with the duty of administering nine separate taxation Acts, like
The Bengal Amusement Tax Act, 1922, The W. B. Entertainments and
Luxuries (Hotel & Restaurants) Tax Act, 1972, The Bengal Electricity
Duty Act, 1935, etc.
18.32 The Directorate is headed by an IAS Officer of the rank of
Special Secretary. Below him there are three Additional Commissioner,
five Deputy Commissioners, six Assistant Commissioners and 42
Agricultural Income Tax Officers at the base level.
18.33 Being a constituted State Service, the basic pre-revised pay
scale of this Service is scale no. 16. Against a cadre strength of 56
officers, the service has been allowed four posts in scale no. 19.
236
18.34 The association of officers of this Service has demanded (i)
time bound financial advancement to Pay Band – Grade Pay structure
corresponding to advancement to pre-revised scales 17, 18, 19 and 21
after completion of 6, 12, 18 and 24 years of service and (ii) Removal of
all inter-service disparity in respect of number of higher posts and
designation including promotion to IAS.
18.35 The above demands have also been placed before us by the
associations of the officers of the W.B. Commercial Tax Service along
with other demands and our observation already recorded in connection
with the said demands of the W.B. Commercial Tax Service Officers will
equally apply here.
Agricultural Income Tax Inspectors
18.36 Forty per cent in the vacancies of Agricultural Income Tax
Inspectors are filled up through Miscellaneous Services Recruitment
Examination conducted by WBPSC and the remaining 60% are filled up
by promotion from UDCs and Head Clerks of the regional offices and
UDAs of the Directorate Office. Previously borne in scale no. 9, their
scale of pay has recently been upgraded to scale no. 10. They are
promoted to W.B. Agricultural Income Tax Service in the promotion
quota.
18.37 Claiming that their duties are comparable to those of Income
Tax Inspectors and Central Excise and Customs Preventive Officers, the
associations representing these Inspectors have claimed pay parity with
the pay of those functionaries under Government of India.
18.38 We are not convinced that their duties are comparable to the
Government of India functionaries mentioned by them and so we do not
237
consider this demand as justified. We recommend for them the Pay
Band and Grade Pay corresponding to their existing pre-revised scale.
Officers of Directorate of Electricity Duty
18.39 Directorate of Electricity Duty which is under Finance
(Revenue) Department is headed by Director, usually manned from IAS.
The main functions of the Directorate are enforcement of Bengal
Electricity Duty Act, 1935 and I.S.R.V.A. Electricity Supply Act, 1973
and Rules made under those Acts. The officers engaged for this work are
Engineers with the designations of Chief Inspecting Officer, Senior
Inspecting Officer and Inspecting Officer. There are also Junior
Inspecting Officers similar to Sub-Assistant Engineers.
18.40 It has been represented by the Association of Officers of this
Directorate that unlike the Directorate of Boilers which is concerned with
those factories where boilers exist and unlike Directorate of Factories
which has to deal with those establishments where Factories Act is
applicable, Directorate of Electricity Duty has under its jurisdiction all
power installations as in each of these installations assessment and
collection of electricity duty is involved. Yet the officers of this Electricity
Duty Directorate get lower scales of pay as compared to the
corresponding level officers of Boiler/ Factories/ Electricity Directorates.
The Association has demanded the following pre-revised scales for their
officers:
Present scale Proposed scale
(i) Chief Inspecting Officer 18 20
(ii) Senior Inspecting Officer 17 19
(iii) Inspecting Officer 16 17
(iv) Jr. Inspecting Officer 10 12
(v) Administrative Officer 13 14
238
18.41 In this connection, the Commission had separately received
a proposal from Finance Department for upgradation of scale of pay of
the post of Chief Inspecting Officer from pre-revised scale no. 18 to scale
no. 19 and the same has been disposed of vide reply sent to Government
in Commission’s letter no. 146-PC/PC-85/09 dated 07.12.2009 a copy of
which is appended at the end of this Chapter as Annexure – 1.
18.42 It would be evident from the said reply that the Commission
could not agree to the proposal.
18.43 The proposed scales for the posts at serial nos. (ii) and (iii)
also appear to have been suggested keeping parity with the higher pay
scales of similar level Engineer-Officers under the Boilers/ Factories
Directorates.
18.44 It would also appear from the Commission’s reply referred to
above that the minimum qualifications for recruitment to the posts of
Inspector of Factories/ Inspector of Boilers under the related
Directorates and the same for the post of Inspecting Officer under the
Electricity Duty Directorate are not the same, nor are the duties and
responsibilities attached to the posts of Inspector of Factories/ Boilers
are comparable to those of the Inspecting Officer, Directorate of
Electricity Duty. The claim of parity in pay scales as demanded for the
posts at serial nos. (ii) and (iii) is not, therefore, justified. So, we
recommend for these two posts the Pay Band and Grade Pay
corresponding to their existing pre-revised scales.
18.45 As regards the post of Administrative Officer now borne in
pre-revised scale no. 13 we recommend pre-revised scale no. 14 in
accordance with our recommendation elsewhere in this Volume for all
such posts in different Directorates.
239
18.46 As regards the post of Junior Inspecting Officer now in pre-
revised scale no. 10, we find that the qualifications for recruitment as
also duties of the post are broadly similar to Sub-Assistant Engineers.
We, therefore, recommend upgradation of its scale of pay to pre-revised
scale no. 12.
W.B. Registration & Stamp Revenue Service
18.47 This is another constituted State Service direct recruitment
to the basic grade posts of which is made through Group-A of WBCS
Examination. The principal activities of the officers of this Constituted
State Service are to earn revenue for the State Exchequer in the shape of
stamp duty and registration fees through registration of documents and
to guard against loss of revenue through undervaluation by assessing
proper market value of the property. Prior to coming under the
administrative control of the Finance Department in January 1993, the
erstwhile W. B. Registration Service constituted vide Finance Department
Notification no. 3224–F/F/1R/18(2)/53 dated 17.07.1953 was under the
administrative control of Judicial Department.
18.48 The West Bengal Registration and Stamp Revenue Service
was constituted vide Finance Department notification no. 1090 – FT
dated 20.04.2000 with following posts in two categories :-
Category I
1. Additional District Sub-Registrar,
2. District Sub-Registrar,
3. District Registrar,
4. Additional Registrar of Assurances, Calcutta, and
5. Assistant Commissioner of Stamp Revenue.
240
Category II
1. Deputy Inspector-General of Registration,
2. Deputy Commissioner of Stamp Revenue (Legal),
3. Registrar of Assurances, Calcutta,
4. Joint Inspector-General of Registration, and
5. Joint Commissioner of Stamp Revenue.
18.49 Government also vide Resolution no. 337-FT dated
30.01.2001 declared the post of Sub-Registrar belonging to the erstwhile
W. B. Registration Service as a dying cadre.
18.50 At the time of creation of this Service in 2000, the posts in
the Category – I were borne in pre-revised scale no. 16 and the posts in
the Category – II were borne in pre-revised scale no. 17. Subsequently
the Government upgraded the pay scales of the posts mentioned at Sl.
nos. 3, 4 and 5 under Category – I to pre-revised scale no. 17 and that of
all the five posts under Category – II to pre-revised scale no. 18.
18.51 Initially the Government framed the rules of recruitment to
this Service vide notification no. 1092 – F.T. dated 20.04.2000 but the
same was freshly framed vide notification no. 702 – F.R. dated
24.03.2003 (Appended as Annexure - 2) in supersession of the
notification no. 1092 – F.T. dated 20.04.2000. It is evident that this
State Service now consists of the following three Categories of posts, viz.,
Category I (All in pre-revised scale no. 16)
(a) Additional District Sub-Registrar, and
(b) District Sub-Registrar.
241
Category II (All in pre-revised scale no. 17)
(a) District Registrar,
(b) Additional Registrar of Assurances, Kolkata, and
(c) Assistant Commissioner of Stamp Revenue.
Category III (All in pre-revised scale no. 18)
(a) Deputy Inspector General of Registration,
(b) Deputy Commissioner of Stamp Revenue (Legal),
(c) Registrar of Assurances, Kolkata,
(d) Joint Inspector General of Registration, and
(e) Joint Commissioner of Stamp Revenue.
18.52 As per information furnished by the Administrative
Department the number of existing sanctioned strength of each of the
three categories of posts in the West Bengal Registration and Stamp
Revenue Service are as under :
Category I – 222
Category II – 21
Category III – 17 Total 260
Besides above, there are 14 Sub-Registrars in the dying cadre, on
abolition of which, the cadre strength of the Service would increase
appropriately.
18.53 One of the associations of the officers belonging to the
Service has represented to the Commission that with a view to rendering
better services to registrant public and to preserve valuable records
through computers, the Government has introduced e-Registration in the
Registration Offices replacing the old manual system and it is the
objective of the new system to ensure delivery of documents within a day.
242
But in some districts the average number of documents presented in a
day is so heavy that the said offices require to be split into two or more
offices to achieve the said objective. The association has further stated
that at least 20 Registration offices located in the districts of Kolkata,
South 24 Parganas, North 24 Parganas, Howrah, Hooghly, Bardhaman,
Nadia, Murshidabad and Malda require to be split up into two offices.
Accordingly, they have suggested creation of the following additional
posts: Category I – 22 posts
Category II – 19 posts
Category III – 9 posts (To make it one for each district office in lieu of the present
arrangement of one in each Range Office)
Besides above, they have also suggested for creation of three posts
of Additional IG & Additional Commissioner of Stamp Revenue in three
Divisions and two posts of Special Commissioner of Stamp Revenue.
18.54 Making recommendations for creation of additional office
and additional posts do not fall within our terms and so we have nothing
to comment on this demand. The Administrative Department has to
examine it and if on such examination finds some offices and posts are
required to be created on functional requirement basis, the appropriate
authorities may be moved.
18.55 The Association has further demanded upgradation of pay
scale of Sub-Registrar (a dying cadre) from scale no. 10 to scale no. 15,
i.e., just one scale below that of Additional District Sub-Registration
(ADSR) as the duties attached to the post of Sub-Registrar are almost the
same as those attached to ADSR.
18.56 We are not convinced by the above argument and
accordingly we do not recommend any higher scale for the Sub-Registrar.
243
18.57 They have also demanded Special Pay ranging from Rs.
1000/- to Rs. 2000/- for the various categories of their officers in
consideration of their extra-departmental duties like those under specific
sections of Transfer of Property Act, 1882, Hindu Marriage Act, etc.
18.58 We do not consider the jobs cited above as extra-
departmental duties and accordingly we do not recommend any Special
Pay / Special Allowance for these jobs.
18.59 The main demands of another Association of members of
this Service are automatic movement to pre-revised scale no. 17, 18, 19
and 21 after six, twelve, eighteen and twenty four years of service. As an
alternative to automatic movement to scale no. 21 they have suggested
that scale 21 posts be made available to them @ 2% of the Cadre
strength with eligibility of 25 years of service. We have come to know that
the number of posts in scale no. 19 (pre-revised) now available to this
Service is five under the CAS/ MCAS and no post in pre-revised scale no.
21 has been allowed to them.
18.60 These are issues common to all State Services, and we have
dealt with such issues appropriately in a separate Chapter on MCAS.
18.61 The Commission has received a reference from Finance
(Revenue) Department vide their letter no. 280 – FT dated 20.02.2009
(appended as Annexure - 3) seeking the recommendation of the
Commission for declaring the West Bengal Registration and Stamp
Revenue Service as an Integrated Service.
18.62 We find that under the present set-up, above the West
Bengal Registration & Stamp Revenue Service, there are two other posts
namely, (1) Inspector General of Registration and Commissioner of
244
Stamp Revenue which is manned from IAS and (2) Additional Inspector
General of Registration and Additional Commissioner of Stamp Revenue
(borne in pre-revised scale no. 19 which is filled up in accordance with
the rules of its recruitment framed under Finance (Revenue) Department
notification no. 2673-F.R. dated 29.09.2003. In terms of these rules the
post can be filled either by transfer from IAS/ WBCS or by promotion
from the category – III posts of the Service borne in pre-revised scale no.
18. So these two posts cannot be included in the W.B. Registration and
Stamp Revenue Service. This implies that the Service in its existing form
is already an integrated one. In this position what is now required is
proper framing of the rules of recruitment of the existing Service.
18.63 However, the relevant file and other related papers were
called for from the Finance (Revenue) Department on examination of
which it appeared to the Commission that the rules of recruitment of
W.B. Registration and Stamp Revenue Service as have already been
framed by the Administrative Department vide notification no. 702 – FR
dated 24.03.2003 (already appended as Annexure - 2 ) have not been
approved by the Public Service Commission, West Bengal as is evident
from the Commission’s letter no. 99-PSC(S & R)/1R-13/96 dated
15.10.2003 and letter no. 82-PSC(S & R)/1R-13/96 dated 07.07.2005.
These two letters are appended as Annexure - 4 & 5. As far as we could
gather information no further progress towards settling the issue with
the PSC, WB has been made. In this position, when Public Service
Commission West Bengal is examining the matter, this Pay Commission
does not think that it will be proper to intervene in the matter. The
Commission, however, has noted that an important decision concerning
awarding of the CAS/ MCAS benefits to the officers of W.B. Registration
and Stamp Revenue Service has been taken by the Administrative
Department vide G.O. No. 1055 – FT dated 25.07.2007, a copy of which
is appended as Annexure - 6. In terms of this G.O. the condition of
eligibility for getting a post borne in scale no. 19 by a State Service
245
Officer under CAS, 1990, or MCAS, 2001 viz., completion of 20 years of
service in scales no. 16, 17 and 18 taken together of which 3 years must
be spent in scale no. 18 has been waived in the case of the Officers
belonging to W.B. Registration and Stamp Revenue Service for a period
upto 31st December, 2014 for reasons explained in the said G.O.
18.64 The Commission suggests that the Administrative
Department may settle the issue with Public Service Commission, West
Bengal.
Clerical Employees of different Registration offices
18.65 It has been represented that prior to 31.01.1999 stamp duty
and registration fees on documents used to be assessed on set forth
valuation on documents. This was changed to market value basis w.e.f.
31.01.1994 on introduction of W.B. Prevention of undervaluation of
Instruments Rules. We have been informed that this has resulted in
phenomenal increase in collection of revenue on this score placing it in a
position immediately after the collection of revenue as commercial taxes.
18.66 The various associations representing the clerical employees
of the Registration offices have made the following submissions :-
i) With the computerization of most of the 241 Registration offices
the delay in registration work has been minimized. But there is
now little scope of verification of the plots and some of the
associations apprehend leakage of revenue. They have suggested
formation of a Revenue-cum-Internal Audit Team in each district
consisting of 3 or 4 members of the office including an officer who
could verify the particulars of the plot furnished by a registrant
public.
246
ii) A large number of vacancies in Group – C (1418 against
sanctioned strength of 2950) and in Group – D (124 out of
sanctioned strength of 532) have been affecting the day to day
functioning of the registration offices. The vacancies require to
be filled expedititiously.
iii) There is no Cashier in the Registration offices. Head Clerk has to
perform cash related work in addition to his normal duties. So,
Rs. 200/- is demanded as cash allowance or special pay.
iv) In the Record Rooms of the district offices are stored the
registration records of all the registration offices within the
district. At present a U.D.A. is in charge of this Record Room.
For supervising the work relating to storing and supply of records
a post of ADSR (Records) has been created for each district. The
duties, the UDA in charge of the Record Room have to perform is
of superior nature which justifies placing a Head Clerk for this
work. The Association accordingly demands creation of a post of
Head Clerk for this job.
v) Records kept in a District Registration Office is searched out by a
Group – D employee. Efficient discharge of this important work
demands one post of Record Supplier for each district. The
Association demands accordingly.
vi) Post of Accountant has been demanded for each District
Registration Office due to increase of accounting work.
vii) Demands suitable promotion for the only Typist of the District
Registration Office who cannot, for obvious reasons, avail himself
of the 5:4:1 benefit of movement to higher scales 9 and 10.
247
viii) Unlike other Registration Offices and Treasuries, the Office of the
Registrar of Assurance, Kolkata remains open on Saturdays/
local holidays/ on holidays under the Executive Orders. Yet the
employees of this office do not get any special compensation.
Demands holidays like other offices or cash compensation.
18.67 We have considered the above demands and submissions
and we record our observation as below:
i) The Government may consider if there is any
substance in the apprehension of leakage of revenue as expressed
by the associations and if so, appropriate action may be taken by
the Government.
ii) The Government may take steps for filling up as many
vacancies in Groups ‘C’ and ‘D’ as are required in the interest of
work.
iii) Cash Allowance has been dealt with by us in Volume –
I, Part – II of the Report and our observation recorded therein will
be relevant here.
iv) We do not think that the Record Room in a District
Registration Office should be placed under a Head Clerk. However,
we have come to know that with the creation of additional posts of
Head Clerk in such offices so as to make the number of posts of
Head Clerks to 10% of total strength of LDA and UDA, the number
of posts of Head Clerk (pre-revised scale no. 10) have substantially
increased and it may not be difficult now to place the Record Room
under the charge of a Head Clerk.
v) Having regard to the importance of the District Record
Room, we endorse the demand of providing one Record Supplier for
each district.
vi) We do not recommend the demand for posting an
Accountant in each District Registration Office but we suggest that
248
one of the UDAs may be entrusted with this job and, if necessary,
he may be given training in accounts related work.
vii) The Government may consider the feasibility of
encadring all the typists of all the District Registration offices in a
common cadre only for the purpose of allowing the benefit of
higher scale nos. 9 and 10 in the ratio 5:4:1 to these typists.
viii) There are a good number of Government offices where
a six day week is followed in the public interest. In none of these
offices the employees are allowed compensation for the extra one
working day’s work. However, if the Office of the Registrar of
Assurance, Kolkata remains open also on local holidays/ holidays
under the Executive Orders of the Government, we suggest
allowing the employees of this office compensatory casual leave for
working on those local holidays/ holidays under the Executive
Orders of the Government.
West Bengal Audit & Accounts Service
18.68 We have been informed that with a view to keeping vigil on
growing Government expenditure and also to enforce financial discipline
in Government activities, the Government constituted three W. B. Audit
& Accounts Services vide G. O. No. 935 – F dated 27.03.1971 as under:
I. West Bengal Higher Audit & Accounts Service with scale of pay of
Rs. 825 – 1475/- which after successive pay revisions became scale no.
17 under WBS (ROPA) Rules, 1998.
II. W. B. Audit & Accounts Service with scale of pay of Rs. 475 –
1150/- successively revised to the scale no. 16 under WBS (ROPA) Rules,
1998 and
249
III. W. B. Junior Audit & Accounts Service with scale of pay of Rs. 425
– 825/-, which under WBS (ROPA) Rules, 1998 became scale no. 14.
18.69 The W.B. Higher Audit & Accounts Service has been declared
as a dying cadre in the early nineties and the W. B. Junior Audit &
Accounts Service has been merged with the State Service, i.e., W.B. Audit
& Accounts Service W.E.F. 01.03.2001 vide G.O. No. 3317 – F dated
22.03.2001.
18.70 Sixty per cent of the total posts of the cadre are filled up by
direct recruitment through W.B. Audit & Accounts Service (WBA&AS)
recruitment examination conducted by P.S.C., W.B. The essential
educational qualification at the said examination is graduation in
Commerce or pass in C.A. or I.C.W.A. The balance forty per cent of the
posts are filled up by promotion through limited departmental
examination conducted by P.S.C., W.B. from among the employees of the
State Government who have served for a minimum period of eight years
in posts carrying at least the scale of pay of Rs. 4000 – 8850/- i.e., scale
no. 9.
With a cadre strength of 1094, the officers of this Service are
posted in different departments of the Government, in the Directorates
and also in State Government PSUs like the WBCS (Exe.) Officers.
18.71 The following are the main demands of the associations
representing the officers belonging to WBA & AS :
i) They demand pay parity with the Group – A Officers of State
PSUs who, according to them, generally enjoy better pay and
perks.
250
ii) Officers of this Service should be posted in the district
administration as Additional District Magistrate (Revenue) for
better revenue collection and efficient management of the
Treasuries.
iii) The potential of the officers of this specialised service is not
being fully utilized by the Government. They should also be
posted in Home Department, L & L R Department, Judicial
Department, Police Directorate, in the offices of the District
Judges and Superintendents of Police to look after financial
administration. There should be one post of Financial Advisor
in each Department which should be manned by them.
iv) Office of the Treasury Officer should be segregated from the
control of the DM/ SDO.
v) Finance (Accounts) Department should be demerged and
Officers of the W. B. Audit & Accounts Service should be posted
in each and every Department to enforce financial discipline in
the functioning of the respective departments. The WBA & AS
officers posted in the various Administrative Departments
should also be allowed to enjoy the Secretariat Status.
vi) Against a cadre strength of 1094 officers, the no. of scale no. 19
posts available to their service is only 21 and no scale no. 21
post has been allowed to them so far. This is in sharp contrast
with what have been made available to W.B.C.S.(Exe.). Against
a cadre strength of 1767 officers, 145 posts in scale no. 19 and
18 posts in scale no. 21 have been allowed to W.B.C.S.(Exe.).
Besides these higher scale posts they enjoy substantial
promotion opportunity to IAS. It has been further represented
that a Secretariat L.D.A. has reasonable prospect to move to
251
scale no. 19 before retirement. With the present meagre no. of
scale no. 19 posts the officers of this Service usually retire in
scale no. 18.
They accordingly demand automatic scale advancement to
higher scales 17, 18, 19 and 21 after 6/12/18/24 years service.
vii) Another association has proposed that there should be
automatic promotion to pre-revised scale nos. 17, 18 and 19
after 6 years, 12 years and 20 years of service and there should
thereafter be promotion to scale no. 20 in a uniform ratio to be
equally applicable to all the Constituted Cadre Services of the
State Government. This according to them will ensure vertical
movement in the cadre and reduce frustration of its officers.
viii) They further suggest that the senior officers of West Bengal
Audit & Accounts Service manning posts earmarked for the
erstwhile Higher Audit & Accounts Service should be given the
existing unrevised scale of pay of Rs. 16400 – 450 – 20000/-
and the posts of the Head of Offices should be included in the
cadre schedule of West Bengal Audit & Accounts Service.
ix) It has been represented that in order to prevent wide
discrimination among the officers of various origanised Group –
A Services, Government of India has adopted a unique policy
under which the time lag of getting same Grade Pay in Pay
Band no. 4 between an officer belonging to IAS and those
belonging to any Allied Service of the same year is not more
than 2 years. In the same analogy in the case of state
administration also there should not be a gap of more than two
years in the matter of getting benefits of pre-revised scale no. 19
252
by an officer of any Allied Service vis-à-vis a WBCS(Exe) of the
same batch.
x) Scope of promotion to IAS should be increased for all the State
Services other than the W.B.C.S.(Exe.) in such a way that
W.B.C.S.(Exe.) do not enjoy any special privilege as is being
enjoyed by them now.
xi) At present 40% of the posts of the cadre is filled up by
promotion through Limited Departmental Examination
conducted by P.S.C., W.B. from among the employees of the
State Government who have served for a minimum of eight
years in posts borne at least in scale no. 9. So, the minimum
educational qualification for this Limited Departmental
Examination is a pass in School Final. Having regard to the
nature of duties attached to the Service, one of the associations
feel that such promotees should be graduates. They demand
for amendment of the rules of recruitment accordingly.
xii) The officers of this Service should be allowed the following
higher responsible posts which are now held mostly by
W.B.C.S.(Exe.) Officers;
♦ Director of Treasuries & Accounts, West Bengal,
♦ Director of Pension Provident Fund & Group
Insurance, West Bengal,
♦ Director of Accounts under the School Education
Department,
♦ Director of Co-operative Audit under the Co-operation
Department,
♦ Pay & Accounts Officer, Kolkata Pay & Accounts Office
– I,
253
♦ Additional Pay & Accounts Officers of Kolkata Pay &
Accounts Offices,
♦ Treasury Officer, Kolkata Collectorate Treasury.
In general they suggest that the posts having the following
features may be excluded from the Cadre Schedule of W.B.C.S.
(Exe.);
♦ The posts which have separate recruitment rules;
♦ The posts in the State Secretariat which have no
sanction;
♦ The posts which do not have any separate recruitment
rules but the job descriptions of which demand for
inclusion of those posts in the Cadre Schedule of other
specialized Services and
♦ Deputation Posts in the Government Undertakings
and Autonomous Bodies.
xiii) W.B.A. & A.S. should be declared as a State Civil Service as
Government of India recognizes similar services under them as
Central Civil Services, Group – A.
18.72 We have carefully considered all the above demands and
following are our observations against those demands;
(a) There is hardly any substance in the demand at item no. (i)
for getting pay and perquisites of Group – A Officers of the State PSUs
as most of the State PSUs are sick units and they can hardly offer
their officers attractive pay and perks.
(b) We do not find any justifiable reason to create a post
of ADM (Revenue) in each district for collection of
254
revenue and supervision of the work of Treasuries. So,
we do not accept the demand at item no. (ii).
(c) The demand at item no. (iii) for creation of one post of
Financial Advisor in each of Home, L & L R and Judicial Departments
and in Police Directorate, in the offices of District Judges and
Superintendents of Police may be examined by the Government.
(d) The reasons for segregating the office of Treasury from the
control of DM/ SDO have not been clearly explained. We do not
endorse this demand at item no. (iv).
(e) We do not see any reason in the demand for demerging the
Finance (Accounts) Department and posting of Officers of W. B. Audit
& Accounts Service to the individual Departments for enforcing
financial discipline as we have not been informed of any specific
financial irregularity in any of the Government Departments. We do
not also feel the necessity of allowing these officers any Secretariat
status in the public interest.
(f) The demands at item nos. (vi), (vii), (ix) and (x) basically aim
at allowing them more liberal benefits under automatic career
advancement schemes with upto 4 such automatic scale
advancements, more posts in pre-revised scale no. 19, opening up
scale no. 21 posts to these officers and also liberal promotion to IAS.
While highlighting these demands they have drawn attention of this
Commission to the fact that they are not being allowed these benefits
as liberally as WBCS (Exe) officers are enjoying the same.
We have discussed all these issues while we have examined the
demands of WBCS (Exe) in the Chapter under P & A R Department.
We have also dealt with a modified CAS in a separate Chapter of this
Volume. Our observation in those Chapters may be referred to.
255
(g) We do not see any merit in the demand at item no. (viii) for
pre-revised scale no. 20 for the posts which formerly belonged to the
erstwhile W. B. Higher Audit & Accounts Service.
(h) We find much substance in the suggestion of one of the
associations that the promotees to the W.B. Audit & Accounts Service
should at least be graduates and we recommend that the rules of
recruitment to W.B. Audit & Accounts Service be amended
accordingly.
(i) Regarding the demand at item no. (xii), namely, for release of
certain posts now manned from WBCS in their favour, we suggest
that at the time of review of cadre schedule of WBCS(Exe) they may
submit their prayer to the P & A R Department for appropriate
decision by that Department.
(j) Regarding the demand of declaring W.B.A. & A.S. as a State
Civil Service we leave the matter to the Government for necessary
examination.
18.73 Other demands :
i) All DDOs of big establishments like CMOH’s Office, Medical
College & Hospital, Directorate Offices, Treasuries, Pay &
Accounts Office, etc. should be allowed Special Pay @ 5% of
their basic pay as all these posts fulfil one or more of the
following criteria which justify attaching special pay to these
posts :
I. Specially arduous nature of duties,
II. Specific addition to the work of responsibility
III. Unhealthiness of the locality in which the work is
performed.
256
ii) Like the doctors, NPA may be allowed to those of the officers of
this Service who are also members of the ICAI, ICWA, ICSI and
ICFA. The rate demanded is 10% of basic pay.
iii) Qualification pay @ Rs. 1000/- may be allowed to those of the
officers who posses higher educational qualification like M.
Com., M.B.A., etc.
18.74 We take all these three demands together and observe as under:
(i) Functioning as DDO is a normal function of the officers of
W.B.A.& A.S. and as such we do not recommend any special
pay/ special allowance for this work regardless of the size of
these establishments.
(ii) We have examined the demands at item nos. (ii) and (iii) in
Volume – I, Part – I of our Report and in tune with our
observation therein, we do not recommend NPA and
Qualification Pay for these officers.
Savings Development Officer under the Directorate of Small Savings
18.75 Savings Development Officers are now in pre-revised scale
no. 10. We have learnt that with the objective of augmenting the
collection of small savings which for many years since the late seventies
served as a substantial source of funding the plan schemes of the
Government, one post of Block Savings Organiser was created in each
Block in 1979 in the then scale of pay of Rs. 300 – 600/-. The post was
subsequently re-christened as Savings Development Officer. Their main
duties have been to motivate people to deposit money under various
small savings schemes of the Government of India.
257
18.76 The grievance of the association of Savings Development
Officers is that with identical pre-1981 scale of Rs. 300 – 600/-, a good
number of other Extension Officers of the Block, viz., Fishery Extension
Officer, Block Relief Officer, etc. were allowed the revised scale no. 11
under WBS (ROPA) Rules, 1981 which was revised as scale no. 10 under
the subsequent ROPA Rules, but they were allowed the revised scale no.
9. On the basis of their representation before the Third Pay Commission,
the said Pay Commission recommended scale no. 10 for them. But as
Government did not implement the said recommendation they had
moved the Hon’ble High Court and the verdict went in their favour. As
per direction of the Hon’ble Court, the Government allowed them scale
no. 10 from 01.02.1990, the date of presentation of their writ petition as
per operative part of the Judgement even though the Hon’ble Court had
also directed to consider their prayer for allowing the said scale w.e.f.
01.04.1981. The association has now represented for allowing them
revised scale no. 10 w.e.f. 01.04.1981 or at least from 01.01.1986 as per
recommendation of the Third Pay Commission.
18.77 It has been further represented that District Savings Officer
(DSO) borne in pre-revised scale no. 15 is the promotion post of Savings
Development Officer and there are only 19 such posts against their cadre
strength of 366. The association feels that the duties attached to the
post of DSO justifies scale no. 16 for the post instead present pre-
revision scale no. 15 and that the gap between the pay scales of Savings
Development Officer and District Savings Officer is too wide. They have
accordingly demanded pre-revised scale nos. 15 and 16 for Savings
Development Officer and District Savings Officers, respectively.
18.78 We have carefully considered all these demands but we are
unable to accept any of them, namely, antedating the date of effect of
pre-revised scale no. 10 for the post of Savings Development Officer or
258
upgrading the pre-revised scale of pay of any of the posts, viz., Savings
Development Officer or District Savings Officer.
18.79 For all the remaining posts under this Department, we
recommend Pay Band – Grade Pay corresponding to their existing pre-
revised scales.
259
Annexure-1
Government of West BengalOffice of the Fifth Pay Commission
Tantuja Bhavan (8th floor)DD-18/4 , Sector-I, Salt Lake, Kolkata – 64.
No. 146-PC PC-85/09 Dated, Kolkata, the 7th December, 2009.
From : Deputy Secretary. Fifth Pay Commission, W.B.
To : The Deputy Secretary, Finance ( Revenue ) Deptt. Writers’Buildings, Kolkata – 700001.
Sub : Proposal for upgradation of Pay Scale of the post of Chief Inspecting Officer in the Directorate of Electricity under the Finance ( Revenue) Deptt. from pre-revised scale no 18 to 19.
Sir,
I am directed to refer to your letter ‘lNo. 625-F.T. dtd 22.04.2009 followed by another ‘letter No. 887-F.T. dtd 15.06.2009 regarding the subject noted above and to say that the matter was placed before the 5th Pay Commission, W.B. for consideration.
After due consideration of the aforesaid proposal, the Commission has offered its views as detailed below :
The Administrative Department referred to this Commission the above-mentioned proposal on the basis of two representations dated 04.09.2008 and 27.01.2009 of the present holder of the post.
The post of Chief Inspecting Officer was created in 2008 for better functioning of the Directorate of Electricity Duty. As it appears, pre-revised scale no. 19 has been demanded mainly on the ground that Chief Inspector of Factories , Chief Inspector of Boilers ( both under Labour Department) and Chief Electrical Inspector of Electricity Directorate under Power Department are all borne in pre-revised scale no. 19.
The post of Director of Electricity Duty is usually manned from I.A.S. Chief Inspecting Officer is an officer sub-ordinate to him. But other three Chief Inspectors quoted in the representations are themselves heads of the respective Directorates. Moreover, Inspector of Factories and Inspector of
260
Boilers which are base-level posts are recruited direct in pre-revises scaled No. 17 únlike Assistant Engineers of Engineering Departments who are recruited in pre-revised scale no. 16 against the direct quota. Likewise base-level posts in the Directorate of Electricity under Power Department is Electrical Inspector / Inspector of Lifts borne in pre-revised scale no. 17.
In the Electricity Duty Directorate, the post of Inspecting Officer is borne in pre-revised scale no. 16 and the next higher post of Senior Inspecting Officer is ín pre-revised scale no. 17. Chief Inspecting Officer is filled up by promotion from Senior Inspecting Officer. 60% of Inspecting Officers are filled up by direct recruitment, essential recruitment qualification being same as for Assistant Engineer viz; a degree in Electrical Engineering. The essential qualifications for recruitment to Inspector of Factories, Inspector of Boilers and Electrical Inspector / Inspector of Lift are degree in Engineering plus specified length of experience which justify pre-revised scale no. 17 as their pay scale. The statement on the comparison of duties of the quoted posts also hardly establishes that all these duties are comparable to each other. So it is evident that the hierarchial patterns of Engineering Officers in the three Directorates viz; Directorate of Factories, Directorate of Boilers and Directorate of Electricity vis-à-vis that obtaining in the Directorate of Electricity Duty are not similar.
In the position stated above, this Commission does not recommend upgradation of scale of pay of Chief Inspecting Officer from pre-revised scale no. 18 to pre-revised scale no. 19.
Yours faithfully,
Sd./- Asok Adhya. Deputy Secretary
261
Annexure - 2
TheKolkata (Symbol) Gazette
Extraordinary
Published by Authority
Caitra 14 Friday, April 4, 2003 ( Saka 1925 )
Part-I-Orders and Notifications by the Governor of West Bengal, the High Court, Government Treasury, etc.
GOVERNMENT OF WEST BENGALFINANCE DEPARTMENT
Revenue
NOTIFICATION
No. 702-F.R.- the 24th March, 2003- In exercise of the power conferred by the proviso to article 309 of the Constitution of India and in super session of noti9fi8cation no. 1092-F.T. dated the 20th April, 2000, the Governor is pleased hereby to make the following rules :-
Rules
1. Short title and commencement :- (1) These rules may be called the West Bengal Registration and Stamp Revenue Service Recruitment Rules, 2003.
(2)They shall come into force with effect from the date of its publication in the Official Gazette.
2. Definition :- In these rules, unless the context otherwise requires, “Service” means the West Bengal Registration and Stamp Revenue Service constituted under Finance ( Taxation) Department notification No. 1090-F.T. dated the 20th April, 2000.
3. Composition of the service (1) The West Bengal Registration and Stamp Revenue Service shall consist of three categories of posts, namely Categopry-1, Category-II and category-III.
(2) Category I of the West Bengal Registration and Stamp Revenue Service shall consist of the following posts :-a) Additional District Sub- Registrar.b) District Sub- Registrar.
262
3) Category II of the West Bengal Registration and Stamp Revenue Service shall consist of the following posts :-a) District Registrar,b) Additional Registrar of Assurances, Kolkata,c) Assistant Commissioner of Stamp Revenue.
4) Category III of the West Bengal Registration and Stamp Revenue Service shall consist of the following :-a) Deputy Inspector General of Registration,b) Deputy Commissioner of Stamp Revenue ( Legal),c) Registrar of Assurances, Kolkata.d) Joint Inspector General of Registration, andex) Joint Commissioner of Stamp Revenue.
4. Method of recruitment :- The method of, and the qualifications required for, recruitment to the posts under the above mentioned categories shall be as detailed below :-
(1) Category I :a) Name of the post : Additional District Sub-Registrar.
(i) Method of recruitment :- By selection (direct recruitment) on the basis of the results of the West Bengal Civil Services ( Executive ) and Allied Services Examination for Group-A Services and posts :
Provided that the holders of the posts of Sub- Registrar which has been declared as a dying cadre in Government Resolution No. 337-F.T. dated the 30th January, 2001 shall be absorbed in the posts of Additional District Sub- Registrar by promotion, in consultation with the Public Service Commission, West Bengal / or if necessary, through a limited departmental examination to be held by the Commission. Only the officers confirmed in the post of Sub-Registrar shall be eligible for sitting in the said departmental examination.
ii) Qualifications and age for direct recruitment :- As prescribed from time to time for the West Bengal Civil Service ( Executive) etc. Examination for Group A Services and Posts.
(b) Name of the post : District Sub- Registrar.Method of recruitment :- By transfer from the post of Additional District Sub- Registrar on the basis of seniority-cum-merit.
(2) Category III.Name of the post :- District Registrar, Additional Registrar of Assurances , Kolkata, Assistant Commissioner of Stamp Revenue.
263
Method of recruitment :- By transfer from the post of District Sub- Registrar in Category I on the basis of seniority-cum-merit of the officers having completed three years of service in such post.
(3) Category III
(a) Name of the post :- Deputy Inspector general of Registration, Deputy Commissioner of Stamp Revenue (Legal), Registrar of Assurances of Kolkata.
Method of recruitment :- By transfer from the posts in Category II , on the basis of seniority-cum-merit of officers having completed ten years of service in the posts of Category I and Category II taken together.
(b) Name of the post : Joint Inspector General of Registration / Joint Commissioner of Stamp Revenue.Method of recruitment :- By transfer of officers from the posts of Deputy Inspector General of Registration, Deputy Commissioner of Stamp Revenue ( Legal) and Registrar of Assurances, Kolkata on the basis of seniority-cum-merit.
Explanation :- For the purpose of recruitment to the posts –(a) in Category II, the posts of District Registrar, Additional Registrar of Assurances , Kolkata and Assistant Commissioner of Stamp Revenue.
(b) in Category III- (i) the posts of Deputy Inspector General of Registration, Deputy Commissioner of Stamp Revenue (Legal) and Registrar of Assurances, Kolkata, (ii) the posts of Joint Inspector General of Registration and Joint Commissioner of Stamp Revenue, shall be considered to be equivalent posts.
By order of the Governor,
Sd/ J.C. BARDHAN Dy. Secy. to the Govt. of West Bengal.
264
Annexure – 3
GOVERNMENT OF WEST BENGALFINANCE ( REVENUE) DEPARTMENTWRITERS’ BUILDINGS, KOLKATA -1.
No. 280-F.T. FT /O /IE-11/08 Regn. Dated 20.2.2009.
From : Shri N.C.Basak. Deputy Secretary to the Govt.of West Bengal.
To : The Chairman, Fifth State Pay Commission, West Bengal.
Sub :Proposal for declaration of West Bengal Registration and Stamp Revenue Service as Integrated Service.
Sir,
I am directed to say that the West Bengal Registration and Stamp Revenue Service was constituted under Finance (Taxation) Department Notification No. 1090-F.T. dated 20.4.2000 (copy enclosed). The recruitment of the officers of the aforesaid service is being done in terms of Finance (Revenue) Department Notification No. 702-F.R. dated 24.3.2003 (copy enclosed). These officers join the Registration and Stamp Revenue S Examination conducted by the P.S.C.,West Bengal Other constituted service in Group-‘A’ service except the Registration and Stamp Revenue Service have already been declared as Integrated Service. So, naturally the W.B. Registration and Stamp Revenue Service should also be declared as an Integrated Service to keep parity with other equally pladcfed Group-‘A’ Services. But the same has not been done even after a period of about 9(nine) years from the date of constitution of Registration and Stamp Revenue Service.
The issue was examined by this Department in consultation with the Finance Department. That Group has observed that as the Fifth State Pay Commission has been constityuted, the Administrative Department may take up the matter of declaration of the W.B. Registration and Stamp Revenue Service as Integrated Service lwith the Pay Commission.
In view of above, I am di rected to send the propopsal for declaring the W.B. Registration and Stamp Rwevenue Service as Intgegrated Service for consideration of the Fifth State Pay Commiscsion, West Bengal.
This has the approval of Hon’ble Finance Minister.
Yours faithfully, Sd/- N.C.Basak. Deputy Secretary to the Government of West Bengal
265
Annexure – 4
Public Service Commission, West Bengal161A, S.P. Mukherjee Road, Kolkata – 700026.
No. 99 PSC(S&R) / 1R-13/96
From : Shri S.N.Nandi, IAS. Secretary, Public Service Commission, West Bengal.
To : The Secretary to the Government of West Bengal. Finance ( Revenue) Department, Writers’ Buildings, Kolkata -700 001.
Kolkata, the 15th October, 2003.
Subject : West Bengal Registration & Stamp Revenue Service Recruitment Rules , 2003.
Sir, I am directed to refer to the Finance (Revenue) Department
Notification No. 702-F.R. dated 24.03.2003 on the subject noted above laying down therein recruitment rules for the three categories of posts in the West Bengal Registration and Stamp Revenue Service and to state that it appears that the notified rules of recruitment deviate from those recommended by the Commission in this office letter No. 32-PSC(S&R)/1R-13/96 dated 07.03.2002 in respect of the posts in categories II & III. For the method of recruitment by transfer the Commission suggested that one would require to be in same scale of pay as that of the post to which the transfer will be made. This has been omitted and instead requirement of some period of service has been prescribed for categories II & III posts. When the ‘Transfer’ as a method of recruitment is to be made on the prescribed condition of seniority-cum-merit which by itself ensures required length of service in the feeder post(s) any further requirement of some period of service seems redundant. I t is relevant to mention here that the recruitment rules for categories II & III posts in the West Bengal Registration and Stamp Revenue Service have been recommended by the Commission in line with those prescribed for the posts in the West Bengal Employment Service and West Bengal Commercial Taxes Service.
In view of the circumstances stated above I am directed to request you to intimate the reason behind the deviations made in the notified rules.
An early action in this regard is requested. Yours faithfully, Sd/- S.N.Nandi 15.10.03 Secretary
266
Annexure – 5
PUBLIC SERVICE COMMISSION , WEST BENGAL.161A S.P.MUKHERJEE ROAD, KOLKATA -700 026.
No. 82-PSC(S&R) / 1R-13/96.
From : Shri S.K.Pamanik Joint Secretary, Public Service Commission,West Bengal.
To : The Secretary to the Government of West Bengal. Finance ( Revenue ) Departmnent, Writers’Buildings, Kolkata – 700 001.
Kolkataa, the 7th July,2005.
Subject : Amendment of recruitment rules for the West Bengal Registration and Stamp Revenue Service, 2003.
Sir,
I am directed to refer to the Finance (Revenue) Department letter no. 1004-F.T. dated 5.5.2005 and subsequent correspondence resting with Department letter No. 1190-F.T. dated 7.6.2005 on the subject noted above and to state that the proposal for amendment of recruitment rules for the West Bengal Registration & Stamp Revenue Service 2003 as mooted by the Department in the letter under reference has been discussed at length with Shri B.C.Ghosh Dastidar, IAS, I.G. of Registration & Commissioner of Stamp Revenue, West Bengal on 8.6.2005 I n presence of Secretary, Public Service Commission, West Bengal and that it is found that the Department’s amendment proposal suffers from the following short comings.:-
1. When the “transfer” as a method of recruitment is to be made in categories II & III posts on the prescribed condition of seniority- cum-merit the transferee would require to be in the same scale of pay as that of the post to which the transfer will be made, i.e., such method of movement is horizontally applicable.
It also appears that the promotee / absorbed officers at the level of ADSR holding scale no. 16 are not entitled to get further enhancement of scale of pay under CAS and as such would not be eligible to be transferred to the posts belonging to category-II having scale no. 17.
The proposed method of movement of the officers in categories- II & III appears to be a case of vertical promotion from a lower grade to a higher one.
267
2. It also appears that the said method of “transfer” on the basis of seniority-cum-merit involves inherent demerits, as reservation rules (meant for S.C. / S.T. candidates) are not required to be observed while filling up the posts by this method.
In the circumstances stated above the decision as arrived at in the said discussion is that “transfer” as a method of recruitment for the posts belonging to categories-II & III of the newly constituted West Bengal Registration & Stamp Revenue Service will not be befitting one and the Department may instead consider prescribing “promotion”as method of recruitment for elevation of the officers from one grade to other.
Keeping in view the outcome of the discussion, I request that the recruitment rules for the West Bengal Registration & Stamp Revenue Service, 2003 be recast suitably and the draft rules sent to this office for reconsideration for the Commission.
An early action in the matter is requested.
Yours faithfully, Sd/- S.K.Pramanik Joint Secretary
268
Annexure– 6
GOVERNMENT OF WEST BENGALFINANCE (REVENUE) DEPARTMENT
NO. 1055-FT F.T./O/1E-15/2007. KOLKATA, THE 25TH JULY,2007.
MEMORANDUM
In terms of Finance (Revenue) Department Order No. 947-F.T. dated 04.07.2007, three (3) posts in scale no. 19 (i.e. Rs. 14,300-400-18,300/-) under the W.B.S.(ROPA) Rules, 1998 have been created for the West Bengal Registration & Stamp Revenue Services with effect from 01-04-2007. These posts are to be filled up following the guidelines laid down in Finance ( Audit) Department Memo No. 6075-F dated 21.06.1990 read with Memo No. 3015-F, dated 13.03.2001. The eligibility criteria for filling up these posts in scale no.19 as laid down in Finance (Audit) Department Memo No. 6075-F, dated 21.06.1990 is that an incumbent will have to put in 20 years of service in revised scale nos. 16, 17 and 18 and their unrevised counter-parts of which 3 years must be spent in unrevised scale no. 19 and / or revised scale no. 18.
The conditions laid down for admissibility of scale no. 19 have made the officers belonging to the West Bengal Registration and Stamp Revenue Services ineligible for the said scale for the present. Since they got scale no. 16 in 1994 in a manner which is different from that in respect of other state services but which is more akin to that applicable to the West Bengal General Service, none of them rendered total service of 20 years in scale nos.16, 17 and 18 taken together. These officers may fulfill the conditions imposed in Finance (Audit) Department memo. No.6075-F, dated 21.06.1990 after the year 2014.
The Governor has since reviewed the matter and after careful consideration, has been pleased to decide that the condition of rendering 20 years of service as stipulated in the Annexure to Finance (Audit) Department Memo. No. 6075-F, dated 21.06.1990 in respect of the members of the West Bengal Registration and Stamp Revenue Services may be waived subject to the condition that such waiver shall remain valid upto 31st December, 2014.
This order issues with concurrence of Finance (Audit) Department vide their U.O. No. 2821-Gr.P (Service), dated 24.07.2007.
Sd/- N.C.Basak. Assistant Secretary to the Government of
269
West Bengal, Finance Department
270
CHAPTER – 19
FIRE & EMERGENCY SERVICES DEPARTMENT
19.0 The Directorate of Fire & Emergency Services Department is
headed by an IPS Officer of the rank of Director General. He has under
him an Additional Director General on pre-revision pay scale no. 19. The
operational head of the Directorate is the Director who is on pre-revision
pay scale no. 18. Under his command and control there are 6 Deputy
Directors, one Maintenance Superintendent, one Assessing Officer, 23
Divisional Officers, 2 Equipment Officers and over 8500 operational and
other staff of different categories.
19.1 There are at present a total number of 106 Fire Stations
under 10 Divisions. Another 8 more divisions have been sanctioned vide
G.O. No. 500 dated 24.07.2009. One Divisional Officer acts as Chief
Instructor and head of the Institute of Fire and Emergency Services, 2
Divisional Officers act as head of protection and prevention wings and 2
others head the Civil Defence Wing.
19.2 There are approximately 10/12 Fire Stations under one
Divisional Office. Divisional Officer is presently on pre-revision pay scale
no. 13. It has been represented to us by the Department that they are
finding it difficult to recruit Divisional Officer directly through the Public
Service Commission due to poor response owing to their low scale of pay.
19.3 The direct recruitment qualifications for a Divisional Officer
according to Gazette Notification of March 10, 1977, are inter alia, a
degree in Science with Physics, Chemistry and Mathematics of a
recognized University, certificate of having passed the Divisional and
Assistant Divisional Officers course of the National Fire Service College,
Nagpur, or Associate membership of the Institute of Fire Engineers,
271
London. Also 5 years experience in the rank of a Station Officer in an
established Fire Service under the Central, State Government or local
authority. Age limit is also not more than 35 years. In the present
system, 25 percent posts of Divisional Fire Officers are filled up through
direct recruitment and 75 percent through promotion from incumbents
who posses the required qualification. To us it appears that the
minimum recruitment qualifications for a direct recruit Divisional Fire
Officer is rather stiff for which it will not be easy to get a sizeable number
of applications for this post.
19.4 It is our considered view that to overcome the problem of
scarce number of direct recruit Divisional Fire Officers, our
recommendations would be two fold. Firstly, departmental candidates
should be preferred over direct recruits, in the matter of filling up
vacancies to the post of Divisional Fire Officer. And secondly, the ratio of
promotion and direct recruitment should be 80:20.
19.5 We wish to make another recommendation regarding upper
age limit. In our considered view the upper age limit for direct recruit
Divisional Fire Officer should be raised by 5 years and made 40 years
from the present 35 years in view of the difficulties in getting direct
recruit Divisional Fire Officers with requisite qualification.
19.6 Now we turn our attention to the pay scale of Divisional Fire
Officer. As stated earlier, he is on unrevised pay scale no. 13. Taking into
consideration his recruitment qualifications and arduous nature of
duties, the Commission is of the view that the Divisional Fire Officer
deserves higher monetary compensation. We accordingly recommend
upgradation of the pay scale of Divisional Fire Officers from pre-revision
pay scale no.13 to pay scale no. 14. This recommendation regarding pay
scale will also be applicable to Equipment Officers and Chief Instructor
both of whom are presently on pre-revision pay scale no.13.
272
19.7 Each Fire Station is in charge of a Station Officer who
happens to be the senior most officer of that Station. There are 216
Station Officers who are on pre-revision pay scale no. 12. Each Station
Officer is assisted by Sub-Officer who is on pre-revision scale no 10.
There are in all 434 sanctioned posts of Sub Officers. Station Officer can
be recruited directly up to 25 percent through the Public Service
Commission and 75 percent by promotion from eligible Sub Officers.
Similarly 25 percent of Sub-Officers can be recruited directly and
remaining 75 percent from eligible Leaders, FEODs and Assistant
Mobilising Officers with a minimum of three years experience.
19.8 One of the Associations have represented to us seeking
upgradation of the pay scales of Station Officers and Sub-Officers. It was
pointed out that there has been a manifold increase in the duties and
responsibilities of these operational officers following amendment to the
Fire Service Act of 1950 and introduction of Fire and Emergency Services
Act of 2004. The Commission has not been provided with any material to
show any discernible increase in duties and responsibilities of these
officers or any special training undergone by them for meeting
requirements of Emergency Services as well as the nature of such
services to warrant upgradation of their pay scale. We therefore do not
recommend any upgradation in the pay scales for Station Officers and
Sub-Officers. They may draw pay in the revised pay scale with
corresponding Band Pay and Grade Pay.
19.9 It has been represented to us by the Department, that Senior
Officers from Director to Divisional Fire Officers earlier used to draw
121/2 % of their basic pay per month as Special Duty Allowance for
performing long hours of duties. This was stopped since July, 2000. They
have demanded restoration of their SDA. We have considered this
proposal and found no merit in it as Senior Officers of any Government
273
Department are supposed to be on round the clock duty without
additional remuneration. The 12 ½% SDA for Station Officers and Sub-
Officers were also withdrawn in phases following the introduction of
three shift duties.
19.10 However, the Government vide G.O. No. 267 dated
30.06.2003 introduced overtime allowance / SDA for working beyond 8
hours per day for the following six categories of Operational Staff at the
rates indicated subject to a maximum of 40 hours per month and not
exceeding 20 percent of their basic pay.
Sl. No. Category of PostRate of SDA / OT
allowance per hour.1 Station Officer Rs. 13.002 Chief Mobilising Officer Rs. 12.003 Sub-Officer / Mobilising Officer Rs.11.004. Leader / FEOD Rs. 9.005. Assistant Mobilising Officer Rs. 8.006. Fire Operator / Staff Car Driver Rs. 7.00
19.11 In the context of the above, two issues have been
represented before the Commission seeking redressal. Firstly, at
prevailing market rates, the existing rate of SDA / OT allowance is very
meagre. Secondly, the ceiling of 40 hours per month is highly
inadequate, keeping in view the fact that the above mentioned personnel
are required to work 60 to 70 hours per month beyond their normal duty
hours.
19.12 We have carefully examined both the demands and are of the
considered view that the rate of SDA / Overtime Allowance per hour as
well as the ceiling of 40 hours per month needs upward revision. We
accordingly recommend that the existing rate of SDA / Overtime
274
Allowance be doubled for the above 6 categories of operational staff
mentioned earlier and the ceiling of 40 hours per month be made 50
hours per month subject to a maximum of 10 percent of basic pay
inclusive of Grade Pay.
19.13 It has been represented to us that the Communication Wing
comprising of Chief Mobilising Officer, Mobilising Officer and Assistant
Mobilising Officer on pre-revision pay scale nos. 11, 10 and 6
respectively be merged with the operational wing for enhancing
efficiency. The personnel of Communication Wing man the control rooms
and take fire calls from outside. In our considered view amalgamating
the Communication Wing with the Operational Wing may not lead
to enhanced efficiency as both these Wings have specific work cut out for
each wing which are not exactly similar to each other and their duties
are not comparable. Therefore, we do not wish to recommend the
amalgamation of these wings as suggested.
19.14 The State Government has already effected upgradation in
the pre-revision pay scales of two categories of operational staff, namely
Fire Operator from scale no 5 to scale no 6 and Leader from Scale no 7 to
scale no 8. The upgradations were effected in 2008 with notional effect
from 01.01.1996 and actual effect from 01.01.2008. We have received a
representation to further upgrade the pay scale of Leader from pre-
revision pay scale no. 8 to scale no. 9.
19.15 We are of the considered view that within such a short span
of time yet another up-gradation in the pay scale of Leader is not
warranted. Hence we do not recommend any further upgradation in pay
scale for the post of Leader.
19.16 It has been represented to us that Leaders, FEODs and Fire
Operators get Rs. 200/- per month as Ration Allowance and have asked
275
for up-gradation of this allowance. We have examined this demand
carefully and are of the considered view that this allowance needs to be
enhanced. We accordingly recommend sanction of Ration Allowance at
the rate of Rs.400/- per month from the present Rs.200/- per month
only for the above categories of Fire and Emergency Services personnel.
19.17 Tiffin Allowance was sanctioned from 1995 up to rank of
Station Officer at the rate of Rs.5/- per day for doing continuous duty for
3 hours in a single operational area. Some Associations represented to
us to increase the rate of allowance in view of present market rates.
19.18 We feel there is some justification in enhancing this
allowance. We therefore recommend that Tiffin Allowance for officials up
to the rank of Station Officer be doubled and made Rs. 10/- from the
existing rate of Rs. 5/- for continuous duty for three hours in a single
operational area.
19.19 Government had earlier sanctioned Rs.25/- per month as
Washing Allowance. It has been represented to us that this amount is
meagre and should be suitably increased. Here it may be mentioned that
we have already recommended doubling this allowance in Volume-I,
Part-II (Para E 5.15) of our Report, and therefore do not wish to make
any further comment.
19.20 Staff Car Drivers of Fire & Emergency Services Department
are presently on pre-revision pay scale no. 5. We have received
representations for up-gradation in the pay scale of staff car drivers. We
have scrutinized this demand and are of the considered view that the
staff car drivers deserve higher compensation. We accordingly
recommend up-gradation in the pay scale of the staff car driver from
scale no. 5 to pay scale no. 6.
276
19.21 One of the Unions have represented to us that all employees
handling cash should get Cash Allowance at Central rate and to create
post of Cashier where needed and where not needed some extra
remuneration should be provided to the person handling cash. It may be
mentioned here that in our Report Volume-I, Part-II (Para 0, 5.45) we
have recommended additional remuneration for those (other than
designated cashiers) who have to handle cash as additional work.
19.22 The Department as well as some Associations have
demanded risk allowance for all operational employees from Deputy
Director to Fire Operator; including Divisional Fire Officer, Station
Officer, Sub-Officer, Leader, FEOD, based on scale of pay. We have
discussed this matter at length in Volume-I, Part-II of our Report (Para-F
5.16 to 5.22) and therefore do not wish to make any further comment on
this subject.
19.23 It has been represented to us that the Head Clerk cum
Accountant (HCCA) in the office of the Divisional Fire Officer is on scale
no. 9, whereas the HCCA in the Directorate of Fire Service is on pre-
revision pay scale no. 10. Hence, demand has been made to bring parity
in the pay scale of HCCA in the office of the Divisional Fire Officer and
HCCA of the Directorate.
19.24 We have examined this proposal and have found adequate
justification in this demand. We therefore recommend that the pay
scale of HCCA of the office of the Divisional Fire Officer may be upgraded
from sale no. 9 to scale no. 10.
19.25 One of the associations have represented to us that Pump
Allowance which the FEODs had been getting @ 5% of basic pay per
month be restored to them. It is a fact that earlier FEODs were allowed to
draw Pump Allowance @ 5% of basic pay per month. This allowance was
277
discontinued under ROPA 1981 on the recommendation of the 2nd Pay
Commission. Subsequently vide G.O. No.639-F (Law)/IN-273/2000-A.T.
dated 25.06.2002, the FEODs were again allowed to draw Pump
Allowance at such rate as was available to them prior to its
discontinuation.
19.26 The actual amount of Pump Allowance was kept frozen at
the levels last enjoyed in view of the fact that the pay of the FEODs was
fixed in a scale higher than the corresponding normal scale in terms of
ROPA 1981. The Hon’ble SAT vide their order No. 24 dated 23.10.2009
had observed that the decision of the government “to allow Pump
Allowance, but limit it the actual levels that were being drawn prior to
the revision under ROPA 1981 cannot be faulted”.
19.27 Therefore, it is now an established fact that Pump Allowance
cannot be related to a percentage of basic pay as is being demanded.
However, it is the Commission’s considered view that the stage at which
the Pump Allowance was frozen, we recommend an increase of 50% of
the frozen amount as Pump Allowance for FEODs.
19.28 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
CHAPTER – 20
FISHERIES DEPARTMENT (FISHERIES, AQUACULTURE, AQUATIC RESOURCES & FISHING HARBOUR)
278
20.0 Originally known as the Department of Fisheries, its name is
supposed to have been changed to the Department of Fisheries,
Aquaculture, Aquatic Resources and Fishing Harbour. The functions of
the Department have also been widened. Originally the Department was
concerned with development and utilization of the State’s fisheries, and
regulation of employment in fisheries as also promotion of the welfare of
workers in fisheries. Though promotion of pisciculture remains the focal
point of the functions of the Department, it is now supposed to promote
aquaculture and all kinds of aquatic resources as also to construct,
maintain and utilize fishing harbours to facilitate fishing in coastal areas
and in the sea.
20.1 The Department has one Directorate and two Corporations.
The name of the Directorate has also been changed from the Directorate
of Fisheries to the Directorate of Fisheries, Aquaculture, Aquatic
Resources and Fishing Harbour. The corporations are (a) State Fisheries
Development Corporation, and (b) West Bengal Fisheries Corporation
Ltd. These apart, the Department also administratively control a number
of district level agencies known as the Fish Farmers’ Development
Agencies. In addition, there is an apex cooperative body of the fish
farmers under the name of the West Bengal State Fishermen’s
Cooperative federation Ltd (or BENFISH as is popularly known). The last
named organization does not, however, feature in the list of organizations
referred to this Commission.
20.2 There are three constituted Services in the Directorate. They
are : the West Bengal Junior Fishery service Grade II, the West Bengal
Junior Fishery Service Grade I and the west Bengal Fisheries Service.
The current service status of the Directorate officers is as follows:
Assistant Fishery Officers, Fishery Extension Officers, Assistant
Research Officers, Supervisors and Assay Assistants, all enjoying pre-
279
revision scale no. 10 belong to WBJFS Grade II; District Fishery Officers,
Farm Managers, Yard Managers and Fishery Officers (Breeding) who are
in pre-revision pay scale no. 15 belong to WBJFS Grade I; the Assistant
Directors of Fisheries, belong to West Bengal Fisheries Service, and they
are in pre-revision scale no. 16. The Deputy Directors and the Joint
Directors are in pre-revision scale no. 17.
20.3 According to the information submitted by the Director of
Fisheries, the Fishery officials below the Fishery Extension Officers are
Fishery Development Assistants, and Fishermen–Attendants/
Fishermen-cum-Attendants/ Fishermen-cum-Watchers.
20.4 In the ME and MS wing, the lowest level post is that of
Investigator-cum-Assistant Computor which is in the pre-revision scale
no. 6. Immediately above the latter, is the post of Inspector (Field and
Computation), borne in the pre-revision scale no. 9. The next higher post
is that of Superviser (Field and Computation) in pre-revision scale no. 10.
Then, there are the posts of District Fishery Officer (ME and MS) in scale
no. 15, Assistant Director (ME and MS) in scale no. 16 and Deputy
Director (ME and MS) in scale no. 17.
20.5 There is an engineering set up in the Directorate. As per
information submitted by the Director, there are 13 posts of SAEs in the
pre-revision scale no. 12 in the Directorate, 2 posts of Assistant
Engineers in scale no. 16 and 1 post of Executive Engineer in scale no.
17. There are certain question marks about the number of posts and
related matters. Those, however, will be taken up for discussion later.
20.6 One Assistant Registrar of Cooperative Societies is a part of
the Directorate. He is assisted by one Cooperative Inspector, an Auditor
of Cooperative Societies and a Cooperative Development Officer.
280
20.7 One of the somewhat unusual recommendations concerns
the alleged technical nature of the work being done in the Directorate
and the Department. It has been suggested that the Department – in one
variation of the same recommendation, the Directorate – should be
declared as a technical Department/ Directorate.
20.8 No justification for the proposal has been furnished. We do
not see why this is necessary. Even though certain Departments/
Directorates are loosely described as technical ones, there is no system of
formally declaring a Department/ Directorate as a technical one. We do
not think that such a dichotomization is necessary at all.
20.9 Some have mooted the idea that the Department as also in
the Directorate of Fisheries, there should be an ‘one line administration’.
There is also a view that the Directorate should be headed by a technical
person having an appropriate technical background. Another group of
employees has gone on to suggest that the FEO at the Block level should
have a separate office and a separate establishment, i.e., the FEO should
not be a part of the office of the BDO.
20.10 The so called one line administration does not appear to be
essential, nor being a part of the office of the BDO, is a matter of shame.
On the other hand, it would, if implemented, increase the establishment
cost, in our opinion, quite unnecessarily. We therefore do not entertain
the proposal.
20.11 All the associations have suggested reorganization of the
Directorate in its totality. Though there are minor variations in their
individual proposals, the basic demand centering the proposals of
reorganization is that more promotions than are now available will have
to be ensured to the Fishery Officers of various classes manning the
281
Directorate. Some have suggested that the Directorate should be so
reorganized as to provide the members of the WBJFS Grade II at least 2
functional promotions. Another group of employees are of the view that
100% of those FEOs who are the entrants in the Directorate at the basic
grade of the lowest constituted service, must be promoted to the next
higher grade. Still another variation of the same demand is that at the
base level, only B.F.Sc. graduates should have direct entry in total
exclusion of others that all the higher posts in the Directorate are to be
filled up only by the B.F.Sc. graduates and the latter must be given at
least 3 promotions in the course of the first 25 years of their service life.
There does not appear to be any agreement on this score among the
proposals of different associations or of the Directorate/ Department.
But there is a near-unanimity among them that the modality of achieving
the same will have to be a total reorganization of the Directorate.
20.12 The proposal of reorganization of the Directorate takes the
following shape. In the first place, the WBJFS Grade II, the WBJFS
Grade I and the existing W. B. Fishery Service are to be merged with one
another, thereby giving birth to a new constituted Service which will be
called the W.B. Fishery Service. The members of this proposed Service
will enjoy pre-revision scale no. 16. In this scheme of things, all the
posts of the District Fishery Officer will be abolished and will be replaced
by an equal number of posts of Assistant Director. The next higher
Service will be West Bengal Higher Fisheries Service Grade-II which will
consist of the Deputy Directors only. In the highest Service, to be called
West Bengal Higher Fisheries Service Grade-I, there will be the Joint
Directors and an Additional Director.
20.13 This reorganization proposal entails creation of 17 posts of
Deputy Director, which will be in addition to the 12 posts already
existing, 5 more posts of Joint Directors, additional 2 posts already
existing and 1 post of Additional Director which will be a new post.
282
20.14 We have already explained elsewhere in this volume, our
considered opinion about formation of new Services. We have stated that
we generally do not favour the idea of creation of new Services, and
particularly merger of several existing Services for the purpose of
creation of new ones. In our considered opinion this is likely to create
more problems in the long run than it can solve at present. The same
holds good in the instant case also.
20.15 If the above reorganization proposal is accepted, it will confer
huge service benefits to some of the fishery officers, particularly the
Fishery Extension Officers who are now in pre-revision scale no. 10 and
who will experience a quantum jump to pre-revision scale no. 16. All
others starting from the District Fishery Officers, and up to the rank of
Joint Directors will also be benefited. We do not see why the officers in
question alone should be bestowed with such benefits that are
remarkable to say the least, in exclusion of others who have not found
any place in the reorganization proposal.
20.16 What is however more important, is that the prospects of
further promotion to the incumbents all new entrants in the basic grade
will dwindle sharply if the proposed mergers are effected. In the present
scenario, 562 FEOs in the WBJFS Grade-II have 62 promotion posts
(being 60% of 112 posts of the DFOs) to share, 112 DFOs in the WBJFS
Grade-I have 31 posts of Assistant Directors (being 60% of 52 Assistant
Directors in all) to share, while 52 Assistant Directors have 7 posts of
Deputy Directors (being 60% of 12 Deputy Directors) to share. On the
other hand, if mergers, as have been proposed, take place, 726 basic
Grade Fishery Officers will have 7 promotion posts (of Deputy Directors)
to share. Even if 17 new posts of Deputy Directors are created and all
the posts are to be filled up only by promotion of the basic grade fishery
officers the latter will have only 29 promotion posts. It is, therefore,
283
amply clear that once the proposed new Services are constituted, there
will practically be no promotion for the members of the proposed West
Bengal Fisheries Service. The consequential frustration among the latter
– particularly the fresh entrants to the proposed Service – will certainly
not be conducive to promote efficiency and good performance.
20.17 Another very serious problem will be that the senior – junior
relationship among the constituents of the proposed West Bengal
Fisheries Service will be thoroughly damaged because they will then
belong to the same Service and enjoy the same pay scale. The extant
command structure by virtue of which a District Fishery Officer issues
instructions to a Fisheries Extension officer, or an Assistant Director
instructs a District Fishery Officer will break down, the concept of an
inter se seniority being no substitute for the definite chain of command
that exists now.
20.18 Besides, there will be a question of finding appropriate posts
(naturally having appropriate duties that fits scale no. 16) for all 712
members of the Basic Grade Service. It will not be in the fitness of things
if they are required to do whatever they have been doing so long, for that
will mean that a group of officers will do the basic field work, they will be
supervised by another group of officers in the same scale, and the latter
will be supervised by still another group of officers in the same scale
again.
20.19 Finally, there remains the question of creating 23 new posts
– those of 17 Deputy Director, 5 Joint Director and 1 Additional Director.
It appears to have been taken for granted that these posts will be
created. But reorganization or no reorganization, these are still
proposals for creation of new posts and nothing by way of justification for
the same has been stated. We do not entertain these proposals and
recommend that the Department moves the appropriate authorities with
284
full justification for the same instead of asking a Pay Commission to
approve the proposal of creation of the posts in question.
20.20 In consideration of the above factors, we, after a very careful
consideration of all pros and cons, do not recommend implementation of
the Departmental proposal of reorganization of the Directorate in its
present form. Further, before any other proposal for reorganization of
the Directorate is mooted, we recommend that the Department should
review thoroughly and meticulously the strength, position etc. of the
cadres it controls.
20.21 The proposals for scale upgradation are found to be inter-
woven with proposals of promotion that constitute the totality of
reorganization proposal.
20.22 All the memoranda received from various groups of the
employees of the Directorate as also that received from the Department
are unanimous in their demand the pre-revision pay scale of the FEOs
should be revised upward from scale no. 10 to scale no. 16. According to
them, the pre-revision pay scale of the FEOs is very low compared to that
enjoyed by the Block level Officers of Agriculture Directorate (i.e., the
Agriculture Development Officer) and by those of Animal Resource
Development Directorate (i.e., the Block Veterinary Surgeons and the
Animal Resource Development Officers all of whom are in pre-revision
scale no. 16, and yet according to them the FEOs are equally technically
qualified.
20.23 We do not think that the duties and responsibilities of the
FEOs and those of the ADOs/ BVSs/ ARDOs are comparable. Actually,
the duties and responsibilities of each of these groups of officers
constitute a class of its own. However, those of the FEOs and holders of
equivalent posts are, in our considered opinion, high enough to deserve a
285
scale higher than the extant pre-revision scale no. 10. Having regard to
their work responsibilities as also their essential educational
qualification, we recommend pre-revision scale no. 12 for them.
20.24 It has been demanded that the pre-revision scale no. 15
which is applicable to the District Fishery Officers, should be revised
upward to pre-revision scale no. 16. However, it has not been explained
why the pay scale of the DFOs needs such a boost.
20.25 We do not think that there is any justification for acceding to
this demand.
20.26 One of the associations has suggested that the pay of the
Assistant Directors as also the Deputy Directors should now be in
Central pay band no. 3 (Rs. 15600 – 39100/-). The Department has
however not said anything on this matter in its own memorandum.
According to another association, the pay scale of the Assistant Directors
should be upgraded to pre-revision scale no. 17 and that of the Deputy
Directors should be upgraded to pre-revision scale no. 18.
20.27 No justification as such has been given. We do not think
there is any merit in these two proposals.
20.28 One of the associations has proposed that Joint Directors
should be given pre-revision scale no. 19 in place of scale no. 17. But
another association as also the Department has recommended an
upward movement of the pre-revision scale of the Joint Directors to no.
18.
20.29 We think there is merit in this proposal. We accept the same
and recommend pre-revision scale no. 18 for the Joint Directors.
286
20.30 We also recommend that the post of Additional Director
(Tech) should be in pre-revision scale no. 18 but should enjoy higher
initial at the 3rd Stage.
20.31 The Department has also come up with a proposal for
upgrading of the pre-revision scale no. 6 being enjoyed by the Fishery
Development Assistants to pre-revision scale no. 9.
20.32 Once again the Department has not disclosed the ground on
which this proposal of upgradation of pay scale is based. We also do not
find any reason for accepting this proposal.
20.33 Another branch of the Directorate which is concerned with
monitoring, evaluation and marketing statistics is also proposed to be
reorganized. The proposed reorganization consists of a proposal for
higher pay scales and a proposal for changing of the present
designations. The latter again has two varieties. In one variety, the
designation changes after merger of two of the present groups of
employees, while in the other variety there is no such merger.
20.34 Part of the proposal for higher pay scale has already been
brought to the fore, i.e., upward revision of the pay scale of the Joint
Director from scale no. 17 to no. 18. (The present scale no. 17 of the
Deputy Director and No. 16 of the Assistant Director will remain
unaltered according to this proposal). The District Fishery Officer in the
ME & MS wing is proposed to be redesignated as Marketing and
Statistical Officer and his pay scale is proposed to be raised from scale
no. 15 to scale no. 16. The posts of the Supervisors and those of the
Inspectors are to be merged to form a cadre of Fishery Supervisors and
the latter are to be put in pre-revision scale no. 15 thereby replacing
scale no. 10 for the Supervisors (F & C) scale no. 9 for the Inspectors (F
& C). Finally, according to this proposal of reorganization, the
287
Investigators-cum-Assistant Computors are to be known as Fishery
Investigators and this pay scale is to be upgraded to scale no. 10, in
place of the existing scale no. 6.
20.35 The proposed upgradation of the scale of the DFO in the ME
& MS wing from scale no. 15 to no. 16 has been sought to be justified on
the grounds of “manifold increase in fishery schemes/ plans during the
last two to three decades” and the needs “of more effective involvement of
the officers in the Statistical wing”.
20.36 We do not see how these two factors lead to the need of a
higher pay scale of an officer. Hence, we reject the demand. As for the
proposed redesignation of the post, there is hardly any significance of
changing the designation of the DFO (ME & MS) to Marketing and
Statistical Officer unless the minimum qualifications at entry level are
altered appropriately.
20.37 The proposal to amalgamate the posts of the Supervisor (F &
C) has been mooted on the ground that these two groups of employees
share the same job responsibilities and the entry level minimum
educational qualifications for both are identical. But the report in the
annexure format submitted by the Directorate does not indicate that the
job responsibilities of these two groups of employees are identical.
According to the report in the format, the Supervisors are to supervise
statistical work, survey, marketing, etc. while the Inspectors are there to
assist the Supervisors. That their job responsibilities are not the same is
also borne out by the fact that these two sets of posts stand in relation to
each other as a promotion post and its lower feeder post (the post of
Supervisor is the promotion post to the post of the Inspectors). That they
share the same entry level minimum educational qualification does not
materially affect the fact that one is a superior promotion post and the
other is its lower feeder post. This demand cannot therefore be accepted,
288
as a direct consequence of the same. It follows that there cannot be any
post of Fishery Supervisor in the proposed pay scale no. 15.
20.38 At the bottom of the ladder is the Investigator-cum-Assistant
Computor for whom the Departmental proposal is to redesignate the post
as Fishery Investigator and award scale no. 10 to the Fishery
Investigator.
20.39 No justification for these proposals has been given. Further
it is found that there is no change in the entry level essential educational
qualification for the post (which is a pass in Madhyamik examination);
there is also no change in the job responsibilities. We therefore reject
these proposals.
20.40 There has been a demand from one of the associations for
taking in only those who have a degree in Fishery Science from a 4 year
course.
20.41 In our considered opinion, this is not a move in the right
direction. Those with a Bachelor’s degree in Science with Zoology or
Chemistry as one of the subjects have, in the past, joined the service as
FEOs and did not fare badly at all. The door for entry of such Science
Graduates in the service should not be closed altogether particularly, if
the concerned recruitment rules lay down that the Science Graduates in
question should be Honours Graduates with a minimum of second class
Honours in Zoology / Chemistry etc. In fact, the door should be opened
also to those who are Honours Graduates in Applied Chemistry, Bio
Chemistry etc. Though the graduates passing out of the 4 year degree
course will certainly constitute a valuable addition to the Directorate, it
should be borne in mind that keeping the essential educational
qualifications at the entry level particularly of the basic grade officers as
289
broad based as possible (without naturally compromising on the front of
quality) is a worthwhile idea.
20.42 It is also found that the essential qualifications (for direct
recruitment) for the post of District Fisheries Officer are Masters degree
in Zoology/ Chemistry or degree in Fishery Technology or Honours in
Zoology/ Chemistry and the same is true of the post of Assistant
Director. The essential qualifications for the post of Deputy Director are
M. Sc. In Zoology/ Chemistry/ Applied Chemistry/ Fishery Technology
and the same set of qualifications also constitute the minimum
qualifications for the post of Joint Director. These are additional reasons
why the essential qualifications for direct recruitment in the post of FEOs
should not be narrowed down to a degree in Fishery Science alone.
20.43 There are certain inconsistencies and incongruencies in the
staff structure of the Directorate. There are 97 sanctioned posts of
Fishery Development Assistant. But 78 of these posts are vacant. As of
now, these are the lowest level of fishery functionaries who have some
basic knowledge about various technicalities in fishery practices. While
the Department has kept a majority of these posts vacant, it has
proposed, on the one hand, creation of a post called Matsya Bandhu at
the Gram Panchayat level, on the other, it has already created as many
as 286 new posts called Fishery Field Assistant. The recruitment rules
for the latter have been finalized and notified in 2009 though no
recruitment appears to have been made as yet. It is not clear what the
Department wants to do with these two set of posts, i.e., FDA and FFA,
the functional areas of which appear to have much in common with each
other and if it is intended that FDAs would be replaced by FFAs, then the
costs of the same must be ascertained and compared with the cost of
retaining the FDAs.
290
20.44 The Directorate has an engineering set up with 13 SAEs, 14
Assistant Engineers 2 of whom are in the Directorate HQ reported by the
Director of Fisheries while the existence of 12 others posted in the FFDAs
was reported subsequently by the Department after specific queries were
made and 1 Executive Engineer. The posts of the SAEs have been
created in the cadre of West Bengal Subordinate Services of Engineers
(Civil) and those of the Assistant Engineers in the cadre of West Bengal
Service of Engineers (Civil), both in the Directorate. The respective
recruitment rules have been notified vide Departmental Notification no.
512 – Fish/ C – VI/ 12A – 7/98 dated 28.02.2001 and no. 775 – Fish/C
– VII/ 12A – 13/ 86 dated 06.04.2004. There appears to be no
recruitment rule for the post of the Executive Engineer although the
information sheet submitted by Director of Fisheries mentions that the
single post is to be filled up only by promotion from among the Assistant
Engineers.
20.45 The following aberrations are noted. The Department has,
till now, made no arrangement for holding professional test for the SAEs,
though the recruitment rules for the Assistant Engineers lay down that
in order to qualify for promotion a Sub Assistant Engineer would be
required to pass both written and oral examination to be held by the
P.S.C. and the examination shall be of the same standard as Professional
Examination referred to in chapter VI of the Services (Training and
Examination) Rules, West Bengal. Additionally, a Sub Assistant
Engineer is also required to clear the Departmental examination in order
to be confirmed in the Service and he does not get his promotion unless
he is confirmed. Promotions, however, appear to have been given in spite
of there being no professional test. The Department has explained that
the promotions have been effected on the basis of the provisions of G.O.
No. 566 – F dated 20.02.1968 which has exempted those SAEs from
appearing at the examination, who have crossed 50 years in age when
they get the offer for promotion. We understand that this cut off age has
291
been raised to 52 years after the Government raised the age of
superannuation to 60 years. The Department must make sure that the
provisions of the G.O. in question was/ is observed both in spirit and in
letters. The Department has stated that it has been filling up the post of
the Executive Engineer, mostly by deputationists from P.W. Department,
I & W Department etc. but has also given promotion to eligible AEs of the
Department without any reference to Public Service Commission because
in the opinion of the Department, prior clearance from the P.S.C. is not
required. The claim does not appear to be correct. But, we do not wish
to be dragged into the nitty gritties of the matter. It is for the
Department to satisfy itself about its claim. There is a proposal of the
Department for creation of one more post of Executive Engineer. We
advise the Department to move the appropriate authorities with full
justification for the same. Simultaneously, we would recommend that
the Department first removes all the shortcomings of its engineering wing
in consultation with Finance Department and the Public Service
Commission. Until and unless appropriate corrective measures are
taken, the Department cannot describe the Services in question as either
West Bengal Subordinate Service of Engineers or West Bengal Service of
Engineers.
20.46 The Department has prepared a case for merger of the
FFDAs with the Directorate. We have considered the Departmental
recommendation but we must point out that a straightway merger of this
type is not possible. The FFDAs are societies registered under the
Societies Registration Act. As such, they are distinctly separate
organizations, notwithstanding the fact that the Governments – both
Central and State – fund them. The officers and the members of the staff
in each FFDA are employees of the respective FFDAs. They cannot be
brought within common gradation lists being maintained by different
Government establishments including the Directorate of Fishery in this
case. However, there will be ways and means of utilizing the services of
292
different groups of employees of the FFDAs in any Government
establishment. The Department may take this matter up with Finance
Department for arriving at a workable solution.
20.47 Finally, we have a few words to say about the name of the
Department. What was known as the Department of Fisheries is now
supposed to have been rechristened as the Department of Fisheries,
Aquatic Resources and Fishing Harbours. We wanted to know from the
Department how this renaming has been formalized. The Department
has sent a number of papers including a copy of the decision of the State
Cabinet in which a proposal for this renaming was proposed. It,
however, has not sent to us a copy of the notification whereby the Rules
of Business has been suitably modified. In the absence of the
appropriate notification modifying the Rules of Business, it is a little too
early in our opinion to claim that the Department is now the Department
of Fisheries, Aquatic Resources and Fishery Harbours.
20.48 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
CHAPTER – 21
FOOD & SUPPLIES DEPARTMENT
293
21.0 Food and Supplies Department which had its origin in the
civil Supplies Department of the Second World War days and which was
mainly concerned with control of foodgrains, has gradually been
transformed into a mechanism for both regulation and control of
procurement, supply and distribution of various essential commodities of
mass consumption including food items. Thus the Department has
become almost synonymous with Public Distribution System meant to
ensure food security with price stability of such commodities. The
additive in the latest version of the activities of the Department is
supplying food grains to the most vulnerable sections of the people, viz.,
those belonging to the Below Poverty Line Group, also to the poorest of
the poor food grains at a specially subsidized rate under Antyodaya
Anna Yojana (AAY), and also to the indigent destitutes above 65 years of
age (and non recipients of the benefits of the National Old Age Pension
Scheme) free of cost under Annapurna Scheme.
21.1 Apart from foodgrains, the PDS network is used to supply
items like iodized salt, biscuits, spices, match boxes, mustard oil, tea etc.
to the people at large. The Department has 2380 functioning Fair Price
Shops in the statutory rationing area comprising Greater Kolkata and
industrial areas of Howrah, Hooghly, North 24 Parganas and Burdwan
districts, and 18038 Fair Price Shops in the modified rationing area
covering the rest of the State. The Department is also responsible for
supplying kerosene oil to the people through 484 functioning agents and
31579 dealers. The Department is also instrumental in supply of LPG to
common people by issuing selling licence to 356 distributors appointed
by oil companies.
21.2 Another responsibility of the Department is to procure rice
from within the State to meet the requirement of rice for the PDS.
Initially, procurement was done through the Food Corporation of India.
294
This arrangement was discontinued from 1997-98. However, Food &
Supply Department has re-inducted the FCI in procurement business
from 2002-03, which is in addition to the Department’s own-
procurement efforts.
21.3 The Department has as many as 12 Directorates, and
equivalent offices, i.e.,
a) The Directorate of District Distribution, Procurement and Supply,
b) The Directorate of Consumer Goods,
c) The Directorate of Rationing,
d) The Directorate of Transportation,
e) The Directorate of Storage,
f) The Directorate of Textiles,
g) The Directorate of Inspection and Quality Control,
h) The Directorate of Statistics,
i) The Directorate of Finance,
j) Office of the Controller of Sugar,
k) The Directorate of Non Cereal Essential Commodities, and
l) The office of the Senior Accounts Officer, F&S Department.
21.4 Besides, F&S Department has one statutory company,
namely, West Bengal Essential Commodities Supply Corporation Ltd.
under its administrative control. This corporation, set up in 1974 deals
in cement, edible oil , sugar, iodized salt and some other consumer
items. It also procures, transports, stores, handles and distributes levy
sugar against quota fixed by the Government of India.
21.5 Almost all the Directorates are being managed basically by
the members of the various Food and Supply Services. There are two
constituted services, viz., the West Bengal Food and Supply Service and
the West Bengal Subordinate Food and Supply Service. The sanctioned
cadre strength of the West Bengal Food & Supply Service is 280, while
295
the same for the West Bengal Subordinate Food & Supply Service
Grade-I, II and III taken together is 4607.
21.6 The members of the West Bengal Food & Supply Service
man, at the base level, posts like Sub-divisional Controllers, Rationing
Officers, then at the District / Directorate level, posts like District
Controllers, Assistant Directors etc., at a still higher level posts of Deputy
Directors and finally, at the topmost level, posts of Additional Directors
and Directors of different Directorates of Food & Supply Department. The
members of the West Bengal Subordinate Food & Supply Service, on the
other hand, work in posts of Sub Inspectors, Inspectors and Chief
Inspectors in the Sub-division and District level offices as well as in
Directorates.
21.7 One of the associations has recommended a totally uniform
CAS in terms of which all members of the comparable Group A Services
should get automatic scale promotion at the end of every 6 years
corresponding to pre-revision scales no. 17, 18, 19 and 21 respectively.
21.8 We have taken up the issue of a new CAS in a separate
chapter in which the new CAS has been explained.
21.9 Another demand is for retention of scale linked designation
which has already been allowed to them by the State Government. We
have nothing to say on this point.
21.10 There is a demand for extension of the extant system of scale
linked Directorate designations to conferment of Secretariat designations
to the holders of scales no. 18, 19 and 21 (i.e., designations of Deputy
Secretary, Joint Secretary and Special Secretary).
296
21.11 We do not agree. The Secretariat and the Directorate are
meant to be different and separate from each other, and should remain
so. Secretariat designations to employees of the Directorates will merely
create confusion and may even allow them to work at cross purposes
with each other.
21.12 A demand for postings in the Secretariat has also come from
the same source. The demand is that the officers of the WBF&S as also
those of all other “comparable” State Services are to be posted in the
State Secretariat in the posts of Deputy Secretary and above (upto
Secretary actually).
21.13 We do not think this will be an efficacious way of improving
upon functioning of either the Directorate or the Department, and do not
recommend the same.
21.14 We refrain from taking any view on a demand of an
association that certain types of posts are to be excluded from the cadre
schedule of the WBCS (Exe) and leave the matter to the authorities that
has to control the cadre of the latter in the light of some observations
that we have made while dealing with issues concerning Personnel and
Administrative Reforms Department.
21.15 A further suggestion from this association to go back to one
of the recommendations of the First Pay Commission for considering
various State Services as different branches of a single West Bengal Civil
Service is not relevant today. The development of different State Services
on the basis of functions has given each some sort of unifunctional
nature which is simultaneously both a strong point as also a weak point
of each such service. The strong point is that such a Service has
developed a close familiarity with the subject it deals with. The weak
point is that by the time the members of the Service develop the
297
distinctive familiarity, which is its sine qua non, they are too senior to
develop the same close familiarity with new subjects from scratches and
keep on doing the same again and again. Someone in a multifunctional
Service, on the other hand, does not usually get any chance of developing
a close familiarity with any particular function. Yet there is sufficient
space in overall government service to accommodate both unifunctional
and multifunctional public servants. There is no need to give a go by to
all the accumulated knowledge and expertise that different State Services
have come to secure over a number of decades by opting for a single all-
embracing State Service. The suggestion is well meaning, but does not
appear to be conducive to a qualitatively better system of governance.
21.16 The recommendation of creation of a W.B. Higher
Administrative Service is basically a part of the earlier recommendations
given by the same association. Interestingly, the same suggestion was
mooted by the WBCS(Exe) Association, and was submitted to the 3rd Pay
Commission. The latter did not reject the idea out of hand, but
expressed a guarded view that, if implemented, the exclusion of other
State Services from the scheme might lead to objections from them.
Besides, it was considered to be a rather costly proposal. That
Commission, because of shortage of time available to it, left the matter to
the State Government for consideration in details. We have no
information about whether such considerations were given by the State
Government. However we too, are pressed for time and the information
submitted to us while explaining the idea is too inadequate to form any
definitive opinion. Nevertheless, a limited exploration of the idea has
been attempted while dealing with matters related to P & AR
Department.
21.17 Another association has recommended upgrading of the pay
scale of Chief Inspectors from pre-revision scale no. 10 to scale no. 12
and thereafter to a scale of Rs. 13000 – 19800/-, that of Inspectors from
298
pre-revision scale no. 9 to pre-revision scale no. 10 and thereafter to a
scale of Rs. 11500 – 17525/- and that of the Sub Inspectors from pre-
revision scale no. 6 to pre-revision scale no. 9 and thereafter to a scale of
Rs. 10000 – 15225/-.
21.18 The recommendations lack justification. In our opinion, it
will be just and correct if the government employees in question get the
pay in the corresponding Pay Band and the relevant Grade Pay.
21.19 There is a proposal for awarding a special allowance to the
Chief Inspectors, Inspectors and Sub Inspectors for doing duty round the
clock in godowns. Simultaneously higher rates of FTA and CA have been
advocated by several associations.
21.20 We have already given our recommendations in respect of
FTA and CA in Volume I, Part II of our report. The special allowance
demanded here is not considered justified by us. However, Government
may consider allowing some tiffin charges to these employees only for the
days they have to perform more than 3hours extra duty in godowns.
21.21 We find no merit in the proposals of another association for
creation of a post of (a) Daftry and (b) Record Supplier in each office of
District Controller and also in each office of Assistant Director of
Rationing. Similarly, we find no justification for creation of a post of
Xerox Machine Operator in all offices of Food & Supplies Directorate upto
Sub Divisional level.
21.22 Extra Duty Allowance for Nightguards /Chowkidars
/Durwans has been sought to be enhanced from Rs. 100/- p.m. to Rs.
225/- p.m. We have already given our recommendation on this matter.
299
21.23 The concept of a godown allowance has been mooted by one
of the associations. In its view the employees who are to work in the
godowns where conditions are unhygienic and where they are often
required to work beyond normal office hours should be paid an
allowance of Rs. 225/- p.m.
21.24 We do not agree. If the conditions in the godowns is so
unhygienic as to be a health hazard, the situation should be tackled
through our recommendations on Risk Allowance.
21.25 One of the associations has recommended that the pre-
revision scale no. 9 which is being enjoyed by the HCs/Accountants (DR)
in regional offices of Rationing Directorate, should be revised upward to
pre-revision scale no. 10.
21.26 No justification has been given for such a recommendation.
However, we presume that the demand has already been met in a recent
decision of the Government allowing scale no. 10 to 10% of the total LDC
and UDC of each regional office.
21.27 It has been alleged that the Statistical Assistant in Charge in
the Directorate of DP&S now in pre-revised scale no. 10 were, at one
point of time, in receipt of a special pay of Rs. 20/- p.m. in the pre-1981
period. But the special pay has since been abolished and that is the
reason why no Statistical Assistant is willing to accept the post of
Statistical Assistant in Charge. The recommendation of the concerned
association is to upgrade the scale to pre-revision scale no. 10 with a
higher initial at the second stage.
21.28 The system of Special Pay has been abolished quite some
time ago, and reintroduction of the same is not in our contemplation.
Granting of a higher scale simply on the ground that none is willing to
300
work as a Statistical Assistant in Charge while getting salary in the same
scale in which other Statistical Assistants are getting their salary, is not
an acceptable ground either. Under the circumstances we recommend a
special allowance of Rs. 250/- p.m. for the Statistical Assistant in
Charge.
21.29 Incidentally, a few Computors and Statistical Assistants of
the Directorate of D.D.P.S. have come up through a joint memorandum,
for upgradation of scale(s) of all the statistical personnel in that
Directorate, particularly of the Statistical Assistants to pre-revision scale
no. 12 and have simultaneously demanded that the post of Statistical
Assistant-in-Charge be upgraded to the post of Statistical Officer.
21.30 Having regard to the essential qualification for direct
recruitment for the post of Computor and Statistical Assistant (which is
BA/B.Sc with Statistics, Mathematics, Physics or Economics, or B.Com
with Statistics) and their job responsibilities, we find nothing wrong with
the scale no. 9 for the Computors and pre-revision scale no. 10 for the
Statistical Assistants. We also do not think that the post of Statistical
Assistant in Charge is in need of being converted into a promotion post,
which is that of Deputy Assistant Director/ Statistical Officer carrying
the pre-revision scale no. 14.
21.31 One of the associations has recommended that for the
purpose of FTA/CA, the requirement of undertaking a minimum 300
k.m. of journey per month should be reduced to 150 k.m. for a Sub
Inspector, and to 200 k.m. per month for an Inspector. Similarly for the
purpose of entitlement of CA, the revised norm should be undertaking
journey on 15 days in a month with a coverage of 120 k.m. per month in
place of covering at least 200 k.m. per month.
21.32 We do not accept the suggestion.
301
21.33 The same association has advocated adoption of a promotion
ratio of 3:2:1 among the Sub Inspectors, Inspectors and Chief Inspectors
replacing thereby the present promotion ratio of 5:3:1.
21.34 We find no justification for this proposal and hence we reject
the same.
21.35 There is also a recommendation for raising the minimum
educational qualification for directly recruited Sub Inspectors from a
pass in School Final to Higher Secondary Pass.
21.36 This is basically a field level post which does not require a
great deal of formal education. The work of those who had educational
qualification of a pass in School Final (or equivalent), and held the post
of Sub Inspector in the past, is not known to have suffered because of
not having formal education beyond School Final. Under such
circumstances, elevating the minimum educational qualification will
mean that those with educational qualification of School Final, will not
be able even to apply for the post. On the other hand, the existing
requirement of educational qualification is not and will not prevent
others with higher educational qualification to compete for the Sub
Inspector’s job. We therefore do not recommend raising of the minimum
educational qualification for the post.
21.37 There are two recommendations for creation of certain
relatively superior posts. One of them is a Senior Supervisory Grade
Typist. The other is Senior Supervisory Grade Telephone Operator. Both
posts proposed are to be in pre-revision scale no. 12. The rationale of
the proposals is that the Supervisory Grade Typists and Telephone
operators have no further promotion once they reach their respective
supervisory grades. Secondly it has been alleged that posts of Senior
302
Supervisory Typists and Senior Supervisory Telephone Operators exist
elsewhere in WB Government.
21.38 These have been discussed in the chapter dealing with
common category posts.
21.39 It has been alleged that the post of Auditors under the
Directorate of Rationing and located in District Headquarters, enjoyed, at
one point of time pre-revision scale no. 10. But subsequently, their pay
scale has been lowered to pre-revision scale no. 9. The concerned
association has demanded restoration of scale no. 10 to the Auditors.
21.40 We did not have the opportunity to get all the facts involved
in the matter. We, therefore, advise the administrative Department to
examine the relevant facts and take an appropriate decision in the
matter.
21.41 In the opinion of one of the associations, the posts of
Assistant Pay Clerks, Pay Clerks and Poddars should be amalgamated
into the post of Pay Clerks because their work responsibilities are
identical. Similarly and on the same ground the posts of Cash Sarkars
and Collecting Sarkars should also be merged into each other. After
amalgamation, the pay scales applicable to them should be upgraded
from pre-revision sale no. 4 to pre-revision scale no. 6.
21.42 We do not recommend any upgradation of pay scale to be
brought about by amalgamation of posts. However, posts of Cash Sarkar
and Collecting Sarkars have been dealt with in the Chapter of Common
Category posts and our observation made therein will be relevant here.
21.43 There are 3 more proposals for upgradation of scales, viz.,
from pre-revision scale no. 6 to pre-revision scale no. 8 for the Assistant
303
Cashier, from pre-revision scale no. 6 to pre-revision scale no. 9 for the
Cashier, and from pre-revision scale no. 9 to pre-revision scale no. 10 for
the Assistant Treasurer.
21.44 No justification has been given for these proposals and hence
we are not recommending any of them.
21.45 There is a suggestion for creation of posts of data entry
operators in pre-revision scale no. 6, and putting the Comptometer
Operators in those posts after imparting suitable training to them on the
ground that comptometers have lost their utility in Government Offices
after larger scale use of computers and the Comptometer Operators are
virtually idle.
21.46 This apparently is a good suggestion, and may be accepted
provided (a) the present day Comptometer Operators are educationally
at par with Data Entry Operators elsewhere in the Government, (b) the
training is imparted by an expert body, which, after imparting the
training certifies that the trainees have acquired the necessary level of
proficiency in data entry, (c) if adequate number of posts of Data Entry
Operator is not available in the same office, the Comptometer Operators-
to-be-turned into Data Entry Operators should be willing to serve
anywhere else, and (d) the resultant upgradation in scale, if any, should
be limited to the scale enjoyed by Data Entry Operators. Needless to
add, the cadre of Comptometer Operators should become a dying cadre,
if any, of the extant Comptometer Operators do not qualify to be Data
Entry Operators, or should be abolished altogether if all the extant
Comptometer Operators get themselves elevated to the post of Data
Entry Operators.
21.47 Finally, six Supervisors and two Chemists in the Directorate
of Inspection and Quality Control, all borne in the pre-revision scale no.
304
12 have come up with a plea for a scale upgradation in their favour to
pre-revision scale no.16. The grounds on which they have based their
claim are as follow: (i) In the pre 1981 years, they enjoyed an identical
pay scale with SCF&S and Rationing Officers. Thereafter, with each
ROPA, they started to lose out to the SCF&Ss and the ROs. As per 1998
ROPA, the latter two are in pre-revision scale no.16, while the
Supervisors and the Chemists are in pre-revision scale no.12. Secondly,
the work they do is entirely technical in nature. Again the State
Government employees doing more or less similar technical work
elsewhere and having an almost identical entry level educational
qualification are also now in pre-revision scale no.16. The examples cited
are those of the Inspectors of Drugs under Health & Family Welfare
Department, Chemists in the Directorate of Agriculture and also
chemists in the Directorate of Agriculture Marketing.
21.48 Considering all aspects of the matter, it will be correct to
award the Chemists (B.Sc. Hons. Or M.Sc. in Chemistry or a degree in
Agriculture from a recognized University with two years’ experience as an
analyst in chemical analysis of food articles - relaxable for otherwise
qualified candidates) and the Supervisors (a degree in Agriculture or
Honours or Masters’ Degree in Chemistry of a recognized university and
two years’ experience of grading cereals and grains storage - relaxable for
otherwise qualified candidates) a scale higher than pre-revision scale no.
12. We recommend pre-revision scale no. 13 for them.
21.49 As late as in the second half of April, 10, we have received a
letter from the Principal Secretary, Food & Supplies Department, who
while enclosing a copy of a representation from one of the associations of
the employees of the West Bengal Food & Supplies Service, has stated in
a letter that the officers of the aforesaid Service are very poorly placed in
respect of pre-revision scales no. 19 and 21 and has highlighted the
demands of the association for bringing the scale no. 19 under an
305
assured career advancement scheme, developing a mechanism for
ensuring that officers of all Services get the benefit of scale no. 19 at par
with other Services and scale no. 21 is extended on equitable basis
among all Group A Service officers.
21.50 We have taken a view on availability of scale no. 19 in the
chapter dealing with a new CAS. We have also taken a view on
availability of scale no. 21 while dealing with matters pertaining to P &
AR Department.
21.51 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
306
CHAPTER – 22
FOOD PROCESSING INDUSTRIES & HORTICULTURE DEPARTMENT
22.0 The Food Processing Industries Department was created in
1997. The State Government in 1996 transferred Horticultural wing of
the Agriculture Directorate which so long was under the administrative
control of the Agriculture Department to the Department of Food
Processing Industries and Horticulture Department. The new
Department has the following areas of activity:
a) All matters relating to development, production, utilization,
processing, marketing including export of all vegetables
(excepting potato) fruits, flowers, ornamental plants, spices,
medicinal and aromatic plants, tubers, root crops, betelvines,
plantation crops like coconut, arecanut, cashewnut, mushroom
and all other horticultural crops.
b) Regulation of employment, promotion and welfare of workers
and cultivators under the Food Processing Industries and
Horticulture Department.
c) Adaptive research works on horticultural crops.
22.1 Initially the staff of Horticultural wing of the Agriculture
Directorate worked in the Department of Food Processing and
Horticulture on deputation basis. Subsequently, in 2007 the
Government bifurcated the Horticulture wing of the Directorate of
Agriculture with all its schemes, programmes, research works along with
Horticultural Research Stations, such Agricultural Farms or parts
thereof whose activities are connected with the Horticulture section
including posts, staff and officers and merged it on permanent basis with
the Food Processing Industries and Horticulture Department.
Directorate of Cinchona & other Medicinal plants has since been
307
transferred from Commerce & Industries Department to the Food
Processing Industries & Horticulture Department.
22.2 Representation has been made for introduction of an
integrated single cadre service for the Horticulture officers under Food
Processing Industries & Horticulture Department consisting of officers
under pre-revised scale of pay nos. 16, 17, 18 and 19 under the
nomenclature of West Bengal Horticulture Service.
22.3 Promotions from the State Service to the Higher Service are
granted for filling up posts which are entrusted with higher
responsibility. Officers of basic grade are eligible for promotion upto the
rank of Joint Director. They can also avail themselves of the benefit of
CAS. The Commission feels that no useful purpose will be served by
integration of Services. On the contrary, the proposal, if acted upon, will
lead to avoidance of screening by the P.S.C. which is the usual feature of
the procedure of granting promotion to higher post. The Commission,
therefore, turns down the proposal for integration of Service and creation
of a separate State Service.
22.4 It has been represented that the main hindrance to the
Horticulture development in West Bengal is lack of requisite technical
manpower through which proper Horticulture development technology is
to be disseminated to the grassroot level, i.e., to the farmers’ field. For
this purpose, proposal has been made for creation of a large number of
posts from the rank of Assistant Director to Additional Director.
22.5 The Commission is of opinion that no useful purpose will be
served by creation of large number of posts at the Directorate level for
dissemination of Horticulture development technology to the farmer level.
Field level assistance to the farmers is provided not by the officials of the
Directorate but by the staff like KPS who are working at the grassroot
308
level. The Commission, therefore, does not find any merit in the
proposal.
22.6 Representation has been made for upgradation of the pay
scale of promotee Agricultural Extension Officers and merger with WBAS
Cadre.
Considering the nature of duties of AEO we do not
recommend upgradation of pay scale of AEO as well as merger with
WBAS.
22.7 Demand has been made for upgradation of the pay scale of
SAS – II from scale No. 9 to scale No. 12 (pre-revised).
Considering the nature of duties, responsibilities and status of the
SAS – II we recommend upgradation of their pay scale to scale No. 10
(pre-revised).
22.8 KPS have represented that their status should be treated as
equivalent to Diploma holder and urged the Commission to upgrade their
pay scale to scale No. 10 (pre-revised).
22.9 The Commission does not find any merit in the demand for
equating the KPS with diploma holders. However, it is true that the work
of the KPS is quite arduous.
22.10 After careful consideration of the recruitment procedure and
nature of duties of KPS we recommend upgradation of their pay scale to
scale No. 8 (pre-revised).
22.11 Representation has been made for sanction of “Special
Allowance” for supervisor, Junior Research Assistant, Horticulture
309
Assistant, Junior Field Assistant and Krishi Prajukti Sahayak who are
posted in different Government Agricultural Farms, Research,
Agricultural Training Centres in consideration of their special nature of
work.
22.12 There is no clue as to what is the speciality in the nature of
work being done by them. The demand, therefore, does not merit any
consideration.
22.13 It has been urged that the stipend of KPS should be
enhanced from Rs. 400/- to Rs. 1500/- considering the present market
price.
22.14 We recommend stipend of Rs. 750/- both for KPS in the
Agriculture Department and Horticulture Department for the above
purpose.
22.15 The post of Manager (Plantation) in the Directorate of
Cinchona & other Medicinal Plants is the promotional post of Assistant
Manager as well as of the Botanist. The job of Manager (Plantation)
involves labour management, execution/ implementation and
supervision of planned programmes of the Directorate in the Plantation.
They are responsible for production of all the basic raw materials for the
factories and for direct sales. Originally this was the promotional post
for the Assistant Managers. Later on Botanists were also made eligible
for promotion to the post. It has been represented by the Directorate
that since the Assistant Managers are more experienced in this type of
job than the Botanists who are basically research oriented officers in the
interest of efficient labour management, smooth plantation
administration and larger interest of the industry the post of Manager
(Plantation) should be kept as promotional post exclusively for Assistant
Managers. It has also been suggested that the promotional avenue of the
310
Botanists may be kept open in the Research & Development section of
the Directorate.
22.16 The argument appears to be justified. Therefore, after
careful consideration of the matter we recommend that the post of
Manager (Plantation) may be kept as promotional post exclusively for
Assistant Managers.
22.17 Representation has been made for abolition of the post of
Horticultural Overseer and upgradation of the post to that of Assistant
Manager.
22.18 Horticultural Overseers are borne in scale No. 10 (pre-
revised) and Assistant Managers enjoy pre-revised scale No. 13. Out of
14 divisions of the plantation 6 are manned by Horticultural overseers
and rest by Assistant Managers.
22.19 After careful consideration the Commission’s
recommendation in this matter is in the negative.
22.20 It has been stated that the Directorate has altogether 8 posts
of Head Clerk-cum-Cashier. The incumbents to the posts at Mongpoo,
Giribas and other places are borne in scale No. 9 (pre-revised) with Rs.
80/- as special pay. But, their counterparts in the Kolkata office enjoy
scale No. 10 (Pre-revised). It has been iterated that the duties and
responsibilities of the post involve handling of substantial amount of
cash apart from other normal duties. Representation has been made for
upgradation of pay scale of Head Clerk-cum-Cashier at Mongpoo, Giribas
and other places to scale No. 11 (pre-revised).
22.21 The question of upgradation of pay scale(s) of Head Clerk etc.
has been dealt with by the Commission in the Chapter on ‘Common
311
cadre’ of its reports. Hence, the Commission refrains from making any
observation on the issue at this moment.
22.22 Proposal has been made for upgradation of the pay scale of
Salesman and Junior Clerk.
22.23 These categories of employees are borne in scale No. 5 (pre-
revised). The Junior Clerk is responsible for maintenance of records
(salaries and wages) in plantation’s divisional office. Salesman maintains
receipt and disbursement records of ration for labourers.
22.24 Considering their job responsibility the Commission does not
recommend upgradation of their pay scale. They may be fixed in the
corresponding pay band plus grade pay in the existing scale of pay.
22.25 Superintendent Cinchona and Other Medicinal plants and
Ex-Officio Deputy Director (Plantation) assist the Director in overseeing
the overall activities of all the four plantations and help the Director in
looking after the developmental activities of the plantations. It has been
suggested that he should be delegated with financial powers for running
his office independently.
22.26 The authority of delegation of financial powers to the Deputy
Director is well within the jurisdiction of the Director. The Commission
has nothing to comment in this regard.
22.27 Proposal has been made for upgradation of the pay scale of
Special Officer, Foodgrains from scale No. 9 (pre-revised) to scale No. 10
(pre-revised).
22.28 The duties and responsibilities of the officer in question
involve management of rationing system meant for labourers. He is
312
responsible for procurement and disbursement of ration. His duties thus
are not of as high an order as to call for an upgradation.
22.29 The Commission does not recommend upgradation of pay
scale of the Special Officer, Foodgrains.
22.30 It has been stated that the Labour Department Notification
No. 751 – W dated 24.01.1980 requires appointment of Labour Welfare
Officers in the Directorate. At present there is no post of Labour Welfare
Officer for 5350 labourers. Proposal has been made for creation of 2
posts of Labour Welfare Officer.
22.31 The Directorate may move the administrative department for
creation of posts of Labour Welfare Officer depending on the functional
necessity of the Directorate. The Commission has nothing to comment
upon it.
22.32 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
313
CHAPTER – 23
FOREST DEPARTMENT
23.0 On the completion of hundredth year of forestry (1966) in
West Bengal, certain changes were made in the Forest Organization in
consideration of the present day need of the administration to meet the
whole gamut of functions of forest and wild life management in different
agro climatic regions and large scale execution of activities related to
social / farm / urban forestry in non-forest areas of the State.
23.1 In 1974, West Bengal Forest Development Corporation Ltd.
was set up for large scale harvesting of forest produces, creation of new
eco-tourism centres, production and marketing of forest products and
such allied activities. The administrative set up of West Bengal Forest
Development Corporation is headed by officers of the Forest Directorate
on deputation.
23.2 The post of Chief Conservator of Forest has been elevated to
the rank of Principal Chief Conservator of Forest who is the
administrative head of the Forest Directorate. He is assisted by two
Additional Principal Chief Conservators of Forest.
23.3 For intense management of wild life of the State, a new post
of Principal Chief Conservator of Forests, Wild Life and Biodiversity has
been created along with a separate Wild Life Wing. Almost 34% of the
total forest area consisting of a number of wild life sanctuaries, National
Parks, Biosphere Reserves and Tiger Reserves, is under the Protected
area Net Work.
23.4 The Department has represented to us that the single post of
Technical Assistant Wild Life Wing recruited in May, 1987 and is on pre-
314
revision pay scale no. 9 has no promotional avenue and deserves up-
gradation of pay. The recruitment qualification for Technical Assistant
Wild Life is Science Graduate with honours in Zoology. His duties and
responsibilities include, tranquilizing wild animals when needed.
23.5 It is our considered view that the scale of pay of Technical
Assistant needs upgradation. Considering his recruitment qualification
and job content, we recommend that the scale of pay of Technical
Assistant should be upgraded from pre-revision scale no. 9 to scale no.
10.
23.6 Government has in 2008 upgraded the scales of pay from
pre-revision scale no. 2 to scale no. 3 for Forest Guard /Wild Life Guard/
Game Guard/Forest Worker/ Installation Guard. In all these cases
notional effect has been given from 01.01.1996 and actual effect from
01.01.2008. One of the Associations have represented to us seeking
further upgradation in the scale of pay of these posts citing risk factor.
Direct appointments are made to these posts with minimum educational
qualification of Class VIII pass.
23.7 We are of the considered view that no further upgradations
are necessary at present and the employees in question may draw pay in
the revised scale with corresponding Band Pay and Grade Pay.
23.8 In 2008, Head Forest Guards have been given an upgraded
scale of pay from pre-revision scale no. 3 to scale no. 4, with notional
effect from 01.01.1996 and actual effect from 01.01.2008. This post is
filled up by 100% promotion from Forest Guards / Game Guards / Wild
Life Guards/ Forest Workers / Installation Guards with 10 years service
as Forest Guard etc. It has been represented to us to further upgrade the
pay scale of Head Forest Guards.
315
23.9 We are of the considered view that no further upgradation in
the pay scale of Head Forest Guard is warranted at this point of time.
23.10 The posts of Deputy Rangers / Foresters are filled up
through direct recruitment (75%) and promotion (25%) from Forest
Guards / Head Forest Guards with at least 15 years of service. For direct
recruits the minimum educational qualification is Madhyamik pass. In
2008, Government upgraded their pay scale from pre-revision pay scale
no. 6 to scale no. 7 which was made effective from 01.01.2008. It has
been represented to us that the pay scale of the Deputy Ranger /Forester
should be further upgraded and made at par with Assistant Sub
Inspector of Police.
23.11 We are of the considered view that having regard to the job
content, duties and responsibilities of Assistant Sub Inspector of Police
and those of Deputy Ranger / Forester are not comparable in any
manner and therefore equal pay for the two categories of employees, one
under Forest Department and the other under Police Department is not
justified.
23.12 We also do not recommend any further upgradation of the
pay scale of the Deputy Ranger /Forester at this juncture of time and
converting the upgradation already effected in 2008 into corresponding
Pay Band and Grade Pay would lead to enhanced monetary benefits,
which should suffice for the present.
23.13 Forest Rangers are presently on pre-revision pay scale no 10.
They are promotional posts for Deputy Rangers. The recruitment
qualification for Forest Ranger is Graduate in Science with 2 years
training in Rangers College and 1 year field probation. Their recruitment
is done through the Public Service Commission (40%) and by promotion
(60%). It has been represented to us that the pay scale of Forest Rangers
316
be upgraded, made into a gazetted post and given special pay for
handling cash.
23.14 We find no cogent reason for upgrading the pay scale of the
Forest Ranger or for making it a gazetted post. As regards Special Pay
demanded for handling cash, we have discussed this matter at length in
Volume-I, Part-II of our Report (Para 0, 5.45 to 5.48 ). We shall therefore
not make any further comment on this subject.
23.15 Upgradations have been sought in the pay scales of Lower
Division Clerks presently on pre-revision pay scale no.6, and Upper
Division Clerks presently on pre-revision pay scale no.10. In our
considered view, there appears to be no justification for changing the pay
scales of Lower Division Clerks and Upper Division Clerks at present.
23.16 There are seven sanctioned posts of Computor in the
Statistical Cell of the Principal Chief Conservator of Forests’ Office. They
are on pre-revision pay scale no. 9. This is a direct recruitment post
where the recruitment qualifications are graduate with 3 years
experience in Statistical Work or a Masters Degree. Their promotional
post is Computing Supervisor who is presently on pre-revision pay scale
no.10. The Department has recommended a higher initial pay for
Computor matching his recruitment qualification.
23.17 Considering the job content, recruitment qualification and
other relevant factors, we recommend that the pay scale of the post of
Computor be upgraded from pre-revision pay scale no. 9 to pay scale no.
10.
23.18 We also recommend that the pay scale of Computing
Supervisor remain on pre-revision scale no. 10 with higher initial at the
317
3rd stage so as to distinguish between the feeder post of Computor and
the promotional post of Computing Supervisor.
23.19 The West Bengal Forest Service was established on 31st July,
1982. Direct recruitment to this service is made through the Public
Service Commission upto 50% and the remaining 50% is through
promotion from the feeder posts of Forest Rangers. The State Forest
Service has a cadre strength of 126 as against a cadre strength of 112
officers of the Indian Forest Service.
23.20 State Forest Service Officers who begin their career on pre-
revision pay scale no. 16 as Assistant Divisional Forest Officer become
Divisional Forest Officer after completion of 8 years service provided
vacancies exist and after passing the departmental examination, they
move to pay scale no. 17. After completion of 16 years of service, they
move to scale no. 18. In 2006, the State Forest Service was awarded pre-
revision pay scale no. 19.Their Association have demanded 2 posts of
Chief Conservator of Forests and 4 posts of Conservator of Forests The
Association have felt that if these additional posts are encadred in the
State Service , promotion prospects would improve considerably.
23.21 It is our considered view that in the light of re-organization
of the Forest Directorate, a cadre review should be undertaken by the
government for the State Forest Service. Also our proposed Career
Advancement Scheme would substantially dispel fears of stagnation at
any particular scale. However, till such time a cadre review is
undertaken, we would not like to recommend any change in the existing
cadre structure of the State Forest Service.
23.22 The Association has demanded training allowance at par
with the 6th Central Pay Commission for Director and Assistant Directors
of Forest Training Schools in the State for State Service cadre officers.
318
23.23 We have examined this proposal and are of the considered
view that when a State Government employee is deputed in public
interest to exclusively impart training which is outside his normal field of
deployment, we recommend that the employee be allowed to draw
training allowance at the rate of 10% of his / her basic pay subject to a
maximum of Rs. 1200/- per month. No training allowance is payable to
employees whose routine duty is to conduct training. Going by this norm
Director and Assistant Directors of Forest Training Schools are not
eligible to receive training allowance.
23.24 It has been represented to us that the field level employees of
the Forest Directorate face considerable risk while working inside the
forests and hence have suggested providing risk allowance for these
employees. We have discussed at length Risk and Hazardous Allowance
in Paragraph F. 5.16 to 5.23 in Volume-I, Part-II of our Report. Hence we
would not like to make any further comments on this subject.
23.25 Two categories of staff, namely, Forest Guards and Deputy
Rangers are allowed to draw ration allowance at the rate of Rs.100/- per
month. A demand has been made to upgrade ration allowance and
extend the facility to all employees of the Forest Department.
23.26 We have scrutinized this proposal and are of the considered
view that while there is a case for enhancing the monetary content of
ration allowance, there is no cogent reason why it should be extended to
all categories of employees of the Forest Department. We therefore
recommend that ration allowance of Forest Guards and Deputy Rangers
be increased to Rs. 400/- per month from the present rate of Rs. 100/-
per month, for Forest Guards and Deputy Rangers only.
319
23.27 Forest employees now get Rs.25/- per month as Washing
Allowance. In view of rising prices of detergents upgradation of Washing
Allowance has been sought. We have recommended upgradation of
Washing Allowance in Paragraph E. 5.15 of Volume-I, Part-II of our
Report and therefore refrain from making any further comments on this
subject.
23.28 Boatman and Majhi are both on unrevised pay scale no. 2. It
has been represented to us that the recommendation of the 4th Pay
Commission upgrading the pay scale of the Majhi to scale no. 3 has not
yet been implemented. According to the document sent to the
Commission by the Principal Chief Conservator of Forests, vide his Memo
No. 5461 dated 14.11.2008, furnishing particulars of employees,
boatman and Majhi are both direct recruits and Majhi is not a
promotional post for Boatman.
23.29 It is our considered view that there seems to be no cogent
reason to upgrade the pay scale of Majhi. Boatman and Majhi may draw
their salary in the revised pay scale and corresponding Band Pay and
Grade Pay.
23.30 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
320
CHAPTER – 24
HEALTH AND FAMILY WELFARE DEPARTMENT
24.0 The department of Health & Family Welfare has been vested
with the responsibility of maintaining and developing the totality of
health care system in West Bengal. In accomplishing this mission, the
four overall objectives set by the Department for itself are : - (i)
improvement of the accessibility of the poor and the marginalized groups
to curative, preventive, promotive and rehabilitative health service; (ii)
reduction in maternal and child mortality, the burden of communicable,
non-communicable and nutrition-related diseases and disorders; (iii)
ensuring quality of health and medical care services at all levels; and (iv)
maintenance of excellence in education and research in medicine and all
allied professions including management.
24.1 The Secretariat of the Department is headed by a Secretary
who is assisted by Special Secretaries, Joint Secretaries, Deputy
Secretaries, Assistant Secretaries and other subordinate officers. The
Secretariat enunciates policies, sanctions schemes and controls the
budget. It also deals with appointments and transfers of all Group A
employees.
24.2 For implementation of the policies enunciated and the
schemes sanctioned by the Government as also for enunciation of
proposals in respect of health services in the State, there are five
Directorates under the Department. They are:
(i) the Directorate of Health Services, (ii) the Directorate of Medical
Education, (iii) the Directorate of Homoeopathy (iv) the Directorate of
Ayurveda, and (v) the Directorate of Drug Control. There are also, based
in the State Headquarters and elsewhere eleven regional institutes. They
are: (i) the State Drugs Control and Research Laboratory, (ii) the School
321
of Tropical Medicine, (iii) Pasteur Institute, (iv) the ISM Drug Control, (v)
the Medicinal Plants Board, (vi) the Institution of Health and Family
Welfare, (vii) the Regional Training Centres, (viii) the Institute of
Hematology and Transfusion Medicine, (ix) Regional Institute of
Ophthalmology, (x) the Institute of Blood Transfusion Medicine and
Immuno-haematology, and (xi) the Institute of Post Graduate Medical
Education and Research.
24.3 Health service is delivered to different part of the State by a
three tier system comprising of the primary, the secondary and the
tertiary health care system. The subcentres, the primary health centres,
the Block primary health centres and the rural hospitals form the
primary health care system. The secondary network consists of the State
General, Subdivisional and the District hospitals. The medical colleges
and the super speciality hospitals constitute the tertiary level of health
delivery system. Other than these, there are specialized hospitals for
different diseases. Drug procurement and distribution of the same is
effected by the District Reserve Stores in the districts.
24.4 Not all groups of employees engaged in different limbs of the
above-described organization have submitted written memoranda to this
Commission. But quite a few have come up with their demands seeking
upgradation of their pay and/or seeking redressal of what they perceive
as anomalies in pay matters, and/or claiming various allowances and
facilities. We have carefully gone through their written representations
and given hearings to as many of these groups of employees as possible.
Our analysis of the same and our conclusions thereon are given in the
paragraphs that follow.
24.5 We have already laid down a few general principles regarding
cases of upgradation advocated by many of the employees’ unions and
associations. We have observed therein that upgradations asked for
322
routinely (i.e. those that are without adequate justification) may not be
entertained. Going by that tenet, we find that a relatively small number
of such proposals, out of an appreciably large number received at the
end of the Commission, qualify. Besides, quite a few of the concerned
groups of Government employees have already been granted certain
upgradations of pay scales as recently as in 2008.In cases where the
GOs upgrading the pay scales have been issued within the period during
which memoranda from the unions / associations were being received or
immediately thereafter, the upgradations sought for from the
Commission and those already granted by the Government are found to
match each other by and large. These cases have been identified while
dealing with upgradation in the paragraphs that follow.
24.6 Doctors educated in the modern Western medicine and
employed in the State Government (i.e., the “Allopaths”) are the high end
employees, who, in our considered opinion, do not need any further
upgradation. We therefore, recommend only corresponding Pay Band
and Grade Pay for them.
24.7 The same holds good for the Government Homoeopathic
doctors and the Government Ayurvedic Doctors. We make the same
recommendations for them also.
24.8 It is found that the State Government has already upgraded
the pay scales of (a) the Principal and Superintendent from pre-revision
scale no. 18 to pre-revision scale no. 19, (b) of the Professor from pre-
revision scale no. 17 to pre-revision scale no. 18, and (c) of the Reader
and Assistant Professor from pre-revision scale no. 16 to pre-revision
scale no. 17 of the teachers in both Homoeopathic and Ayurvedic
streams with effect from 01.08.2002. In view of these upgradations, we
hold that there is no justification of any further upgradation in the pay
scales of the Homoeopathic/Auyurvedic teachers at this juncture.
323
24.9 Several associations of Ayurvedic doctors have, in their
written memoranda submitted to the Commission advocated, without
specifying the exact (pre-revision) scale of the pay they have in mind,
upgradation of pay for the Director Ayurved and equality in the matter of
pay and emoluments of the latter with those of the Director of Health
Services as also with Director, Medical Education. An identical demand
has been made by a few associations of Homoeopathic doctors, too. The
pre-revision scales of pay of both these Directors is scale no. 18, while
the pre-revision scales of the Director of H.S and the Director MES are
scale no. 21. While this matter has been under consideration of the
Commission, the State Government in the H & FW Department mooted a
proposal for upgrading the pay scale of the Director Ayurved to pre-
revision scale no. 20. The State Government referred this matter to the
Commission.
24.10 After consideration of all pros and cons, the Commission has
found the State Government’s proposal to be reasonable. In any case it
is found that by two separate Government Notifications, the State
Government has already upgraded the pre-revision pay scales of the
teacher-doctors of both these disciplines as stated in one of the foregoing
paragraphs, and after these two sets of upgradations, an upward revision
in the pay scales of the Director Ayurved and of the Director
Homoeopathy who are the Heads of these two Directorates respectively,
was logically inevitable. However, the status of these Directors is not
identical with the status of the Director of Health Services and the
Director of Medical Education Service, the latter two being the ex-officio
Secretaries to the Government. There was therefore adequate merit in
the proposal of upgradation of the pay scale of the Directors of Ayurved
and Homoeopathy to scale no. 20. We have therefore accepted the State
Government’s proposal in this behalf and communicated the same to the
latter.
324
24.11 The post of the Director of Homoeopathy is currently being
manned by an officer of the WBCS(Exe) having the rank of OSD & Ex
Officio Dy. Secretary. There has been a demand for manning of the post
by a serving Homoeopathic Doctor /Teacher.
24.12 Now that the post of the Director Ayurved is to be filled up
by an Ayurved Doctor / Teacher, we recommend that the post of the
Director, Homoeopathy should , in the similar manner, be filled up by a
serving Homoeopathic Doctor / Teacher. We also recommend that the
pay scale of the Director of Homoeopathy should be pre-revision scale no
20. After the upgradation, the Recruitment Rules should be framed
accordingly.
24.13 After the aforementioned recommendations for upgradation
of the payscales of these two Directors, we find no reason to recommend
any further upgradation. We also find that no equivalence of the posts of
the Director Homoeopathy and the Director Ayurved with the posts of
DHS and DMES has been established for their duties are not
comparable.
24.14 Similarly, we find that the State Government had already
effected upward revision in the pre-revision pay scales of as many as 11
categories of Nursing staff even before the associations/unions of the
latter could come up with their written memoranda to the Commission.
These upgradations are as follow: (a) The pay scale of Health Supervisor
(F) has been raised from scale 8 to scale 9 with a higher initial of Rs.
4125/- (b) Similarly the pay scale of Public Health Nurse has been
revised upward from scale no. 8 to scale no. 9 with a higher initial of Rs.
4125/-. (c) Upgradation in the pay scale of Staff Nurse has been of
exactly the same order with an identical amount of higher initial. The
pay scales of (d) Senior Public Health Nurse, (e) Ward Sister, (f) Assistant
325
Matron and (g) Sister Tutor have been revised upward from scale no. 10
to scale no. 12. In the same manner, the pay scales of (h) Vice Principal,
(i) Senior Sister Tutor, (j) Matron and (k) Deputy Nursing Superintendent
have been upgraded from scale no. 13 to scale no. 14. In all these cases,
notional effect has been given from 01.01.1996 and actual effect from
01.01.2008.
24.15 Even though it is almost a certainty that the above spoken
upgradations brought about by the State Government and the identical
recommendation in this behalf made by the 4th Pay Commission are not
simple coincidences, we are of our considered view that these
upgradations are not required to be further upgraded at this juncture of
time and that translating the upgradations already effected in 2008 into
corresponding Pay Bands and Grade Pays will, in general, give the
Government employees in question appropriate amounts of fillip in
monetary terms. We do not therefore recommend any further
upgradations for them.
24.16 Grassroot level health workers on the Public Health side,
who have not been considered for any upgradation are the Health
Assistants of both Female and Male varieties. These are all ex-cadre
posts. These employees currently enjoy pre-revision scale no. 6. The
concerned groups of the employees have pleaded for upgradation to
erstwhile scale no. 9.
24.17 We have given due consideration to their demand in the light
of their workload and the importance of the work they are required to do,
and have found that these grass root level public health workers deserve
some better compensation. We recommend their upgradation to pre-
revision scale no 7.
326
24.18 Another matter that needs consideration concerns the
absorbee GNMs. The pre-revised scale of Grade – II of the Cadre of
Nurses, i.e., GNMs or Staff Nurses as they are commonly called is scale
no. 9 with higher initial start at the 2nd stage. Directly recruited GNMs
get higher scale no. 10, 11 and 12 under CAS, 1990/Modified CAS,
2001. It has been represented by some of the GNMs that they initially
recruited as ANM in Grade-III of the Cadre, i.e., in scale no. 6. They had,
however, the requisite educational qualifications for appointment as
GNM. At one point of time the Government decided not to make any
further recruitment in Grade-III of the Cadre, i.e., as ANM. The
representionist GNMs have further stated that Government had absorbed
them in Grade-II i.e., GNM after taking a written test followed by the
usual training. The grievance of these absorbee GNMs is that the
Government is not allowing them the benefit of movement to higher
scales under CAS, 1990 / Modified CAS, 2001 as enjoyed by the directly
recruited GNMs. They are being allowed such benefits with reference to
their initial appointment in scale no. 6. In the circumstances, inspite of
being senior in the cadre, some of them are getting lower scale than their
juniors.
24.19 The Commission requested the State Government in the H &
FW Department to clarify the matter. No reply from H & FW Department
has been received by the Commission. In the absence of any clarification
from the State Government, the Commission is to take a view on its own.
24.20 This case appears to be a halfway house between promotion
and fresh recruitment. Promotion at the level of ANMs is normally
effected on the basis of seniority-cum-merit. Except in somewhat rare
instances, it is not considered necessary that the candidates at the lower
feeder post should possess the minimum qualification(s) prescribed for
the promotion post. And again barring some exceptional cases, no
qualifying test is held to judge the merit of the candidates. But the
327
exceptional cases are covered by specific provisions in the concerned
recruitment rules. In the instant case, the rules governing recruitment
to the post of GNMs do not prescribe recruitment by promotion from
among the serving ANMs in the manner that has been applied.
Therefore, the benefit of doubt should go in favour of the absorbee GNMs
and the latter should be allowed the benefits of CAS as are applicable to
the other directly recruited GNMs.
24.21 The pay scales of some of the teachers in the higher echelons
belonging to Homoeopathic and Ayurved streams have recently been
upgraded. But those upgradations have left out Nursing teachers in the
Colleges of Nursing. Admittedly there is an important distinction
between the duties of the teachers in Homoeopathic and Ayurvedic
streams on the one hand and those of the Nursing teachers on the other
in that the former, engaged in Medical Colleges and Hospitals are
required to teach the students as also to treat the patients, but the latter
do not treat the patients. Still, the teaching duties of the Nursing
teachers, as far as the relatively limited area of teaching is concerned,
are no less important than similar duties of the teachers of
Homoeopathic or Ayurvedic streams of medicine. Additionally, the
recruitment rules framed by H & FW Department in 2009 have set
considerably high level of educational qualification at entry point, i.e.,
the minimum being a Master’s degree in Nursing for all posts starting
from Senior Lecturer and above. Although at the level of Clinical
Instructor, a B.Sc. in Nursing is acceptable as an alternative, those with
a B.Sc. degree must have, in addition, one year’s experience and those
with a Basic B.Sc. degree in Nursing must have post basic diploma in
clinical speciality. In view of the requirement of such high standards of
academic qualification we arrive at our considered opinion that the
Principals, Professors, Senior Lecturers and Clinical Instructors of
Colleges of Nursing, who are in pre-revision scales no. 18, 17, 16 and 11
respectively deserve upgradations. We accordingly recommend pre-
328
revision scale no. 19, 18 and 13 respectively for the holders of the posts
of Principal, Professor and Clinical Instructor. We do not recommend
upgradation of pay scale of Senior Lecturer borne in pre-revised scale no.
16.
24.22 In 2008, the State Government has upgraded the pay scales
of Pharmacists, Medical Technologists and Para Medical Ophthalmic
Assistants and brought about identical dispensations for these groups of
employees. Each of those groups consist of three Grades of employees,
i.e., Grade III, Grade II and Grade I. After giving effect to the 2008
upgradations (with notional effect from 01.01.1996 and actual effect from
01.01.2008),the employees of all these three groups are now in pre-
revised scales no 9 ( Gr.-III), 10 (Gr.-II) and 12 ( Gr.-I).
24.23 The above-described upgradations in the pay scales of these
three groups of employees are, in our opinion, adequate, at least for the
present and immediate future. We are therefore not recommending any
further upgradation for them.
24.24 A lot of hue and cry has been noticed on the issue of Sub
Assistant Engineers being given the (pre-revision) pay scale no. 12.
Quite a few groups of employees who may be loosely described as
medical technologists – including those whose very designation is
Medical Technologist – have come up with a demand for the same pay
scale as is applicable to the SAEs on the ground that their entry level
recruitment qualifications are either the same or higher than those
applicable to the SAEs.
24.25 We, however, find that the entry level educational /
professional qualifications of a SAE consist of (a) a pass in School Final/
Madhyamik, and (b) a three year professional diploma, while those of the
others consist of (a) a pass in Higher Secondary (Science stream), and (b)
329
a two years professional diploma in the respective subject of work. A
Three Year Diploma cannot but be considered to be superior to a two
year one, we do not find the demand to be justified. We, therefore, do
not recommend further upgradation of pay scales of these categories of
Government employees of H & FW Department on the ground of the
alleged higher (or identical) entry level qualifications than as those of the
SAEs.
24.26 The Physiotherapists, who are also in similar three grades,
are enjoying three identical pre-revision scales, viz., scale no. 9 for Grade
III, scale no. 10 for Grade II and scale no. 12 for Grade I. They have, like
others, demanded much higher upgradations, and informed the
Commission that the Central Government is about to pass an Act of
Parliament that would raise the rank and status of the Physiotherapists
immensely. According to them, a Paramedical and Physiotherapy
Central Council Bill 2007 would, when passed, bring about a sea-change
in the situation. We enquired about it from the State Government and
learnt that a draft Bill of 2009 aiming at passing of an Act of the
Parliament is currently pending. When passed, the Act will provide for
“the constitution of the National Council for Human Resources in health
for prescribing standards with a view to the proper planning and
coordinated development of medical and allied health education
throughout the country, the promotion of qualitative improvement of
such education in relation to planned quantitative growth, the
maintenance of a national live electronic register of medical and allied
health professionals and to provide for an overreaching framework for
the regulation of human resources in health in the country and proper
maintenance of norms and matters connected therewith or incidental
thereto.”
24.27 We are of the view that the provisions of a Bill still under
the consideration of the Parliament need not be anticipated by a Pay
330
Commission. After all, the State Government has all the authority to
vary things like pay scales of its own employees, and we are sure, would
do whatever is necessary in this behalf as and when the aforesaid Bill is
converted into an Act. For the present, we do not recommend any
upgradation in the pre-revision pay scales of different grades of
Physiotherapists employed in the State Government.
24.28 One group of health employees who have largely
substantiated their demand for upgradation are the Wardmasters in
Government hospitals. Like several other Government employees,
Wardmasters (Wardmasters in this context include Stewards) are now
subdivided in three grades, i.e., Grade III enjoying pre-revision scale no.
6, Grade II having pre-revision scale no. 8 and Grade I with pre-revision
scale no. 10. From a copy of work chart produced by them it would be
evident that it is the Wardmasters on whom virtually the entire non-
medical administration of the Government hospitals depends. The work
chart issued by the then Director of Health Services is of 1966 vintage. It
contains as many as 51 items and it appears that below a certain level in
the chain of command, no non-medical work in a Government hospital
(particularly of the big variety) can be got done without active help from
the Wardmaster. This is true even after the Government has inducted in
the Government Hospitals, Assistant Superintendents (Non Medical),
who are graduates having additionally a PG diploma or a PG degree in
Hospital Management/Administration.
24.29 The Wardmasters, in our opinion, therefore deserve a better
compensation than scales no. 6, 8 and 10. The State Government in
Health Department also appears to subscribe to the same view. It
proposed upward revision in the payscales of the Wardmasters in the
following manner, i.e., from scale no. 6 to scale no. 9 for Grade-III
Wardmasters, from scale 8 to scale 10 for Grade-II Wardmasters and
from scale 10 to scale 12 for Grade-I Wardmasters. Simultaneously, the
331
State Government also proposed inter alia that the minimum educational
qualification for Grade-III Wardmasters should be graduate in any
discipline, that the Grade-III posts should be filled up by direct
recruitment, that the higher grade posts should be filled up only by
promotion from the holders of posts in the immediate lower grade and
that the cadre composition shall be in the ratio of 6:3:1 in Grades III, II
and I respectively.
24.30 The Commission accepted the proposals of the State
Government in this behalf fully and communicated the same to H & FW
Department promptly.
24.31 We have a few more suggestions to make in respect of the
Wardmasters. These suggestions will be found later in this Chapter.
24.32 The case of another group of employees of Health
Department, i.e., the Assistant Superintendents (Non Medical), needs to
be considered while we deal with employees whose principal duty is
management of non medical matters of Government hospitals. This
group of employees who are graduates and also holders of diplomas in
hospital management/administration are a recent addition to the non
medical management personnel and these non medical managers have,
we are told, already made their presence felt though in a relatively small
way as of now. These employees who are in pre-revision scale no. 12,
have asked for pre-revision scale no. 16. They have also stated that they
have no promotion prospect at the moment, and have pleaded for
creation of posts of non medical Deputy Superintendent, Joint
Superintendent and Additional Superintendent in pre-revision scales
no.17, 18 and 19 respectively and suggested that these posts be
earmarked as promotion posts for the Assistant Superintendents.
332
24.33 We have given our considered opinion on their demand of
creation of promotion posts later in this chapter. As far as their
suggestion for upgradation of payscale is concerned, we hold that the
minimum educational qualifications prescribed for the post as also the
work responsibilities involved are of orders high enough to justify a
higher pay scale. The State Government in the Health Department
apparently also thought so, and having been advised by the Finance
Department, proposed that the pay scale applicable to the Assistant
Superintendents should be upgraded commensurately with their
qualification and job responsibilities. We have concluded that their pay
scale should be upgraded from pre-revision scale no. 12 to pre-revision
scale no. 14. The recommendation has been sent to the State
Government soon after the Commission completed its deliberation on the
matter, so as to facilitate the process of recruitment of fresh batches of
Assistant Superintendents for which the Health Department has been
planning.
24.34 The West Bengal State Dental Service Act 2009 having
already been enacted and the State Government in the Health and
Family Welfare Department having also decided to constitute two new
State Services, namely, the West Bengal Dental Education Service and
the West Bengal Dental Service, that Department referred four important
issues pertaining to a few proposed Rules that would govern these
Services.
24.35 The first issue concerned fixing the age of superannuation
for the members of the WBDES. The Department proposed that the rule
should prescribe 62 years as the age of superannuation, but that there
should be a provision of their re-employment upto 65 years of age.
24.36 After careful consideration of the proposal the Commission
concluded that the age of superannuation should remain 60 years. The
333
Commission also did not endorse the Government’s proposal to keep any
specific provision in the rules for providing re-employment to the officers
in question upto 65 years of age.
24.37 The next issue was the scale of pay of the members of the
WBDES what were proposed were identical pay scales as applicable to
the members of the WBMES and same designations as in the latter.
24.38 The Commission’s considered opinions were that the same
revised Pay Band + Grade Pay as awarded to the members of the West
Bengal Ayurvedic Education Service and the West Bengal Homoeopathic
Education Service should be awarded to the members of the WBDES and
the latter should be given the same teacher designations of Lecturer,
Reader and Professor apart from the Basic Teachers and Principal as
prescribed in the D.C.I. Regulations, 2006.
24.39 The Health Department further proposed that 28.2% and
9.3% of the total cadre strength of the WBDS should be selection grade
posts and special selection grade posts respectively.
24.40 This was more or less in the same proportion for similar level
posts as are now in existence under the WBHS. The Commission found
the proposal to be acceptable provided that the percentages mentioned
for the WBHS were correct and further provided that the same eligibility
conditions as applicable to the members of the WBHS would be applied
to the members of the WBDS too.
24.41 The Department suggested that the members of the WBDES
should be allowed NPA at an enhanced rate of 30% of Basic Pay as
allowed to the members of the WBMES.
334
24.42 The Commission did not agree with the proposal and
recommended that the rate of NPA should be 25% of the Basic Pay. The
Commission has already communicated the above recommendations to
the Health & Family Welfare Department.
24.43 The Commission has received a proposal from the Health &
Family Welfare Department wherein existing three Grades of Store –
Keepers of the W.B. Subordinate Health Services under that Department
have been proposed to be upgraded to pre-revised scale nos. 9, 10 and
12 from the existing pre-revised scale nos. 6, 8 and 10 respectively laying
emphasis on the important role played by them in different health
facilities. Simultaneously it has been proposed to raise the minimum
educational qualification for recruitment to Grade-III of this post to a
university degree in any discipline in place of the existing minimum
qualification of a pass in School Final Examination or its equivalent.
24.44 After careful consideration of the matter the Commission has
come to the conclusion that a minimum educational qualification of
graduation in any discipline is not necessary for performing the job of
store keeping under any department. The Commission has checked the
position with a number of departments including some of the
Engineering Departments in each of which the posts in the designation of
Assistant Store Keeper/ Assistant Store Clerk/ Store Keeper etc. are
manned from clerical cadres. In a few Departments these posts are
borne only in pre-revised scale no. 6 and in other Departments two levels
of such posts exist in pre-revised scales no. 6 and 9. The Commission
feels that due importance to the work of store-keeping in the Health &
Family Welfare Department will automatically follow if the posts of Store-
Keeper under that Department are manned from clerical cadre of ranks
not below that of a UDA, i.e., UDA, Head Clerk, Head Assistant, etc. The
Commission accordingly suggests that the vacant posts of Store Keeper
under different health facilities may be encadred in the cadres of UDA
335
and above under the Health Directorate suitably as per importance of
such health facilities and manned from the said cadres, appropriately.
24.45 The Commission further recommends that care should be
taken to ensure that the existing promotion prospects of the existing
Store – Keepers are not curtailed in any way.
24.46 Next come the technical personnel employed in the State
Drug Control and Research Laboratory, which is the only statutory drug
laboratory of the State Government. A strong plea has been made on
behalf of the technical personnel of the laboratory for the upgradation of
their respective pay scales mainly on the ground that they are poorly
paid when compared with their counterparts in the Central Drug
Laboratory and further they have been bracketed with various groups of
State Government employees whose educational qualifications are not as
high as those in this laboratory.
24.47 We have considered these points, and although we do not
think that a comparison with the pay etc. of their counterparts in the
Central Government’s drug laboratory is quite appropriate, we agree that
the personnel in question are appropriately qualified, have scientific
background and are in addition, properly trained too. Coupled with
these factors, it is found that their duties consist of the technical job of
examining the quality of essential drugs. The nature of their duties is
such that they cannot be shifted elsewhere in any Government
Department to do any other work. We feel that an upgradation in the
pay scales of these personnel will be in order. We therefore recommend
upgradation of pre-revision scales for them in the following manner:
Junior Scientific Officer – from scale no. 12 to scale no. 13, Assistant
Director – from scale no. 17 to scale no. 18, and Director – from scale no.
18 to scale no. 19. We also recommend pre-revision scale no. 8 to
Laboratory Assistants, which constitutes an upgradation in view of the
336
relatively high educational qualification (i.e., either a B.Sc. degree with
Chemistry or Botany or Zoology as one of the subjects, or a B.Pharm.
degree of a recognized University) laid down in the relevant recruitment
rules.
24.48 It appears that one of the methods of filling up any vacancy
in the post of Junior Scientific Officer is by promoting a Laboratory
Assistant. But the rules do not prescribe any minimum period of service
which a Laboratory Assistant must have at his credit in order to be
eligible to get the promotion. It will be desirable to lay down a minimum
number of years of service which a Laboratory Assistant should have
before he is considered for promotion.
24.49 The Directorate of Drug Control is an important organ of
the Health and Family Welfare Department dealing mainly with the field
job of checking the quality of drugs offered for sale in the open market.
Those in this Directorate have made out a case for upgradation of their
pay scales on the following two grounds. In the first place, they have
argued, the responsibility of those engaged in this Directorate, has
increased enormously in recent times. In the second place, the entry
level qualifications of an Inspector of Drugs – the basic level field officer –
consist of a degree in Pharmacy with at least 5 years’ experience in
manufacturing/analysis of drugs. Earlier no previous experience was
needed for being considered for this post. According to them, the second
factor is an indirect confirmation of their claim of enhancement in the
responsibility of the personnel working in this Directorate.
24.50 The requirements for recruitment (direct) to the post of
Inspector having been upgraded – even though the nature of the duties
involved has not undergone any change – we recommend upgradation in
the pay scales of the officers of the Directorate starting from the post of
Inspectors in the following manner: Inspector – pre-revision scale no. 16
337
to remain unchanged, Senior Inspector – from pre-revision scale no. 16
(with a higher initial at 5th stage) to scale no. 17; Assistant Director –
from pre-revision scale no. 17 to scale no. 18; Deputy Director – from
pre-revision scale no. 17 to scale no. 18 with a higher initial 3rd stage;
Additional Director – from pre-revision scale no. 18 to scale no. 19;
Director – from pre-revision scale no. 19 to scale no. 19 with a higher
initial at 3rd stage.
24.51 We now deal with the cases of a few allowances that are
peculiar to some of the personnel of some of the Directorates of H & FW
Department. The first one of these is Qualification Allowance (which has
also been described as Specialists’ Pay/Benefit for Specialists). In the
parlance of H & FW Department, a specialist is a doctor who has a PG
degree or a PG Diploma. Such a specialist doctor is given a Qualification
Allowance amounting to Rs. 150/- p.m. if he has been a specialist for
less than 10 years, while a specialist doctor having experience of 10
years or more, is given a sum of Rs. 300/- p.m. Naturally enough, there
are quite a few recommendations from various quarters for increasing
these amounts. Those apart, there has been at least one
recommendation for giving a Specialists’ Service Allowance which will be
in addition to the Qualification Allowance and should be paid to such a
specialist who service as a specialist is actually put into use. Needless
perhaps to add, the quantum of each of these allowances is to increase
by large amounts if the recommendations in this behalf are accepted.
24.52 We have given due consideration to these
suggestions/recommendations. We are however unable to agree. The
rationale of giving such an allowance is to encourage the doctors to
acquire specialized professional knowledge and/or skill and such
specialized knowledge and skill are meant to serve public interest,
namely, better medical treatment of patients in Government-run health
institutions, and/or higher standards of teaching to students undergoing
338
studies in various branches of medicine etc. Unless therefore the
aforesaid specialized professional knowledge/skill is put into actual use,
there can be no case for giving a special allowance to any one merely by
dint of his holding a PG degree/PG diploma. There is also no case of
giving a separate qualification allowance to such an employee merely
because he holds the above spoken degree/diploma, and thereafter
another separate allowance when he puts his specialized knowledge/skill
in actual use. These two must necessarily coincide in order to be eligible
to get the so called Qualification Allowance/Specialists’ Pay.
24.53 We also do not find any logic behind varying the amount
involved in this allowance on the basis of length of service. From the
very definition of the expression specialist, it is obvious that length of
service has nothing to do with the latter. One does not become more of a
specialist – if we continue to have the same definition – by being in
service for any particular length of time.
24.54 However, on consideration of all pros and cons, we are in
favour of retaining this allowance – let us call it Specialists’ Allowance
which in our opinion is a better expression than those now being used –
as an incentive to the doctors in employment of the State Government to
cull specialized professional knowledge and skill, and we recommend
enhancement of the amount to Rs. 1000/- p.m. from the current levels of
Rs. 150/- p.m. and Rs. 300/- p.m. varying on the basis of one’s length of
service. But, we recommend simultaneously and strongly that the
allowance should be available only to those specialists whose respective
specializations are actually put in specialized service. Anything short of
that will make this Specialists’ Allowance a routinely available amount
and will, therefore, fail to work as an incentive. This allowance should
thus be post-specific and not person-specific. Further, the amount
involved should not vary depending upon the length of service of an
employee.
339
24.55 Another allowance, which is at present routinely available
to all members of the WBPH&AS as also to a few members of the WBMES
is Administrative Allowance. There is no clear explanation as to why
payment of this allowance to the above mentioned Government
employees is called for. However, from different discussions the
justification of payment of this allowance appears to be that it is a
compensation for putting the doctors in administrative duties that
deviate from the professional areas of doctors. Before making any
comment on such a position, it is considered necessary to examine the
adjective “administrative” , as used in the present context.
24.56 The term “administrative”, it appears, has been taken to
qualify such duties that do not fall within the arena of professional
duties of a doctor. If that is so, then a doctor who is giving medical
advice to and taking care of the patients or imparting knowledge/skill on
medical subjects to a group of medical students or actively engaged in
promoting public health is doing his usual professional duty as a doctor,
and a doctor who is doing any other duty not connected with medical
care and attention to the patients not connected with teaching medical
subjects, nor for that matter with actual promotion of public health is
doing something else and that unspecified something else is, in all
likelihood, of administrative nature. Actually the difference is not really
that sharp. There will be very few posts (if one is inclined to use that
term) in a Government set up, where the job of a professional involves
nothing but his professional duties. On the contrary, there usually will
be an admixture of professional duties and administrative duties.
Depending upon which type of duties takes the major share of the time
and attention of a doctor, one may possibly differentiate between a post
having professional work and another having administrative work. At
one extreme, there may well be a post(s) having only administrative work
and yet a professional, i.e., a doctor is found to be manning that post.
340
24.57 The question is whether such a doctor should be paid an
administrative allowance for doing administrative work. The obvious
answer to such a question is that a professional like a doctor – who is
often a highly skilled professional - should not be put in a post which
involves only administrative work and consequently there should not
arise any question of paying any administrative allowance to him.
However the ground realities are that the higher one moves in any
hierarchically ordered and pyramidically-structured organization (a
typical example being a Government), irrespective of its possible initial
professional character, the less one will have to do with professional
work and the more one becomes concerned with administrative work.
Yet the higher level posts are coveted because of the prestige, power and
authority they are widely believed to carry. Usually, the power, prestige
and authority that go concomitantly with the posts in question more
than compensate the possible absence of an allowance associated with a
post involving purely professional work. Under such circumstances, the
justification of payment of an administrative allowance to a doctor who is
required to do an administrative job, loses much of its validity.
24.58 But having regard to the ground realities, it cannot be
denied that the job responsibilities in a large number of posts would
involve some administrative work or other. Further, it will be a difficult
and also a rather fruitless exercise to try to identify and enumerate the
posts in which the major part of the work responsibilities is
administrative in nature and yet the posts are manned by professionals
like doctors. That being so, continuation of administrative allowance
cannot be dispensed with. All that therefore may be recommended is
that the amount should not be enhanced in any way.
24.59 A Public Health Allowance is currently admissible to all
officers of the WBPH & AS in as many as eight levels starting from the
341
basic Public Health cum Administrative Officer to the Director of Health
Services. These have been specified in Notification No. H/MA/1621/Z-
46/1999 dated 20.08.2004 of the Department of Health.
24.60 The very name of the Service implies that the members of
this service are required to attend to all Public Health related matters.
Since this is the raisons d’etre of the Service itself, there is no
justification of payment of an allowance for doing the work the members
of this Service are supposed to do. We therefore recommend
discontinuation of the same.
24.61 Another important allowance that is unique to the
WBPH&AS and the WBHS is Rural Allowance which is meant to take
care of the inconveniences experienced by the doctors belonging to these
Services in course of their rural posting. Rural areas, for this purpose,
have been defined by H&FW Department as rural areas outside the
headquarters of the districts and sub-divisions and also outside
municipalities. Currently this allowance is being paid at the rate of Rs.
200/- p.m. to those members of the WBPHAS and WBHS who are posted
in different kinds of Health Centres, hospitals and medical institutions
e.g. Primary Health Centres, Block Primary Health Centres etc. located in
rural areas as defined above.
24.62 The moot point is that diagnosing the reasons of ill health
of people and giving the latter medical care in order to cure them can be
done only by appropriately qualified persons, viz., doctors and the
ground realities are that the service of the latter is not available for
asking in the rural areas. Hence arises the need of incentivizing the
doctors with a view to make them available in rural areas. We agree that
there is good logic in payment of the allowance in question to doctors
even though the nomenclature is somewhat confusing, for it is liable to
be misinterpreted as being payable to other Government employees by
342
dint of the fact that some other types of Government employees are also
posted in rural areas. It is our considered opinion that this incentive is
required to be given to not only the doctors but also to those technically
qualified health and medical personnel who are directly connected with
diagnostic and curative treatment of patients, and whose services are not
normally available in rural areas. Thus, Rural Allowance – we may stick
to this description of the incentive we have been discussing here – should
be made available to, apart from the doctor, the nurses and medical
technologists also if they are posted in rural areas as per the existing
definition of “Rural Area”.
24.63 The current rate at which Rural Allowance is being paid is
meager and needs to be upgraded. In upgrading the same, variation
should be made between sub-Block level rural areas and other rural
areas, for the “inconveniences” one has in mind are more acutely felt in
sub-Block postings than in other rural postings. We are, keeping all
these factors in mind, suggesting the following in this behalf:
Recommended amounts of Rural Allowance
Rural postings at Sub Block level Rural postings at other than Sub Block level
Doctors - Rs. 2500/- p.m. Rs. 2000/- p.m.
Nurses - Rs. 1500/- p.m. Rs. 1000/- p.m.
Medical Technologists Rs. 1000/- p.m. Rs. 500/- p.m.
24.64 We make it clear that our recommendation for payment of
Rural Allowance is meant only for dearth professionals in such
geographical areas where the service of these dearth professionals (e.g.
medical personnel educated in modern Allopathic system of medicine
343
and similar health professionals like nurses and medical technologists) is
generally not available. It does not apply to anybody else.
24.65 We understand that a particular scheme to be introduced in
this State at the behest of the Central Government requires payment of a
Remote Area and Difficult Area Allowance to the medical personnel who
may be posted in such areas to be identified by the State Government.
We have two suggestions to make if the aforesaid allowance is indeed
introduced for benefit of the medical personnel to be posted in such
designated areas:- (a) the State Government should take care to ensure
that none of the medical personnel gets the benefits of both the
allowances simultaneously; and (b) efforts should be made to make the
rates of these allowances identical.
24.66 A demand for payment of a Teaching Allowance to those who
are given the duty of teaching even though they have not entered
Government service as teachers, has been made from certain quarters.
24.67 We find that the question has already been settled some time
back. In 2007, Home (Police) Department has issued, with prior
concurrence from Finance Department, two Government orders dated
02.01.2007 in which a teaching allowance has been sanctioned to the
Instructors of the Police Training School, Kolkata and of the Police
Training College, Barrackpore @ 10% of their basic pay subject to a
maximum of Rs. 500/- p.m. provided the Instructors come from non-
teaching posts and are on tenure deputation.
24.68 We recommend application of the same principle to those
teachers who are required to impart education on whole time basis to
students in schools/colleges in which different medical and allied
subjects are taught, who come from non teaching posts and who are on
tenure deputation. Obviously, no teaching allowance is payable to those
344
whose duty is to teach. We also recommend that the ceiling of teaching
allowance should be fixed at Rs. 1200/- p.m. maintaining the rate at
10% of the revised basic pay.
24.69 Several associations of Government doctors have come up
with recommendations for a new version of study leave and also for what
they have described as “Conference Allowance”. These two are not the
same, but both appear to originate from the desire to ensure that the
medical professionals keep themselves abreast with all new
developments on the front of their respective areas of professional
studies/interest. This allowance consists of TA and DA admissible as
also the registration fee of one national level conference of the
concerned/allied discipline in a year and one international level
conference every three years. Those who have recommended this are of
the opinion that participation in such conferences will lead to updating of
the knowledge and/or skill of the doctors.
24.70 First we deal with study leave. It has been demanded that
those medical professionals who wish to obtain a P.G. diploma should be
granted 2 years’ study leave and those who seek a PG degree should
similarly be granted 3 years’ study leave. One is not sure why such a
proposal had at all to be made. The State Government, has already
notified in the official gazette on 30.04.2002 a set of rules called the West
Bengal Medical Education Service and Health Service (Placement on
Trainee Reserve) Rules, 2002. These rules lay down the qualification –
particularly the length of service wise – of the officers of these two
Services who may avail themselves of the facilities of going for certain
types of training courses, what types of training courses they can avail
themselves of and the methods of doing the same. Even though these
rules do not specify the length of the time period upto which the qualified
members of these Services can spend in getting themselves trained, it is
unlikely that a candidate after being sponsored by the State would not be
345
allowed to complete the course. The moot point is that after the rules in
question have come into effect, there is not much left to do in the matter
of study leave.
24.71 We next come to the demand for a conference allowance. It
appears that unlike study leave, there is no question of any sponsorship
by the State Government for attending these conferences. It also appears
that an invitation from the organizers to attend such a conference and
agreement from the would be participants to do so are deemed to be
sufficient for this purpose. But if TA/DA are to be paid to the
participant, he cannot but be on official duty. We do not see how a
Government employee can be on official duty when the Government has
not even been consulted, not to talk of permitting him specifically to
attend any such conference. The doctors, by virtue of being Government
employees they have in view, either they are formally sponsored /
permitted by the Government in which case they will certainly get TA and
DA to cover the costs, or they venture to attend the conferences without
the sponsorship / permission of the Government in which case they
cannot get any allowance, including the envisaged conference allowance.
24.72 A number of other allowances which have been demanded by
various associations/ unions, but not accepted by us include Transport
Allowance, Post Mortem Allowance, Special Duty Allowance, Extra Duty
Allowance, Telephone/Mobile/Internet Allowance, Journal / Book
Allowance, Night Duty Allowance, Childrens’ Education Allowance,
Newspaper and Magazine Allowance, Fixed T.A./Conveyance Allowance,
Tiffin Allowance, Nursing Allowance, Caretaking Allowance, Spectacle
Allowance, Training Allowance and City Compensatory Allowance. We
are of our considered opinion that none of these demands has been
justified.
346
24.73 Having arrived at our recommendations as detailed above,
we propose to deal with certain issues that have been thrown up in the
process.
24.74 We now turn our attention to the possible improvements in
the work conditions of some of those Government employees who are
directly responsible for day to day running of the hospitals of the State
Government. The first suggestion is that the existing work chart of the
Wardmasters should be reviewed and rationalized. The work load of the
Wardmasters needs to be reduced appreciably. Now that Assistant
Superintendents (Non Medical), having a much higher level of specialized
formal education have been inducted, it is possible to think of hiving off
a chunk of the work load of the Wardmasters entrusting the Assistant
Superintendents (Non Medical) with the hived off portions. Which items
of work will be hived off may be studied by a group of experts. We merely
venture to suggest that the items having medico-legal implications and
similar other items calling for a relatively higher level of formal education
may be entrusted to the Assistant Superintendents.
24.75 We also suggest that the items of work that remain with the
Wardmasters may be subdivided into functionally appropriate number of
groups and a Wardmaster may be put in charge of one – or more
depending upon actual requirements groups(s) of functions. This
however should be done only after a proper work study. This is going to
take time. But it is better that the suggested reorganization takes place
only on the basis of the work study so that the workload is distributed as
objectively as possible.
24.76 These suggestions if implemented will probably entail an
increase in the number of posts of Wardmasters, specially in the big
State Government hospitals located in Kolkata. We recommend such
increase, as may be called for, without any hesitation, for a larger
347
number of Wardmasters will correspondingly reduce their active working
hours, from about 12 hours to 14 hours a day (as claimed by the
Wardmasters) to a more tolerable and practical number of hours.
24.77 We find that there is a great deal of man-management
involved in the work of a Wardmaster. It is not impossible to think of a
relatively short 2 year special diploma course in hospital management for
a fresh entrant into the post of Wardmaster in some future date. If this
is done, it will pave the way of such future Wardmasters to move up to
the promotion posts of Assistant Superintendent (Non Medical) with
relative ease and for this purpose upto 25% of the vacancies in
Asstt.Supdt (NM) may be earmarked for filling up by promotion from
WMs who have successfully completed our suggested two year diplolma
course and have put in at leat 10 y ears service as WM.
24.78 The Assistant Superintendents (NM) have come up with a
demand for making some arrangements for their promotion. As of now,
there is no promotion prospect at all for them. We think they have made
a valid point there. In our opinion there are two alternatives. The first
alternative is creation of a post of Deputy Superintendent (NM) in large
hospitals which may carry the pre revision scale no. 16 and the Assistant
Superintendents (NM) may be promoted to this post after the latter will
have served for an appropriate number of years in the post of Assistant
Superintendents (NM). The ratio between the cadre strength of Deputy
Superintendents (NM) and Assistant Superintendents (NM) may be 1:10.
24.79 The second alternative is giving them the post of Secretary.
There is now a post of a Secretary in the State-run Medical Colleges and
Hospitals. These are cadre posts of the WBCS (Ex.). It is learnt that the
latter may not be unwilling to accept exclusion of these posts from the
list of WBCS (Ex.) cadre posts. H &FW Department may take the matter
up with Home (P & AR) Department and if it is found that the WBCS (Ex.)
348
is not really interested in these posts, these may be converted in a
promotion post for the Assistant Superintendents (NM). In that event the
post of Secretary may be given the pre-revision pay scale no. 16. Either
of the above-described alternatives will meet the requirements at least for
the present and we believe will be conducive to better administration in
the State-run hospitals.
24.80 The Para Medical Ophtalmic Assistants’ association has,
inter alia, pleaded for a change in their designation to Optometrists. It
has been argued that the syllabus and course curriculum for the three
year diploma course which the PMOAs must clear, are identical with
those of Optometrist as per State Medical Faculty. It has also been
argued that the present designation implies an inferior position, which is
wrongly imputed to the PMOAs.
24.81 We have considered the plea, but we do not find much
substance in the same. Only those who have a Bachelor Degree in
Optometry (i.e., B.Optm.) are Optometrists. The PMOAs do not posses
such a degree. However, in consideration of the fact that those who are
Medical Technologists now were once “Assistants” of various types but
have since been given new designations sans the epithet “Assistant”, we
suggest that the PMOAs may be given a slightly changed designation of
Para Medical Opthalmic Technologists.
24.82 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
349
CHAPTER – 25
HIGHER EDUCATION DEPARTMENT
25.0 The Department of Higher Education is headed by a
Secretary/ Principal Secretary. The Department exercises administrative
control and financially assists the institutions connected with higher
education like State Universities and general degree colleges
(Government and Non-government) and organizations like Institute of
Historical Studies, Institute of English, West Bengal State Book Board,
Institute of Chandernagore, Netaji Institute for Asian Studies,
Paschimbanga Hindi Academy, West Bengal Higher Education Council,
West Bengal College Service Commission, Jagadish Bose National
Science Talent Search, Institute of Development Studies and Bankim
Bhavan Gabeshana Kendra. There are quite a number of branches in the
department for dealing with various aspects relating to higher eduction.
These branches are : University, Appointment, College (Non-government),
Training, Technical, Budget, Physical Education, NSS, Social Education,
Chancellor’s Secretariat, District Gazetters and Miscellaneous. There are
three Directorates attached with the department. Affairs relating to
colleges (Government and non-government) are looked after by the
Director of Public Instruction and ex-officio Secretary who is a member of
the West Bengal Senior Education Service from Government Colleges.
There are three regional offices under the DPI in three divisions of the
State, viz., Presidency, Burdwan and Jalpaiguri with offices at Calcutta,
Chinsurah and Jalpaiguri respectively. These offices are headed by
officers of the W.B.E.S. cadre. Overall administrative and financial
control of the engineering and technological colleges is entrusted with the
Director of Technical Education, Director of State Archives acts as the
repository of old government records.
350
25.1 It has been represented that the Laboratory Attendants of
Barasat Government College have been placed in scale no. 1 (pre-revised)
whereas employees of the same category at Bidhannagar College and
some other Government colleges have been granted pre-revised scale no.
2.
25.2 After due consideration of the matter we do not find any
reason for such discrimination. Hence we recommend scale no. 2 (pre-
revised) for the Laboratory Attendants of Barasat Government College.
25.3 Laboratory Assistants of Government Degree colleges are
borne in scale no. 6 (pre-revised). They have demanded higher scale(s) of
pay by comparing with the employees of other departments having the
same designation. They have also demanded scale no. 7 ( pre-revised)
for undergraduate laboratory based departments and scale no. 8 ( pre-
revised) for post-graduate laboratory based Departments and also
career Advancements after a gap of every 5 years of service enabling
them to reach upto the scale no. 11 and 12 ( pre-revised), respectively.
25.4 After going through the recruitment qualifications and job
responsibilities of the Laboratory Assistants in General Degree Colleges
we are of the opinion that there is no justification for enhancement of
their pay scales. We are of the view that the Laboratories of science
departments in a college where P.G classes are also held should not be
divided on the basis of undergraduate and post-graduate. Nature of
duties of the Laboratory Assistants remains same in both the
Laboratories. Hence we are not in a position to accept such demand.
Their pay may be fixed in the corresponding revised pay band plus grade
pay in the existing scale of pay.
351
25.5 Non-teaching staff of non-government colleges have put
forward certain demands before the Commission, such as CAS benefit at
par with government employees, advance increments to all employees for
acquiring higher qualification, promotion to higher category from lower
categories on the basis of seniority only, advance increments for
promotion to higher posts, promotion from LDC to UDC on 1:1 basis,
promotion of Group “D” employees to next higher scale on 3:1 basis,
UD scale of pay for Laboratory Attendants, equal facility of the Hostel
employees with college employees. Demand has also been made for
creation of the post of Office Superintendent and Chief Accountant in
each college. It has also been represented that undergraduate
Laboratory Instructors be treated as Graduate Laboratory Instructor
after 10 years of service.
25.6 After careful consideration of all the demands we find no
justification for accepting any of them.
Librarians of Government Colleges
25.7 A reference has been made by the Higher Education
Department on the advice of the Finance Department seeking the views
of the Commission in connection with the creation of a State Service for
the Government College Librarians.
After careful consideration of the matter the Commission
does not find any justification for creation of such State Service for the
Government College Librarians.
Jalpaiguri Government Engineering College
25.8 Higher Education Department has proposed to upgrade the
pay scale of the post of Supervisor Instructor of Jalpaiguri Government
352
Engineering College from pre-revised scale no. 11 to 14 with reference to
recent upward pay revision of S.A.E.
25.9 Considering the recruitment qualification and job
responsibility of the post of Supervisor Instructor of Jalpaiaguri
Government Engineering College we recommend scale no. 12 (pre-
revised) for the said post.
State Archieves
25.10 State Archives is headed by a Director. To assist him there
are one Deputy Director in scale no. 17 (pre-revised), 2 Assistant
Directors in scale no. 16 (pre-revised), 2 Chief Archivists in scale no. 15
(pre-revised), 6 Archivists in scale no. 13 (pre-revised) and 14 Assistant
Archivists in scale no. 12. Direct recruitment is made only at the
Assistant Archivist level who are recruited through Public Service
Commission. The recruitment qualification is Masters Degree in History.
All Assistant Archivists who are appointed to such posts by direct
recruitment have to pass a departmental examination in two parts, part-I
and Part-II. All other posts are promotional posts. Promotion to the next
higher grade, i.e., Archivist is strictly conditional on completion of a one
year Diploma course in Archival Science from the National Archives of
India. Promotion depends on vacancies. The avenue of promotion is upto
the post of Deputy Director.
25.11 Representation has been made for upgradation of scales of
pay of archival officers. The demands include (i) upgradation of pay to
that of college Lecturers at the base level, (ii) upgradation of the two
posts of Chief Archivists to that of Assistant Director making the number
of Assistant Director 4. (iii) upgradation of the pay scales of Assistant
Director, Deputy Director and Director.
353
25.12 After careful consideration the Commission observes that
the recruitment qualification of College Lecturer and Assistant Archivist
is not identical. Hence, scale no. 14 (pre-revised) is recommended for the
post of Assistant Archivist. The Commission further recommends scale
no. 15 (pre-revised) for Archivists. Recommendation is made for
upgradation of the posts of Chief Archivists to scale no. 16 (pre-revised).
Nomenclature of the post may be changed to Assistant Director.
Assistant Directors at present enjoy scale no. 16 (pre-revised). The
Commission does not recommend any change in the pay scale(s) of
Assistant Director and Deputy Director.
25.13 Having dealt with the posts of Assistant Archivist and
upwards upto the post of Deputy Director in the foregoing discussions,
we now take up examination of the pay scale, etc. of the post of Director
of State Archives.
25.14 As per information furnished by the Director, no scale of pay
appears to have been prescribed for the post. In terms of the rules of
recruitment of the post framed vide Higher Education Department
Notification No. 1335-S.A./ 13R-07/82(Pt) dated 08.09.2004 the post
can be filled up by one of the following three methods :-
a) By transfer of a Professor or equivalent (i.e. Principal) in West
Bengal Senior Educational Service specialized in any Social Science
Discipline : OR
b) By deputation of teacher not below the rank of Professor from a
recognized University or Institute specialized in any Social Science
Discipline, in his grade pay : OR
c) By deputation of a teacher holding the post of Reader/ Assistant
Professor (Selection Grade) in any Social Science Discipline included in
354
the West Bengal Educational Service having 10 years service in the post
or posts taken together.
It has additionally been mentioned in the said rules that
while filling up the post, candidates with History or Archival knowledge
will be preferred.
25.15 The Commission has noted that this Directorate which was
till recently a Branch of the Higher Education Department has now been
converted into a full fledged Directorate with functional autonomy in
terms of G. O. No. 225 – (Estt.) /10P – 01 /2001 dated 11.02.2009. In
view of such elevated status, the Commission suggests that the post
should not be manned by a teacher below the rank of Professor.
Additionally we suggest that there should be provision in the rules for
inducting a retired distinguished professor of a State Aided or a Central
University of this State or an Institution of equivalent standing on
contract basis for a specified period to be determined by the State
Government. In such a case of contract appointment the contract
remuneration may be determined under the usual rules / orders of the
Government. When the post will be manned by a serving Professor he
will get his Grade Pay as such.
25.16 We further suggest that the selection in this post when it is
filled up on regular basis should be done by WBPSC and in case of
contract appointment such selection may be made by a Committee of
Experts in the concerned disciplines which should include a senior
officer from the National Archives of India.
25.17 Apart from the different categories of officers as discussed
above the Directorate has under it a post of Micro photographer ( Pre-
revised scale no.12) and 18 categories of Group-C and Group-D posts
355
like Binders, Muharrir-cum-Senior Mender, Record Supplier-cum-
Mender, Duftry, Peon-cum-Farash, Sweeper, etc.
25.18 The Director of State Archives in a letter addressed to this
Commission has stated that all the concerned employees of the State
Archives have been carrying out very specialized jobs in dealing with the
archival records which are considered to be rare original historical
source materials, dating back to mid-eighteenth century and spanning
the period till 1950s and that the jobs carried out by the staff of this
Directorate are specialized and voluminous as they have been dealing
with original manuscripts (which are very fragile in nature) for helping
the researchers coming from different parts of the country and abroad.
The Commission has been requested to determine the revised scales of
pay of these employees giving due consideration to the above aspects
which are not to be found in any other Department of this Government.
25.19 A separate reference on the same issue has been received by
us from Higher Education Department with the endorsement of Finance
Department for our views on the proposal of the Directorate for allowing
higher scale of pay to the Group-C and Group-D employees.
25.20 The Commission has carefully considered the proposal of
the Director as endorsed by the Higher Education Department but does
not find any merit to allow these employees higher scales of pay than
what they are enjoying now as most of these posts are common category
ones. The Commission, however, in tune with the recommendation of the
Fourth Pay Commission suggests upgradation of the pre-revised pay
scale of the post of Muharrir-cum-Senior Mender, Grade-II to scale no. 5
from the existing scale no. 4.
25.21 In this connection, the Commission has come to know that
the Government has recently allowed hazard allowance @ Rs. 300/- per
356
month to all the officers and employees of this Directorate in
consideration of the health hazards involved in the day to day handling
of the old and dusty records of the office in an unhygienic environment.
The Commission, however, reiterates its recommendation in this regard
as can be found in Volume-I, Part-II of this Report. The Commission has,
inter-alia, suggested therein for introduction of risk insurance in such
cases at a cost to be borne by the Government rather than allowing any
risk allowance.
25.22 Before concluding, the Commission would like to mention
that as per information furnished by the Directorate, some categories of
Group-C and Group-D employees, like Binder, Muharrir- cum- Senior
Mender, Daftry, Peon-cum- Farash, etc. are still drawing additional
remuneration @ Rs. 30/- per month over and above the newly sanctioned
hazard allowance. From the Report of the 2nd Pay Commission we find
that this additional remuneration is also in the nature of hazard
allowance. The Commission suggests that drawal of this additional
remuneration should be discontinued w.e.f. the date of sanction of the
present hazard allowance.
Day Students’ Home
25.23 Representation has been received for upgradation of the pay
scale of Wardens of Day Students Home. They are borne in scale no. 13
(pre-revised). The recruitment qualification is Masters’ Degree with 10
years administrative experience. The age of recruitment is 40-45 years. It
has been represented that since the service period of wardens are too
short they do not become eligible for getting full pensionary benefits.
25.24 After due consideration, the Commission recommends scale
no. 14 (pre-revised) for the Wardens of Day Students Homes. The
357
Commission further recommends that the minimum age of recruitment
may be fixed at 35 years and maximum at 40 years.
25.25 Recruitment qualification of Superintendent of Reading
Room is graduate with Diploma in Librarianship. They are borne in pre-
revised scale no. 9.
25.26 The Commission recommends scale no. 10 (pre-revised) for
them.
25.27 It has been represented that the Day Students Home
employees should get equal pay scale and other facilities at par with
government employees.
25.28 The Commission does not envisage any such thing. Hence, it
recommends fixation of the employees of Day Students Homes in the
corresponding pay Band + Grade Pay in the revised scale of pay.
25.29 Representation has also been made for fixation of
promotional policy for the employees of Day Students Homes.
25.30 Promotional policy has been dealt by the Commission in a
separate chapter of its report.
25.31 Head Clerks of Day Students Home are in scale no. 9 (pre-
revised). Demand has been made for upgradation of the same to pre-
revised scale no. 10.
25.32 Considering all aspects the Commission does not
recommend any such upgradation.
358
25.33 In respect of all other posts under the Department of Higher
Education, we recommend fixation of pay in the corresponding Pay Band
plus Grade Pay in the existing scale of pay as recommended by us in
Volume-I, Part-I, Chapter-8 of our Report and accepted by the
Government.
359
CHAPTER – 26
HILL AFFAIRS DEPARTMENT
26.0 The Secretariat of the Hill Affairs Department has no
sanctioned posts. The day-to-day functions of the Department are
carried out by the staff of Home (Political) Department. There is,
however, a liaison office at Darjeeling under the administrative control of
this Department. The set up is very small with 19 sanctioned posts.
26.1 The functions of the Department as enumerated in the Rules
of Business are as follows:
a) Promotion of social, economic, educational and cultural
advancement of the people residing in the Hill areas of the
District of Darjeeling and financing, regulation and inspection
of the Bodies established for this purpose.
b) All matters in connection with or in relation to the Constitution
and functioning of the (erstwhile) Darjeeling Gorkha Hill
Council.
c) Co-ordination of all developmental schemes and projects in hill
areas of the district of Darjeeling.
26.2 We have received memoranda from different Associations/
unions of the Hills containing various types of demands/ proposals.
Those have been dealt with by us under the head of appropriate
departments. The demand which are not connected with any particular
department, like Hill Allowance and Winter Allowance have been dealt
with separately in the chapter on various allowances and benefits in
Volume I, Part I of our report.
360
26.3 The pay of the officers/ employees of the department may be
fixed in the corresponding Pay Band plus Grade Pay in the existing scale
of pay as recommended by us in Vol.- I, Part – I, Chapter 8 of our earlier
Report and accepted by the Government.
361
CHAPTER – 27
HOME DEPARTMENT
27.0 Home Secretary is the official head of the Department of
Home. He is assisted by a host of officers and secretariat staff. The
Department consists of the following branches: (1) Home (Police), (2)
Home (Political), (3) Home (Constitution and Election), (4) Home (Special),
(5) Home (Defence), (6) Home (Foreigner and Non-resident Indians), (7)
Home (PSP) and (8) Home (Press).
27.1 There are four directorates under the Home Department,
viz., (a) W.B. Police Directorate (b) Kolkata Police (c) State Forensic
Laboratory and (d) Registrar of Publications.
27.2 State Election Commission, West Bengal and West Bengal
Human Rights’ Commission are under the administrative control of the
Home department.
27.3 The functions of the department consist of the following:
a) Maintenance of the Constitution.
b) Conduct of elections to the Legislature.
c) Determination and maintenance of the structure, organisation
and procedure of the machinery of Government.
d) Control and Management of the Indian Police Service (including
officers of the Eastern Frontier rifles), the West Bengal Police
Service, the Assistant Commissioners of the Kolkata Police and
Subordinate rank of Police force excepting the issues relating to
vigilance matter in respect of the following services and posts
mentioned below.
362
(i) Indian Police Service
(ii) West Bengal Police Service
(iii) Officers of and above the rank of Assistant
Commissioners of Kolkata Police.
e) Maintenance of Public security, peace, order and tranquility.
f) Determination of ceremonial procedure and precedence.
g) Conduct of activities involving relations with foreign powers and
their representatives and determination of question of
nationality.
h) Matters relating to State Forensic Laboratory.
i) Matters relating to Civil – Military liaison and Sainik Schools
and Rashtriya Indian Military College, Dehra Dun.
j) Matters relating to Foreigners and Non-resident Indians.
k) Matters relating to Pension of Political Sufferers.
l) Matters connected with Governor’s Secretariat.
m) Matters connected with West Bengal Police Housing
Corporation.
n) Bengali Translator’s Office.
o) West Bengal Secretariat Library.
Police Directorate
27.4 West Bengal is perhaps the only State in the country which
has two police forces reporting directly to the State Government. Each
police force is governed by its own Act aimed at promoting the dynamic
rule of law and rendering impartial service to the people.
27.5 A demand has been made for merger of the 2 police forces
into one force. The Indian Police Commission (1902-1903) as well as the
First West Bengal Police Commission (1960-61) deliberated on the
relationship between the provincial police force and the metropolitan city
police force. The Indian Police Commission as well as an Association
363
recommended the amalgamation of Calcutta Police with the provincial
police force. The Government of India did not, however, accept this
recommendation. Even the First West Bengal Police Commission did not
recommend bringing the Commissioner of Police under the control of the
Inspector General. The Commission however suggested certain steps
which should be taken to effect improved coordination between the two
forces.
27.6 The Second Police Commission (1998-2002) was of the view
that “ground realities today call for a heightened sense of co-operation
and collective action between the two forces – be it law and order
management, traffic management or crime control and investigation”. No
merger was envisaged. We agree with the view of the Second Police
Commission and recommend closer co-operation between the two police
forces in the key area of policing. However, regarding merger of the two
forces government may take a view.
27.7 The rank structure in both the police forces are by and large
the same, except the rank of Sergeant which exists only in Kolkata
Police. The ranks of police personnel of the State falling within the
purview of this Commission are as under :-
a) Promotee Deputy Commissioner of Police.
b) Deputy Superintendent of Police /Assistant Commissioner of
Police.
c) Inspector of Police /Armed Inspector of Police.
d) Sub Inspector of Police /Armed Sub Inspector of Police
/Subedar.
e) Sergeants.
f) Assistant Sub Inspector of Police / Armed Assistant Sub
Inspector of Police.
g) Constable / Sepoy.
364
27.8 The State Government had vide G.O. No. 521 PL dated
31.01.2005, converted the posts of Head Constable / Havildar / Naiks to
the post of Assistant Sub Inspector in West Bengal Police. The same was
subsequently done in Kolkata Police too.
Pay and Educational Qualification of Constable
27.9 Police performance today is under close review and critical
assessment by a demanding public in far greater measure than at any
time in the past. The constabulary forms 80 percent of the entire police
force in the State. The National Police Commission in their Second
Report observed “the police should have duly recognized service-oriented
role in providing relief to the people in distress situations. They should
be trained and equipped to perform service oriented functions”.
27.10 Over the years there have been quantitative and qualitative
changes in the duties of constables. Nowadays for dealing with public
order situations, deployment of larger number of constables are
necessary for interacting with the public and securing their co-operation
by persuasion and appeal for maintaining peace. Consequently, the
image of the Police in the minds of the public is to a large extent created
through these interactions at public places, as the constable is visualized
as a symbol of the State.
27.11 Appreciating the changed situation and its implications for
the role of the Police, the Committee on Police Training (1972) concluded
that “Police Officers should acquire a high degree of professional
competence and be fully aware of the means whereby science and
technology can help in police work”. The Committee recommended,
among other things, “that the High School examination or its equivalent
should be the minimum educational qualification for recruitment of
365
constables, both in unarmed and armed branches of the police”. It was
noticed in recent years that the educational level of new entrants to the
post of constable has been rising steadily, though their pay structure
had placed them at a comparatively low level to other workers handling
similar or less onerous jobs in the government sector.
27.12 Going back to educational qualifications, we find that out of
659 recruit constables who passed out in 2008-2009 (Batch No. 188) as
many as 15 were Post Graduates, 150 Graduates, 172 Higher Secondary
passed, 244 Madhyamik passed and only 78 were class-VIII passed.
27.13 Earlier constables were recruited district-wise through the
local employment exchange. However, vide G.O. No. 7651(50)F dated
01.10.2008, recruitment of Constables/ Sepoys are to be done through
the State Public Service Commission. We feel this is a step in the right
direction. Again vide G.O. No. 1817-F dated 27th February, 2009, the pay
scale of Constable / Sepoy was upgraded from scale no 4 to pre-revision
scale no. 6. In the same G.O. the recruitment rules were revised with
minimum recruitment qualification of pass in the Secondary
Examination / School Final Examination for subsequent direct
recruitment Constable / Sepoys. This action on the part of the
Government in upgrading the pay scale and recruitment qualification of
constables should satisfy the demands of several Associations / Unions /
Samities who had represented before the Commission for upgrading the
pay scale of constable to pre-revision scale no. 6 and raising their
recruitment qualification from class-VIII pass to Madhyamik level.
27.14 We are of the considered view that no further upgradation in
the pay scale or educational qualification of Constables is called for at
present.
366
27.15 However, we would like to make some observations regarding
the training imparted to constables on their induction. Apart from basic
outdoor training, recruit constables are provided with basic inputs in
law, investigation, forensics and computer operation. After completion of
8 months training the constables are posted to Armed Police Battalions
for 5 to 7 years, at the end of which they are inducted into civil police. It
is our considered view that inputs on Law, Investigation etc. may be
excluded from the syllabus which would enable the basic course to be
reduced to 6 months and more focus should be laid on subjects such as
Field Crafts and Tactics and Disaster Management. At the same time, we
would also recommend that before the constables are inducted into civil
policing there should be a brief course of about 3 months to include
those indoor subjects which were earlier excluded from the basic course
so as to prepare them meaningfully and purposefully for their new
assignments in unarmed police.
Armed and Unarmed Assistant Sub Inspector of Police
27.16 In January, 2005, the Government had converted the posts
of Head Constable / Havildar / Naik to that of Assistant Sub Inspector of
Police. They were on pre-revision pay scale no 6. An Association has
recommended pay scale no. 9 for them while yet another recommended
pre-revision pay scale no. 10. No concrete reason has been given as to
why such a big increase in pay scale has been recommended though it is
a fact that Armed ASI commands a contingent of police personnel which
requires leadership traits and Unarmed ASI is assigned some preliminary
investigation works apart from conducting local enquiries and scriptory
work in various police units. The State Government vide G.O. No. 1817-F
dated 27.02.2009 had upgraded the pay scale of the ASI from pre-
revision scale no. 6 to scale no. 8. We feel no further upgradation is
necessary at this point of time.
367
Syces
27.17 In Kolkata Mounted Police, there are 98 posts of Syces
whereas in Police Training College, Barrackpore there are 39 posts of
Syces. All of them are on pay scale no. 2. They have no promotion
opportunity. It has been represented to us that 10 posts of Head Syces
and 5 posts of Subedar Syces be created with higher pay scale. They
have demanded pay scale no. 4. Considering the fact that Syces are
required to put in hard labour in maintaining the horses and keeping
them fit for various duties, we recommend that the pay scale of Syces
may be upgraded to pre-revision scale no. 3.We also recommend
creation of 4 posts of Head Syces in Kolkata Police and two posts of Head
Syces in West Bengal Police on pre-revision pay scale no. 4.
Sowar and Head Sowar
27.18 There are 85 Sowars in Kolkata Mounted Police and 5 Head
Sowars. Sowars are on pay scale no. 4. Their educational qualification is
Class-VIII pass. Their promotional post is Head Sowar. It has been
represented to us that the pay scale of the Sowar should be upgraded to
scale no. 6 and Head Sowar to scale no 8. The Government Vide G.O. No.
5797-F dated 20.06.2009 had apart from specifying higher recruitment
qualification of Sowar had also upgraded the pay scales of Sowars and
Head Sowar to pre-revision pay scale no. 6 and pre-revision scale no. 7
respectively. We do not recommend any further upgradation of pay at
this stage for them.
Police Drivers and Head Police Drivers
27.19 Police drivers are appointed from constables who give their
willingness to drive police vehicles and possess the required driving
license. Those who are selected undergo a 45 day training on various
368
aspects of mechanical transport. Thereafter they are posted to different
units after passing an examination. Police drivers are presently on pre-
revision pay scale no. 6.
27.20 It has been represented to us that earlier police drivers used
to get the same pay as an ASI of Police. Hence scale no. 8 has been
demanded for police drivers keeping in view their arduous nature of
duties and unlike their counter parts in other departments, they have no
overtime allowance.
27.21 Taking all relevant factors into consideration, it is our
considered view that the pay scale of the police drivers may be upgraded
to pre-revision scale no. 7 from scale no. 6.They should not however be
entitled to any over-time allowance.
27.22 Head Police Drivers are promotional posts and are appointed
from amongst police drivers. They are on same scale viz., scale no. 7.
Some Associations have demanded scale no. 10 for them. We recommend
that the pay scale of Head Police Drivers should be upgraded from pre-
revision scale no. 7 to scale no. 8. HPDs will also not be entitled to any
overtime allowance.
Armourer Constable
27.23 Armourer constables are required to maintain all weapons
kept in a police armoury. They are recruited as constables in the police
department. They are required to undergo a training for 12 to 18 months
period conducted under the aegis of Government of India in the repair,
maintenance and upkeep of police weapons. Their pay scale is the same
as constables. They get Rs.20/- only as Special Allowance. It has been
represented to us that Armourers Constables should be designated as
ASI (Armourer) and accordingly their pay should be upgraded to scale
369
no. 8. While we do not agree with the suggested designation or
upgradation of pay scale as demanded, we feel there is a strong case for
enhancing the Special Allowance, in view of their special nature of job.
We, therefore, recommend that the Special Allowance for Armourer
Constables should be raised to Rs.250/- per month.
Uniform Allowance
27.24 Police Personnel upto the rank of Inspectors are entitled to
get free uniform. Officers of the rank of Deputy Superintendent of Police
are entitled to an initial grant of Rs.1000/- vide G.O. No. 2249-PL dated
20.05.1960. They are also entitled to a renewal grant of Rs. 500/- every 5
years. It has been represented to us that these grants are highly
inadequate in the present day context and need to be upgraded. We are
of the view that there is a strong case for upgradation. We accordingly
recommend that Rs.4000/- be given as initial grant and Rs.2000/ every
5 years as renewal grant for Deputy Superintendent of Police.
Telecommunication
27.25 The Telecommunication Wing of the State Police is
responsible for ensuring smooth communication between different police
units. This is done through Radio Telephone, e-mail and Fax system.
Even the State Government uses the Police Communication net work for
speedy communication of important information as well as during
natural disasters for its effectiveness and dependability. However, the
Commission is of the view that the Government undertake a review as to
whether the present mode of communication is adequate or not in
transmitting vital information.
27.26 The higher echelons of the Telecommunication branch are
manned by Police Officers headed by an officer of the rank of Additional
370
Director General of Police. Wireless Operators were earlier on pre-
revision pay scale no 6. They are recruited directly (40%), their entry level
educational qualification being Higher Secondary with Physics and
Mathematics. The remaining 60% are recruited through promotion of
Constables whose educational qualifications are Higher Secondary with
Physics and Mathematics. The posts of Wireless Supervisor (Technical)
are filled up through direct recruitment (40%) and remaining 60%
through promotion of eligible Wireless Operators who have passed the
promotional examination. However the posts of Wireless Supervisor
(Operational) is filled up 100% through promotion of Wireless Operators
who have qualified in the promotional examination.
27.27 Wireless Supervisors (Technical & Operational) Grade-II are
on pre-revision pay scale no. 9. Wireless Supervisors (Technical and
Operational) Grade-I are promotional posts for Grade-II Wireless
Supervisors. They were on pre-revision pay scale no. 10. It has been
represented to us by the Samiti that the pay of the Wireless Operators,
Grade-II and Grade-I Wireless Supervisors (Technical & Operational)
should be upgraded to pre-revision scale nos. 8, 10 and 11 respectively.
It has also been suggested that the post of Grade-I and Grade-II
Supervisors should be merged and re-designated as Sub Inspector
(Technical).
27.28 No cogent reason has been given as to why the merger of 2
posts, namely, Grade-I and Grade-II Wireless Supervisors should take
place and why they should be re-designated. The job content of Wireless
Supervisor (Technical and Operational ) Grade-I and Wireless Supervisor
(Technical and Operational) Grade-II are not the same. Hence no useful
purpose will be served by merging the two posts and re-designating
them. We therefore reject such a suggestion.
371
27.29 The State Government vide G.O. No. 5868-F dated
24.06.2009 had already upgraded the pay scale of Wireless Operators
from scale no. 6 to scale no. 8, Wireless Supervisor (Technical and
Operational) Grade-II from scale no. 9 to scale no. 10, Wireless
Supervisor (Technical and Operational) Grade-I, from scale no. 10 to
scale no. 11. No further upgradation of pay is called for at this stage.
Sub Inspector of Police (Unarmed)
27.30 The rank of Sub Inspector is at the cutting edge level of the
Police Organization and involves heavy responsibilities amongst the lower
ranks. In West Bengal as well as in Kolkata Police, 50 percent of the total
strength of Sub Inspectors are recruited directly through the Public
Service Commission and the remaining 50 % are promoted from eligible
Assistant Sub Inspectors. We endorse the present ratio of recruitment to
the post of Sub Inspector. The recruitment qualification for direct recruit
Sub Inspector is Graduation from a recognized university with prescribed
physical standards. Almost all officers-in-charge of Police Stations in the
districts are of the rank of Sub Inspector other than large and major
Police Stations and all Police Stations under Kolkata police which are
manned by Inspector level officers. With crime registering an upward
trend in modern day society, the Sub Inspector as Officer-in-charge is
responsible for supervision of all investigations handled by the Police
Station and also collection of intelligence in his local area. Apart from the
maintenance of law and order and detection of crime in his jurisdiction,
he is the main contact of the Police Department with members of the
public, who not only have heightened awareness but ever increasing
expectations from him.
27.31 A number of Associations / Unions as well as the Director
General and Commissioner of Police have recommended upgradation of
the pay scale of the Sub Inspector in order to attract better talents to this
372
crucial level of the police organization. The Sub Inspector is presently on
pre-revision pay scale no. 10.Taking into account the duties and
responsibilities and long hours of work, we are of the considered view
that Sub Inspectors of Police deserve an upgradation of pay scale .We
accordingly recommend pre-revision scale no. 13 for them.
27.32 Having recommended a substantially higher pay scale for
Sub Inspector of Police, we would like to make a couple of observations
regarding their intake and induction level training, notwithstanding the
fact that specifics of training is not within our domain.
27.33 The Second Police Commission in Part-I of their Report
mentioned “Since the level of Sub Inspector is one of the most important
level in the police hierarchy, the selection of officers has to be done in
such a manner that not only the best available candidates are recruited,
but the mode of recruitment instill a measure of self confidence among
those selected”. We endorse this view and recommend that the selection
of candidates to the post of Sub Inspector should be done not only
meticulously but also with utmost care.
27.34 With complexity in police work increasing by the day
particularly at the Sub Inspector level, the need for more imaginative
training programmes, seminars and workshops, on specific situation
control, crime specific skill development as well as on imbibing
leadership traits and ways of motivating subordinate levels can hardly be
overemphasized .This point has also been stressed by the National Police
Commission in their 5th Report where they have advocated constant
evaluation of performance, attitude and behaviour during training and
“those who are not shaping as good policemen should be weeded out.”
373
Sub Inspector of Police (Armed)
27.35 In West Bengal Police, 50 percent Armed Sub Inspectors are
recruited directly through the Public Service Commission and 50 percent
through promotions from eligible Armed Assistant Sub Inspectors of
Police. However, in Kolkata Police, there is no direct recruitment of
Armed Sub Inspector who are called Subedars. An Armed Sub Inspector
is required to command a platoon of men. They are also utilized for
various law and order duties and placed in charge of Police Camps set up
in trouble prone areas. They are presently on pre-revision pay scale no.
10. A number of Associations have demanded upgradation of their pay
scale.
27.36 Taking all relevant factors into consideration we feel Armed
Sub Inspectors deserve a better pay package. We therefore recommend
pre-revision scale no 13 for them.
Sergeants
27.37 Kolkata Police Sergeants are recruited through the Public
Service Commission. The minimum educational qualification for
recruitment to the post of Sergeant is graduation from a recognized
university and prescribed higher grade physical standards.
27.38 The Sergeants constitute a separate cadre known as non-
investigating cadre. They are mostly assigned with duties in the non-
investigating wings in dealing with law and order problems, enforcement
of traffic regulations, miscellaneous enquiries, VIP duties, Protection
duties and enforcement of discipline in armed police and other units etc.
27.39 They are presently on pre-revision scale no. 10. They have
represented to us that their main demand is abolition of the post of
374
Sergeant and its subsequent amalgamation with the rank of Sub
Inspector, so that Sergeants too can have investigation powers, after
undergoing 3 months training in investigation of cases. This is a very old
demand. The State Government have so far not conceded to this
demand.
27.40 It is our considered view that in lines with the
recommendation of the National Police Commission (6th Report) there
should be a clear demarcation between investigating and law and order
cadres which at present, in a way, does exist in Kolkata Police. We have
no intention of upsetting this. Hence we reject the proposal. We have
considered the duties and responsibilities discharged by Sergeants and
recommend pre-revision pay scale no. 13 for them.
27.41 Their other demands include inter alia (i) Night Duty
Allowance for performing 2/3 night duties per week; (ii) Hardship
Allowance of 30% of basic pay when posted to Traffic / RFS/ RAF/ SAF;
(iii) Food money @ Rs. 100/- for performing duties beyond 8 hours. Now
they get Rs. 20/- to Rs.40/-; (iv) Compensatory Pay to be enhanced from
1 month to 3 months.
We feel that none of the above demands are justified and
hence we have no recommendation to make on those demands.
Inspector of Police
27.42 The post of Inspector in West Bengal and Kolkata Police is
100 percent promotional post from the rank of Sub Inspector and
Sergeant. A Sub Inspector /. Sergeant can take the qualifying
examination after putting in eight years of service in the rank of Sub
Inspector / Sergeant. Selection is made through an interview board
chaired by the Commissioner in Kolkata Police and Director General in
West Bengal Police. Inspectors are either appointed as Officers-in-charge
375
of major police stations or assigned sensitive duties in Intelligence
Branch / Special Branch or CID / DD. This is a supervisory post with
considerable responsibilities. Inspectors are presently on pre-revision
scale no. 14. It has been represented to us by the Association as well as
the Police Directorate for recommending a higher pay scale for them. In
our opinion, the Inspector deserves a higher pay scale considering his job
content, duties and responsibilities. We accordingly recommend pre-
revision scale no. 15 for Inspectors. The same pay scale will be applicable
to Armed Police Inspectors as well.
Assistant Commissioner
27.43 There is no direct recruitment to the post of Assistant
Commissioner. They are all promoted from the rank of Inspector. Each
Assistant Commissioner is assigned 2/3 Police Stations, known as Sub
Division, for the purpose of supervision. Apart from performing law and
order duties, he is required under the law to personally investigate
certain cases relating to crimes against women. He is presently on pre-
revision pay scale no. 16. An Association has represented to us to
upgrade their pay scale in view of their job content and superior
responsibilities.
27.44 We feel there is no justification in this demand. We
recommend no change of scale for Assistant Commissioner of Police.
Promotee Deputy Commissioner
27.45 This is a feeder post for Assistant Commissioners. Their pay
scale is the same as Assistant Commissioner, namely, pre-revision scale
no. 16. There are seven earmarked posts in the city police for promotee
Deputy Commissioners. It has been represented to us that since the
Deputy Commissioners supervise the work of Assistant Commissioners,
376
they cannot be on the same pay scale and should be given a higher pay
scale.
27.46 Considering all relevant factors, we are of the considered
view that Deputy Commissioners deserve some higher financial benefit.
We accordingly recommend pre-revision scale no. 17 for them.
Kolkata Police Hospital Consultants
27.47 Kolkata Police Hospital Consultants are paid honorarium at
the following rates :
Dental Surgeon - Rs. 500/-per month
Orthopaedic Physician – Rs.400/- per month.
ENT Specialist - Rs. 400/- per month.
The Commissioner of Police has recommended upgradation of
honorarium in view of revision of pay structure and increase in
allowances, so that better service can be obtained from them.
27.48 We intend to agree with the recommendations of the
Commissioner of Police. We accordingly recommend the following higher
honorariums for Consultants :
Dental Surgeon - Rs. 750/- per month.
Orthopaedic Physician –Rs. 600/- per month.
ENT Specialist -Rs. 600/- per month.
Electricity Allowance
27.49 Police personnel of the rank of Constables are paid electricity
allowance at the rate of Rs.10/- per month. It has been represented to us
that this amount is too meagre and should be enhanced. We agree with
this demand and recommend that electricity allowance should be
377
enhanced to Rs. 50/- per month from the present allowance of Rs.10/-
per month.
Teaching Allowance
27.50 One of the Associations as well as a Samiti have demanded
raising the Teaching Allowance for Instructors of Police Training College
Barrackpore and Police Training School Kolkata. The present Teaching
Allowance which was sanctioned vide two Government Orders dated
02.01.2007 @ 10% of their pay subject to a maximum of Rs. 500/- per
month ; provided the Instructors come from non-teaching posts and are
on tenure deputation. Obviously, no Teaching Allowance is payable to
those whose basic duty is to teach. The Commission is of the view that
the present Teaching Allowance should be raised. We accordingly
recommend that the ceiling of the Teaching Allowance should be fixed @
10% of basic pay (Band Pay + Grade Pay ) subject to a ceiling of Rs.
1200/- per month.
Chinese Interpreter
27.51 There is a lone post of Chinese Interpreter in Intelligence
Branch, West Bengal who is on pre-revision scale no. 9. It has been
represented to us that the Chinese Interpreter in Security Control
Organization of Kolkata Police is drawing pay at pre-revision scale no. 11
and hence demand has been made for removing this anomaly.
27.52 It is our considered view that since the job content of the
Chinese Interpreter in IB West Bengal and Security Control Organization
are similar in nature the present anomaly needs to be corrected. We
therefore recommend that the Chinese Interpreter in IB West Bengal who
is presently on pay scale no. 9 should be upgraded to pre-revision pay
scale no. 11.
378
Ministerial Staff of Intelligence Branch, West Bengal ,District Intelligence Branch, Special Branch and Security Control of Kolkata Police
27.53 Intelligence encompasses the entire gamut of internal
security , and not merely breach of peace and law and order, its field of
operation and area of comprehension have enlarged considerably.
Intelligence work enjoins considerable knowledge, depth of
understanding apart from an incisive mind. The nature of duties of
ministerial staff attached to the above four intelligence units being more
or less similar, we decided to deal with their demands together.
27.54 These employees primarily do collation, processing and
record building work of intelligence actionable or otherwise, catered by
field intelligence operatives. Based on the importance of information
collated, intelligence reports are sent to Government through the Director
General and Commissioner of Police.
27.55 In the Intelligence Branch and District Intelligence Branch
both under West Bengal police, the ministerial staff are designated as
Assistants whereas in the Special Branch and Security Control
Organization of Kolkata Police, they are designated as Upper Division
Clerk (UDC). All these posts of UDC / Assistants are presently on pre-
revision scale no. 9, and are filled up by direct recruitment, the
minimum educational qualification being Graduation from a recognized
university.
27.56 From the memorandum received by us it seems that lack of
promotional avenues is the principal grievance of the ministerial staff
attached to each of the above mentioned police offices.
379
27.57 However, the otherwise bleak promotional scenario did have
a silver lining following the issuance of G.O. No. 1683-F dated
23.02.2009 according to which the benefit of scale no. 10 posts at the
rate of 10 percent of the combined strength of LDC and UDC has been
extended by the Government to Regional Police Offices also.
27.58 On the strength of the above G.O., there are now 11 posts of
Senior Assistants on scale no. 10 as against earlier 8 posts in Intelligence
Branch of West Bengal Police and 17 posts of Senior Assistants against
five posts in the District Intelligence Branches. There is only one post of
Office Superintendent on scale no. 12 as promotion post against 106
sanctioned post of Assistant in the Intelligence Branch.
27.59 Similarly other Regional Offices like the District Police
Office / District Intelligence Branch, Special Branch /Security Control
Organization of Kolkata Police, the number of posts of Senior Assistant
have increased marginally following the implementation of the above
G.O. But this does not help the ministerial cadre to move to higher scales
beyond scale no. 12 for employees in the Security Control Organization
in Kolkata Police and Intelligence Branch / District Intelligence Branch
of West Bengal Police and beyond scale no. 13 in Special Branch of
Kolkata Police.
27.60 One of the Associations of ministerial cadre of Intelligence
Branch have demanded scale no. 10 for Assistants, scale no. 14 for
Senior Assistants and scale no. 16 for Office Superintendent. Another
Association have suggested scale nos. 11, 13 and 16 in the ratio of 6:3:1
for the cadre of DIB Assistants.
27.61 In the District Enforcement Branches of West Bengal police,
the UD Clerks also called DEB clerks, are recruited directly upto 50
percent of the existing vacancies from among graduates sponsored by the
380
Employment Exchanges . The remaining 50 percent are filled up through
a limited departmental examination from amongst LDCs of different
police units. One of their Associations have demanded pay upgradation
and creation of functional promotion posts of Head Clerk in all the
district offices and change of designation from DEB clerks to DEB
Assistants.
27.62 The Commission has no objection to the demand for change
of designation from DEB clerk to DEB Assistant. Regarding the demand
for creation of posts of Head Clerk for all district offices of DEB, like
North and South Dinajpur, it is our considered view that this demand
has been substantially met by now as the Government has agreed to the
creation of additional posts of Head Clerks in scale no.10 in the Regional
offices, so that the total number of posts of Head Clerk conforms to 10
percent of the combined strength of LDC and UDC vide G.O. No.1683-F
dated 23.02.2009.
27.63 It is however a fact that a large number of control orders
under the Essential Commodities Act have presently been kept in
abeyance, and consequently there has been some reduction in the work-
load of DEB clerks. Taking all factors into consideration we are not
inclined to upgrade the pay scale of DEB clerks. We recommend for
them only corresponding Pay Band and Grade Pay in their existing
scale.
27.64 We have carefully examined the duties and responsibilities
attached to direct recruit posts of UDC /Assistant in the four important
police offices, namely, Intelligence Branch, Special Branch, Security
Control Organization and District Intelligence Branch. We have noted
with concern their limited scope to move to higher posts.
381
27.65 Taking all relevant factors into consideration we recommend
the following for them:
i) The entry level pay scale for these employees be scale no. 10
instead of scale no 9 and the post of Senior Assistant / HA may be
merged with the posts of Assistant / UDC.
ii) In view of the proposed upgradation of these direct recruit posts,
the designation of these posts may also be appropriately changed
uniformly to Assistant from Assistant / UDC.
iii) The number of posts of Office Superintendent /Registrar (both
in scale no. 12) be increased to conform to 10 percent of the
sanctioned strength of Assistant /UDC.
iv) For each of the under mentioned offices, namely, Intelligence
Branch of West Bengal Police and Security Control Organization of
Kolkata Police, we recommend creation of one post of Assistant
Administrative Officer (AAO) in pre-revised scale no. 14.
v) The pay scale of AAO of Kolkata Police (now in scale no. 13) be
upgraded to scale no 14 at par with our suggested scale of pay of
AO/ PA of different Directorates and Regional Offices.
Ministerial Staff of District Police Offices
27.66 The District Police Offices, other than those of SP DIB and
SP DEB, are manned by a Head Clerk, Upper Division Clerks and Lower
Division Clerks. The Head Clerk is on pre-revision scale no 10. The
Upper Division Clerks comprise of Accountant, Cashier, Reader Clerk, all
of whom are promoted from the rank of Lower Division Clerk. The Lower
Division Clerk is on pre-revision scale no 6. Poor promotional avenues
382
and need for pay upgradation have been highlighted in their
memorandum to the Commission.
27.67 We have dealt with this issue separately in the chapter on
Common Categories and hence refrain from making any comments here.
Police Prosecutor, Kolkata
27.68 Police Prosecutor, Kolkata also act as Assistant Public
Prosecutor and conduct prosecution of cases investigated by the Kolkata
Police in 3 courts only, namely Bankshal Court, Alipore Court and
Sealdah Court. They are recruited through a competitive examination
conducted by the State Public Service Commission and appointed by the
Home (Police) Department. They are designated as Executive Officer of
Kolkata Police. Their minimum educational qualification is Law Graduate
with 3 years practicing experience as lawyer.
27.69 Their Association have demanded that the pay of Police
Prosecutor, Kolkata should be at par with Judicial Magistrates and
WBCS- Group-A officers. They have also demanded that since Police
Prosecutors entered service at an advanced age of 30 to 40 years, they
should be given 5 years weightage instead of the present 3 years. Yet
another demand of the Association has been sanctioning of NPA for
Police Prosecutors as MBBS and LLB are both professional degree
courses.
27.70 We have examined all these 3 proposals and have found no
merit in them. We are of the considered view that status-quo vis-à-vis
the above 3 proposals of the Association be maintained.
27.71 There are 4 posts of Chief Police Prosecutor, Kolkata to
officiate in the 4 offices of Police Prosecutor, Kolkata located at Bankshal
383
Court, North and South, Alipore Police Court and Sealdah Court .The
senior most Police Prosecutor is elevated to the post of Chief Police
Prosecutor by a G.O. He used to draw a Special Pay earlier. The
Association has demanded restoration of Special Pay. We have examined
this proposal and found that it does merit some additional
compensation. Hence as an exceptional case we are recommending a
Special Allowance at the rate of Rs. 500/- per month for the post of Chief
Police Prosecutor in each of the 4 courts, whoever holds the post.
27.72 Police Prosecutors are at present deprived of Robe Allowance.
The Association of Police Prosecutors, Kolkata have demanded that Robe
Allowance of Rs. 3000/- be given to Police Prosecutors every alternative
year. We have considered this proposal and have found some
justification in this demand. We are therefore recommending that
government re-imburse upto a maximum of Rs. 2500/- as Robe
Allowance to Police Prosecutor, Kolkata, once in every three years.
27.73 Another demand of Police Prosecutor, Kolkata has been that
they do not have any promotion but only changing of pay scales. At the
time of appointment they are placed on pay scale no. 16- Rs. 8000-
13500. After 8 years on pay scale 17- Rs.10000 - 15525 and after 16
years on Pay Scale 18- Rs.12000--18000 ( all un-revised). They have
demanded higher financial benefits beyond 16 years of service. We have
carefully examined this suggestion. But since this relates to Automatic
Career Advancement Scheme, we have dealt with this subject separately
in another chapter.
Forensic Science Laboratory
27.74 The State Forensic Science Laboratory was established in
1952 as a premier laboratory in the country to assist the police and law
enforcing agencies in the scientific detection of crime and also to render
384
necessary assistance to police and judiciary by submitting reports on
examination of exhibits of criminalistic importance. This is a very
important institution which plays a pivotal role in conducting forensic
analysis of exhibits collected from a scene of crime.
27.75 The Director, Forensic Science Laboratory, who is on un-
revised pay scale no 18, has represented that to cope with the increasing
workload, high level posts of Joint Director, Deputy Director and
Regional Director were created in 1998,but their pay scales have not yet
been fixed. He has suggested that pay scales of Director, Joint Director
and Deputy Director be made at par with other State Forensic Science
Laboratories and Central Forensic Science Laboratory. The minimum
qualifications for direct recruitment to the post of Director are a
Doctorate degree or a M.Sc. First Class degree in Forensic Science /
Physics / Chemistry / Botany/ Zoology / Bio-chemistry /Anthropology/
Mathematics. Apart from this, he must have 15 years experience in
analytical research / teaching in Forensic Science. We have examined
this proposal carefully including the high academic qualification and
experience required to be eligible for the post of Director, Forensic
Science Laboratory. Further, he undoubtedly has onerous
responsibilities and heavy workload. In view of this, the Director
deserves higher monetary compensation. We accordingly agree to
upgrade the pay scale of the Director. We, therefore, recommend pay
scale of the Director, Forensic Science Laboratory be upgraded from
unrevised scale no. 18 to scale no. 20.
27.76 The posts of Joint Director, Deputy Director, Assistant
Director/ Regional Director are all borne on unrevised pay scale no. 17
with Special Allowance of Rs. 300/- for Deputy Director and Rs.200/-
for Assistant Director / Regional Director.
385
27.77 There is one post of Joint Director on unrevised pay scale no
17 and 3 posts of Deputy Directors who too are on pay scale no 17.All
these posts are at present lying vacant. Joint Directors can be directly
recruited or by promotion from the post of Deputy Director with 2 years
experience, in consultation with the Public Service Commission. The
minimum educational qualification and experience required for directly
recruited Joint Directors are a M.Sc. degree in Forensic Science/ Physics
/ Chemistry / Bio-chemistry / Botany / Zoology/ Physiology
/Anthropology / Mathematics / Computer Science with 12 years
experience in analytical research in a Forensic Science Laboratory or 10
years teaching experience in Forensic Science. Considering the
educational qualification, job requirement and all other relevant factors,
we recommend upgradation of pay scale of Joint Director from pre-
revision scale no. 17 to scale no. 18.
27.78 Deputy Directors can be recruited directly through Public
Service Commission or by promotion from Assistant / Regional Director
in consultation with the Public Service Commission having 3 years
experience in the post of Assistant / Regional Director. For directly
recruited Deputy Directors the necessary recruitment qualifications are
M.Sc. Degree in Forensic Science/ Physics / Chemistry / Bio-
chemistry / Botany / Zoology / Physiology / Anthropology /
Mathematics / Computer Science and 10 years experience in analytical
research or 10 years teaching experience in Forensic Science. Presently
the Deputy Director is on the same pay scale as the Assistant Director /
Regional Director, namely, on unrevised pay scale no. 17. Considering
his job content and the fact that the Deputy Director is higher in rank
than the Assistant / Regional Director, his pay should be higher than his
subordinate officer. We therefore, recommend pre-revision pay scale no.
17 for Deputy Director with a Special Allowance of Rs.300/- per month
at the time of initial appointment to the post. We find no justification in
upgrading the pay scale of Assistant / Regional Directors as demanded
386
and they may draw salary in the revised Pay Band and Grade Pay of
scale no. 17.
27.79 There are 24 sanctioned posts of Senior Scientific Officer of
which 12 are present. They are on unrevised pay scale no. 16 and can be
recruited directly or by promotion from the post of Scientific Officer /
QDE Section or Junior Physicist, Physics Section, General Chemistry
Section, Toxicology Section. The minimum recruitment qualification for
direct recruitment of Senior Scientific Officer is M.Sc. in Physics
/Chemistry /Zoology / Biology / Physiology / Anthropology / Bio-
chemistry / MBBS Degree with 5 years research experience or a Science
Graduate with Physics / Chemistry / Biology / Zoology / Physiology /
Anthropology / Bio-chemistry as one of the subjects and 7 years
experience of analytical methods and research. We do not recommend
any change of scale for Senior Scientific Officer.
27.80 There are 16 sanctioned posts of Scientific Officers out of
which only one is present. This indeed is very worrying and we would
recommend immediate attention of the government in filling up the
vacant posts. The Second Police Commission in Part-I of their Report had
also pointed out to a marked fall in disposal of cases in Toxicology,
Chemistry and Biology Sections due to vacancies in the posts of
Scientific Experts and pendency of cases were the highest in these
sections. The Director, FSL has expressed concern that the present pay
scale of Scientific Officers is not attracting talents from different
disciplines including teachers and research scholars of different
universities. Scientific Officers are attached to different important
sections like QDE, Foot print, Physics Division, General Chemistry
Division, Toxicology Section and Biology Division. Their pay scale need to
be upgraded to attract better talents. We have examined this proposal
carefully and found merit in it. The Scientific Officers are presently on
unrevised pay scale no. 12 and it is imperative to provide them with
387
attractive monetary compensation. Considering their recruitment
qualification and job requirement, we recommend unrevised pay scale
no 14 for Scientific Officers.
27.81 Senior Scientific Assistants are attached to Physics and
Photography Sections. They are on unrevised pay scale no. 11. Their
direct recruitment qualifications include a M.Sc. degree in Physics and
one year analytical experience or a degree in Science with Physics as one
of the subjects and 3 years experience in Forensic Physics. They may be
recruited by promotion also from the post of Scientific Assistant,
provided the incumbent has the required qualification. Considering their
recruitment qualification and job profile we recommend upgradation of
their pay scale to scale no 12.
27.82 Scientific Assistants are on pay scale no 9. Their direct
recruitment qualification include a degree in Science with Physics as one
of the subjects and 2 years experience in laboratory work. Laboratory
Assistants may also be promoted to Scientific Assistants provided they
have the requisite qualifications. Considering the recruitment
qualifications and job requirements, we recommend upgradation in the
pay scale of Scientific Assistants from scale no. 9 to scale no. 10.
27.83 Laboratory Assistants are on unrevised scale no. 6. Their
recruitment qualifications are a degree in science or Higher Secondary
Pass with one year’s experience in analytical work in a Scientific
Laboratory. Considering their recruitment qualifications, job requirement
and other relevant factors we recommend upgradation of their existing
pay scale from scale no. 6 to scale no. 7.
27.84 With regard to the minimum educational qualification for
direct recruit Senior Scientific Officer and Scientific Officer we make the
following recommendations :-
388
27.85 The minimum educational qualification for direct recruit
Senior Scientific Officer should be a Second Class M.Sc. degree in
Zoology / Biology / Physiology / Anthropology / Bio-chemistry from a
recognized university or an MBBS degree from a recognized university or
a Honours Graduate in Zoology / Botany / Physiology /Anthropology /
Chemistry / Physics and appointed according to their specialization.
27.86 The minimum educational qualification for direct recruit
Scientific Officer should be a Second Class M.Sc. degree in Zoology/
Botany/ Physiology / Anthropology / Bio-chemistry / Physics/
Chemistry or a Honours Graduate in Zoology / Bio-chemistry/ Physics /
Chemistry / Physiology / Anthropology / Botany and appointed
according to their specialization.
27.87 The length of experience required for Senior Scientific
Officer and Scientific Officer may however remain the same as prescribed
in the recruitment rules.
27.88 In consideration of the unhealthy condition in the midst of
which Forensic Science Laboratory employees work, the Laboratory
personnel were allowed Special Pay vide G.O. No. 7351-PL dated
01.10.1975. This Special Pay was subsequently replaced by Additional
Remuneration. This Commission is of the considered view that those
personnel of FSL dealing with hazardous substances should be covered
by a Health Insurance, the premium for which is to be borne by the
government, so that in case of any accident, during the official discharge
of their duties, they are fully compensated. However, till such time our
recommendation regarding Health Insurance is accepted and
implemented by the government, the Special Allowance / Additional
Remuneration which are currently in existence should continue.
389
Finger Print Bureau
27.89 Finger Print plays an important role in tracing criminals. The
Finger Print methodology has been found to be infallible as no two finger
prints are alike. Finger Print Bureau, West Bengal which was earlier
attached to SCRB is now attached to CID, West Bengal. The Bureau was
set up in Kolkata in 1897 and is known to be the oldest Finger Print
Bureau in the world.
27.90 The Bureau is headed by a Director who is presently on
unrevised pay scale no 17. Below the Director, there are Senior Civilian
Finger Print experts on unrevised pay scale no 16 and below them, there
are Junior Civilian Finger Print Experts who are on unrevised pay scale
no 12, which is the basic level of recruitment.
27.91 The Director has under him 12 Senior Finger Print Experts
and 28 Junior Finger Print Experts. Out of a total strength of 41 officers,
only 18 are present. We recommend that the Government take steps at
an early date to fill up the existing vacancies for normal functioning of
the Bureau.
27.92 Senior Finger Print Experts are on unrevised pay scale no
16. This is a promotional post for Junior Finger Print Experts. We find no
justification to upgrade their pay scales.
27.93 Junior Finger Print Experts are now on unrevised pay scale
no 12. The recruitment qualification for a Junior Finger Print Expert is
Graduate from a recognized university. If he qualifies in the recruitment
examination he is then recruited as a Junior Expert Trainee. Thereafter
he undergoes 10 months intensive training at the Finger Print Bureau in
finger print collection and interpretation. He has to take yet another
examination conducted by Finger Print Bureau of another State. Only
those who qualify are absorbed as Junior Finger Print Experts.
390
27.94 Considering all relevant factors including job content and
training aspects, we recommend that the scale of pay of the post of
Junior Finger Print Expert may be upgraded from pay scale no 12 to
unrevised scale no 13. We however do not recommend any additional
remuneration as demanded for the posts of Senior Finger Print Expert
and Junior Finger Print Expert.
27.95 The Second Police Commission in Part-I of their report have
expressed concern at the decreasing percentage of traced slips which
shows that some active criminals are not entering into record. The
number of Search Slips of convicted persons have also gone down over
the years. This appears to be largely due to lack of awareness and
deficiency of training of investigating officers in the utilization of finger
prints as aids to investigation. The Second Police Commission also
pointed out with the help of statistics, that the number of cases where
identification was possible through chance prints, was negligible.
Emphasis has to be laid on training of police personnel in Finger Print
work at various stages. We therefore recommend that the State Finger
Print Bureau and Regional Finger Print Bureau, when set up, should
organize training programme at regular intervals for Sub- Inspectors and
Assistant Sub Inspectors of Police and selected constables, both at
district Head quarters and at the State Finger Print Bureau about Finger
Print as an aid to identification of criminals and methodology for search
and lifting latent finger prints at the scene of crime.
27.96 The Director is on unrevised pay scale no. 17. He has
onerous responsibilities in catering credible evidence for successful
prosecution of cases. Chance finger prints available at the scene of crime
may give definite indications about the complicity of arrested suspects
or about involvement of criminals on record. Due to changing patterns of
crime, the workload of Finger Print Bureau has been steadily mounting.
The Director consequently has heavy workload. Taking all relevant
391
factors into consideration we recommend that the pay scale of Director
be upgraded from pre-revision scale no. 17 to scale no. 18.
Bengali Translator’s Office
27.97 Home Department has referred to us a proposal for
upgradation of the pay scale of the post of ‘Lower Grade Assistant
Translator (Bengali)’ under the office of the Bangali Translator from pre-
revised scale no. 10 to scale no. 12 citing the case of similar upgradation
of the pay scale of Bengali Translator under I & CA Department vide
Memo no. 548-ICA dated 27.02.2009. The Government did not consult
this Commission before issuing this G.O.
27.98 It appears that as per rules of recruitment, a Lower Grade
Assistant Translator (Bengali) can be successively promoted to Upper
Grade Assistant Translator (Bengali), Assistant Reader and Reader.
There are also posts of Lower Grade Assistant Translator (Hindi/Urdu)
borne in the same pre-revised scale no. 10 and a post in the combined
designation of Reader and Translator (Hindi/Urdu) in the same office.
The Commission has felt that there will be repercussion in the pay scale
of all the above posts if upgradation is recommended in the case of Lower
Grade Assistant Translator (Bengali). The Commission has sought
information on the following points from the administrative department
for proper examination of the issue:
(i) The scales of pay of each of the different categories of posts mentioned
above as per WBS (ROPA)Rules, 1998 mentioning the higher initials
wherever the same exists and the present scales of pay in the Pay Band –
Grade Pay system.
392
(ii) Likely repercussions in the pay scale of the remaining categories of
post if upgradation of pay scale is recommended for the post of ‘Lower
Grade Assistant Translator (Bengali)’ and whether claims for upgradation
would be justified in those cases.
(iii) A comparative chart showing the detailed duties of the two posts,
viz., Lower Grade Assistant Translator (Bengali) under Home department
and Bengali Translator under I & CA Department.
27.99 No reply has been received by the Commission till
preparation of this volume. In absence of these information the
Commission is not in a position to make any recommendation on this
proposal.
27.100. In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
393
CHAPTER – 28
HOUSING DEPARTMENT
28.0 In order to solve the problem of acute shortage of housing in
urban and semi urban areas caused by high population density,
migration of people to such areas from outside and rapid pace of
urbanization, the Housing Department has been entrusted with the task
of execution of different housing schemes for different categories of
people such as EWS, LIG, MIG, HIG and construction of flats under
Rental Housing Schemes for the State Government employees on land
obtained through the process of acquisition. Other important activities
of the Department are:-
i) ensuring the interest of prospective buyers of dwelling units in
the private sector in KMC and some other selected areas by
enforcing West Bengal Building (Regulation of Promotion of
Construction & Transfer by Promoters) Act, 1993;
ii) construction and management of Working Women Hostel in
Kolkata and other important cities to provide safe
accommodation to single working women; and
iii) providing pucca houses to the EWS and LIG categories of people
named “AMAR BARI” at free of cost in the rural and semi urban
areas of the State.
28.1 The Department is under the charge of a Secretary from the
Engineering cadre and has three Directorates under its control viz., (i)
Housing Directorate, (ii) Estate Directorate and (iii) Directorate of Brick
Production. The Department has also one statutory body – West Bengal
Housing Board, one Government Company – West Bengal Housing
Infrastructure Development Corporation Ltd. and two Development
Authorities, namely, Bhangore – Rajarhat Area Development Authority
394
and New Town Kolkata Development Authority under its administrative
set up.
28.2 Housing Directorate undertakes various social housing
schemes and maintains more than 33,400 rental flats of various
categories constructed throughout the State. The main activities of the
Estate Directorate is to allot Government flats to the general public and
to collect rent for their occupation whereas the most important activity of
Directorate of Brick Production is to promote production of bricks
through mechanised process as well as manual process in different
districts of West Bengal. The Directorate realized revenue of Rs. 263.43
lakh during 2008 – 09 as sale proceeds of manufactured bricks.
28.3 There are five Assistant Estate Managers in Estate
Directorate and they enjoy pre-revised scale no. 12. The post of
Assistant Estate Manager is filled up by promotion from Head Assistants,
U.D. Assistants, U.D. Clerks, Estate Supervisors, Chief Inspectors and
Caretakers cum Rent Controller, Grade-I. It has been proposed by the
Department that the scale of pay of Assistant Estate Managers be
upgraded from pre-revised scale no. 12 to pre-revised scale no. 14
considering the duties and responsibilities of the post. It has been
argued that in other Directorates like Directorates of Industries, Fire
Services, Education, etc. and in the Bureau of Applied Economics and
Statistics such responsible posts bear much higher scale of pay than the
existing scale of pay of the Assistant Estate Managers.
28.4 No specific designation of the responsible posts in other
Directorates has, however, been mentioned and as a result, no effective
comparison could be made. Further, it is the considered opinion of the
Commission that even though the employees of different Departments /
Directorates may sometimes share an identical or near-identical
395
designation, the duties and work responsibilities of these employees are
often so diverse that this factor of similarity of designations cannot be
relied upon as the only yardstick for finalizing the scale of pay of a
particular post. After reviewing all aspects of the instant matter the
Commission does not recommend any upward revision of scale for the
post.
28.5 It has been submitted that the Assistant Estate Manager
(Headquarter), in addition to his duties, has to take over the charges of
Estate Manager in the absence of the latter and, therefore, has proposed
for upgradation of one post of Assistant Estate Manager to the rank of
Deputy Estate Manager in pre-revised pay scale no. 15.
28.6 Taking over charges of Estate Manager by an Assistant
Estate Manager in addition to his duties cannot be a regular feature of
working of the Department, i.e., it may happen only on rare occasions.
Creation of a higher post only to take care of instances of assumption of
higher charge on rare occasions is simply not a reasonable and
convincing reason to agree to the proposal. Therefore, the Commission
rejects the proposal.
28.7 The existing scale of pay of each of the two posts, viz., Estate
Supervisor and Chief Inspector of Estate Directorate is pre-revised scale
no. 9. Their duties include inspection of flats of different housing
estates, detection and eviction of unlawful occupants, collection of house
rent, initial audit of Rent Register etc. These posts are filled up by
promotion from the posts of U.D. Assistant, U.D. Clerk etc., who are also
in pre-revised scale no. 9. The Department has proposed pre-revised
scale no. 10 for these two posts.
28.8 It is noticed that the 4th Pay Commission also recommended
pre-revised scale no. 10 for the Estate Supervisor and Chief Inspector
396
considering the duties and responsibilities of these posts. We hold the
same opinion as that of 4th Pay Commission and recommend pre-revised
scale no. 10 for the posts of Estate Supervisor and Chief Inspector.
28.9 The Department has suggested that the scale of pay of
Caretaker-cum-Rent Collector, Grade-I should be upgraded from pre-
revised scale no. 8 to pre-revised scale no. 9. They have also suggested
that Caretaker-cum-Rent Collector and Caretaker-cum-Rent Collector,
Grade-I should be renamed to Clerk-cum-Rent Collector and Senior
Clerk-cum-Rent Collector respectively as the nature of work of the posts
is clerical and all promotional scope available to the clerks including
promotion on 1:1 basis should be extended to these employees.
28.10 Caretaker-cum-Rent Collector, Grade-I is the promotional
post of Caretaker-cum-Rent Collector, who draws pay in pre-revised
scale no. 6. Considering their mode of recruitment, duties and
responsibilities, we feel that the scale of pay allotted is just and proper
and, hence, we do not recommend any upward revision of the existing
scale of pay. Regarding renaming of the posts, we are of the opinion that
the existing designations clearly specify the nature of duties entrusted to
these employees and, therefore, the same do not necessitate any change.
28.11 The Department has stated that by an order bearing no.
10613-F dated 06.12.1999, the Finance Department has upgraded the
scale of pay of Cash Sarkar of Calcutta Pay & Accounts Office to pre-
revised scale no. 6 and it is proposed that the Cash Sarkars of Estate
Directorate should be given pre-revised scale no. 6 as the duties and
responsibilities of Cash Sarkar of Estate Directorate are much higher
than those in other offices as they are also to deal with Government
revenues collected as rent from various Housing Estates in addition to
their other normal duties.
397
28.12 The post of Cash Sarkars exists almost in all Departments.
A number of associations have placed before us various proposals
regarding upgradation of their pay scale, promotional prospect etc. We
have discussed this issue in the chapter on “common categories” of posts
and our observations recorded therein may be referred to.
28.13 There is one post of Accountant in the Estate Directorate of
this Department in pre-revised scale no. 9. It has been stated by the
Department that the overall charge of Cash & Accounts section of this
Directorate comprising five U.D. Assistants and L.D. Assistants each,
Cash Sarkars, Senior Accounts Clerks, Cashiers in Charge and other
Group ‘D’ staff is borne by the Accountant and the post is filled up by
promotion of Senior Accounts Clerks, who are also in pre-revised scale
no. 9. The Department has suggested that in consideration of
responsibility the scale of pay of the Accountant should be upgraded to
pre-revised scale no. 10.
28.14 The Commission has examined the issue and is of the
opinion that considering the responsibility of the post, the scale of pay of
the Accountant may be upgraded. As this is a promotional post of Senior
Accounts Clerks, who are also in pre-revised scale no. 9, the Commission
recommends pre-revised scale no. 10 for the post of Accountant.
28.15 The Department has also proposed the following:
i) 10% new post of Head Assistant should be created in the
Regional offices of the Directorates like Directorate Offices.
ii) Existing Head Assistants in the Directorate offices should be
allowed 4th stage and 3rd stage of higher initial on their
existing scale of pay (pre-revised scale no. 10), whereas new
Head Assistants promoted (appointed) due to creation of 10%
398
new post of Head Assistants may be allowed pre-revision scale
no. 10.
iii) One post of Senior Supervisor Grade Typist should be created
in the different directorates of the Department.
28.16 We have discussed such matters in details in the Chapter on
“common categories” of posts and the relevant recommendations
recorded therein may be referred to.
28.17 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
(Satyendra Nath Ghosh)Chairman
(Shyamal Kumar Dutta) (Sarafat Ali Ahmed) Member Member
(Amitava Chatterjee) (Rabindralal Bhattacharyya) Member Member
(Pradosh Kumar Dasgupta) Member Secretary
399
CHAPTER – 29
INDUSTRIAL RECONSTRUCTION DEPARTMENT
29.0 In 1971 the Commerce Industries Department was
bifurcated and a new department under the name of Closed and Sick
Industries Department was created. The said department was renamed
as the Department of Industrial Reconstruction in 1981. Commissioner
of Payments is under the administrative control of the Industrial
Reconstruction Department.
29.1 Secretary of the Department is the executive head of the
Department and vested with all powers to execute and implement any
decision approved by the Minister-in-Charge of the Department. There is
a set of officers to assist the Secretary in discharging the functions of the
Department. The officers from the rank of Secretary down to the
Assistant Secretary are empowered to issue any executive order with the
approval of the appropriate authority.
29.2 The main activities of the Department are :
a) Preliminary inquiry in respect of sickness and closure of a unit.
b) To guide the formulation of proposals for rehabilitation and
reconstruction of sick and closed industrial units with reference
to direction of the Board for Industrial and Financial
Reconstruction (BIFR).
c) To deal with civil rules and other cases arising at various
Courts of Law, viz., Debt Recovery Tribunal, Hon’ble High
Court/ Supreme Court in connection with the implementation
of various industrial rehabilitation schemes; arrange the
appointment of Government counsel to represent the interest of
the state and keep a watch on developments in each cell.
400
d) To consider the proposals under Incentive Schemes of
Government with a view to provide support to the revival/
rehabilitation of eligible ‘closed’, ‘sick’ or ‘weak’ industrial units.
e) To encourage measures for the operation of closed/ sick
industrial units by workers through to Co-operative Societies, if
feasible and where promoters are unwilling to make
investments in their revival/ rehabilitation effort.
29.3 There is no constituted Committee under the Department.
In limited cases individual committee is normally set up comprising all
the departments and agencies concerned in each case. The Department
carries out its activities through three different cells, viz., BIFR Cell, IR
Cell and Law Cell. At present, there is no institutional arrangement for
public consultation.
29.4 As per Annual Report of the Department for the year 2007 –
08 position of BIFR cases (including private and central sector) of the
State as on 31.03.2008 is as follows:
i) Units revived/ ceased to be sick and
had come out of BIFR - 26
ii) BIFR approved revival packages at
various stages of implementation/ failed/
revised scheme under implementation - 51
iii) Reading - 117
iv) Closed units in medium/ large sector for which
final order of winding up has been passed by
BIFR/ assets are being sold by the official
Liquidator under direction of Hon’ble High Court - 90
v) Rejected/ dropped/ non-maintainable - 22
vi) Factory outside/ HO in the State - 35
401
Total no. of employees involved is 374845. Till March 2008, no
State Public Sector undertaking has been referred to BIFR from the State
as a matter of policy taken by the State Government.
29.5 We recommend fixation of pay of the officers/ employees of
the Department in the corresponding Pay Band plus Grade Pay in the
existing scale of pay as recommended by us in Vol. – I, Part – I, Chapter
8 of our earlier Report and accepted by the Government.
402
CHAPTER - 30
INFORMATION & CULTURAL AFFAIRS DEPARTMENT
30.0 This Department is the nodal agency for all information and
public relation activities of the State Government. Its main business is
dissemination of all relevant information to the people at large through
press releases, advertisements, films, exhibitions, journals etc. Besides,
it aims at promotion of cultural activities of the people of West Bengal. It
also is responsible for excavation and preservation of archaeological sites
and antiquities other than those declared to be of national importance.
30.1 The Department has four Directorates, viz., Directorate of
Information, (b) Directorate of Culture, (c) Directorate of Films and (d)
Directorate of Archaeology. Besides these Directorates, the Department
has one public sector undertaking, i.e., West Bengal Film Development
Corporation.
30.2 The Directorate of Information functions through its district
based and Sub Division based regional offices headed by District
Information and Cultural officers and Sub Division Information and
Cultural Officers respectively, apart from the various wings of the
Directorate located in Kolkata. Among the latter are the News Bureau,
Exhibition Wing, Advertisement Wing, Publication Wing, Hospitality and
State Ceremonies Wing etc.
30.3 Apart from the post of a Director of Information which is
filled up by an officer of the WBCS (Exe) cadre, this Directorate is
manned by an Additional Director of Information, 4 Joint Directors, 10
Deputy Directors / Chief of News Bureau, holders of some 51 posts of
Assistant Director, District Information & Cultural Officer, Labour
Information Officer, Special District Information & Cultural Officers etc,
403
holders of 65 posts of Sub Divisional Information & Cultural Officers,
Copy Writers/Editors of Publication/Research officer totaling to 3 posts,
9 Assistant Information Officers, holders of 4 posts of Business
Manager/Senior Sub Editor/Research Assistant, 24 Sub Editors/ News
Analysts and 24 Translators. These apart, there is one Protocol Officer,
one Media Officer and 2 Deputy Directors of Information located at Delhi
and at Darjeeling.
30.4 The Directorate of Culture implements the policies and
programmes of the State Government on the front of culture. This
Directorate has no regional offices. However, many of its limb
organizations often travel from place to place and hold
performances/organize performances. Some of those organizations are
Folk Entertainment Section, Folk and Tribal Culture Centre, Jatra
Akademi, Paschim Banga Natya Akademi etc. Besides this Directorate
also manages a good number of auditoria located both in Kolkata and in
many of the districts.
30.5 The Directorate of Culture is manned by 1 Additional
Director, 1 Joint Director, 1 Deputy Director, 1 Administrative Officer, 12
Junior Administrative Officers, 2 Documentation Officers, 1 Programme-
cum-Documentation Officer. Besides, there is 1 Executive Officer for the
State Music Akademi, 1 for the Rajya Charukala Parishad and 1 Keeper
for Bhaskar Bhavan. Rabindra Sadan of Kolkata is also administered by
an Administrative Officer. But the latter is held by an officer of the
WBCS(Exe) cadre. This Directorate, incidentally, has no post of an
exclusive Director. The responsibilities are shouldered by a Joint
Secretary of the Department.
30.6 The main task of the Film Directorate is to promote
development of film industry and organize exhibition of films/film
festivals. It has, under its charge, management of Nandan, Cinema
404
Centenary Building, Technicians’ Studio etc. It also administers
Roopkala Kendra, a registered society that acts as a centre for
production of documentaries in video format on various subjects
including policies and programmes of the Government. It also conducts
a 2 year post graduate diploma course in different streams of film.
30.7 In this Directorate also there is no exclusive Director. A
Joint Secretary of I & CA Department looks after the work. He is
assisted by 1 Joint Director of Film, 2 Deputy Directors, 1 Assistant
Director and 1 Production Officer.
30.8 The Directorate of Archaeology is concerned with exploration
and excavation of archaeological sites, development of the State
Archaeological Museum and other local museums, publication of
archaeological research work and creation of public awareness towards
archaeological matters.
30.9 The most important and also the biggest demand that has
been submitted to this Commission concerns constitution of a State
Service. An association representing the different categories of
Information and Cultural Officers has proposed formation of a new
Constituted State Service to be called the West Bengal Information and
Cultural Service consisting of 83 posts of three Directorates, i.e.,
Information, Culture and Films in the pre-revision pay scales of 16,17
and 18. It has been claimed by the association that the recruitment
rules of the concerned posts show homogeneity, their work
responsibilities are also largely homogeneous, the holders of these posts
are in such pre-revision pay scales that form a bunch analogous to those
pay scales that are being enjoyed by other Group A constituted State
Services and the duty posts that are being held by the officers in
question are largely interchangeable.
405
30.10 We have carefully considered the points advocated by the
association. We find that most of the claims made in this behalf are not
borne out by facts. In the first place, the recruitment qualifications for
those posts that currently belong to the Directorate of Culture and the
Directorate of Film and that are among the 83 posts that have been
proposed for composition of the new State Service, are not homogeneous
with the recruitment qualifications for the concerned posts in the
Directorate of Information. The post of Additional Director, Joint Director
and Deputy Director in the Directorate of Culture need, for direct
recruitment, among others, personal contribution in cultural field. This
is not an essential qualification for direct recruitment to any of the
concerned posts in the Directorate of Information. Again, for direct
recruitment in the above-named three posts in the Directorate of
Culture, a candidate must have specialized knowledge in more than one
of the subjects, e.g. drama, folk culture, literature and painting (song
and music being further alternatives available for the posts of Joint
Director and Additional Director). Such specialized knowledge in any of
these subjects is, however, not required for direct recruitment in any of
the relevant posts under the Directorate of Information.
30.11 Similarly, at least one of the essential qualifications for direct
recruitment in the posts of Production Officer, Assistant Director of Film
Deputy Director of Film and Joint Director of Film is so strikingly
different from the essential qualifications for direct recruitment in the
relevant posts of the Directorate of Information that the claim of
homogeneity among the recruitment rules is completely negated. One of
the essential qualification for the post of Production Officer is the ability
to write film scripts and to prepare scenarios for films apart from at least
3 years’ experience in direct production of films; the post of Assistant
Director requires three years’ experience in production, or distribution or
exhibition of films; the post of Deputy Director needs five years’
experience in production or distribution or exhibition of films; and the
406
post of Joint Director requires six years’ experience in the identical fields,
apart from knowledge of cinema laws, labour laws and tenets of film
appreciation. Again, none of the relevant posts in the Directorate of
Information needs any of these specific film-related qualifications.
30.12 That apart, even the recruitment rules applicable to the
relevant posts in the Directorate of Information are not truly
homogeneous. For example, the Research officers, and Copy Writers
must necessarily have at least 5 years’ experience in research work as
evidenced by published papers on socio economic and cultural subjects,
while the Editors of Publications must possess at least 5 years’
experience in editing journals or newspapers or periodicals or books
along with experience in publicity. Similarly, the Executive Officer, West
Bengal State Music Academy must have 5 years’ experience in handling
and presentation of cultural programmes specially related to music and
dance and is further required to have personal contributions in the field
of music and/or drama. The Administrative Officer Folk Entertainment
Section must have 5 years’ experience in handling and presentation of
cultural programmes specially related to music, dance and drama.
Similar other dissimilarities can be identified showing that quite a few
posts in the Directorate of Information itself lack homogeneity.
30.13 It is obvious, therefore, that the work responsibilities that
are to be borne by the holders of the relevant posts are not
homogeneous; and because of such heterogeneity, it cannot be claimed
that the relevant duty posts are interchangeable. On the contrary, if one
observes the provisions of the relevant recruitment rules properly, there
is hardly any scope of filling up any of the duty posts in either the
Directorate of Culture or Directorate of Film by any officer belonging to
the Directorate of Information.
407
30.14 We have already made out position on the proposals of
constitution of new State Services clear elsewhere in this volume. We
have held inter alia that such proposals are more often than not, short
sighted, and do not serve any useful purpose in the long run. After
carefully considering all pros and cons of the instant proposal, we do not
recommend constitution of the proposed new State Service.
30.15 In the next bunch, there are a large number of proposals for
scale upgradation quite a few of which have been mooted by the same
association. The latter has mooted as many as 11 proposals for scale
upgradation. We keep 6 of them outside our immediate consideration
because the pay scales in these cases have been upgraded recently, i.e.,
in course of 2007 and 2008. These are the cases of the Assistant
Information Officers, the Subdivisional Information and Cultural Officers,
Sub Editors and News Analysts, Protocol Officers and Bengali
Translators. The details of the recent upgradations granted in their
favour are being mentioned in the next 5 subparagraphs that follow.
30.16.1 The association has proposed scale upgradation for the
Assistant Information Officers from pre revision scale no. 15 to pre
revision scale no. 16. However, the scale for the AIOs has already been
upgraded from pre-revision scale no. 14 to pre revision scale no. 15 w.e.f.
01.01.1996 notionally and 01.01.2007 actually vide G.O no. 258 ICA
date 12.03.2007.
30.16.2 The pre-revision pay scale no. 14 applicable to the Sub
Divisional Information and Cultural Officers has been proposed to be
revised upward to pre-revision scale no. 16. But the SDICOs have also
been awarded a scale upgradation from pre-revision scale no. 12 to pre-
revision scale no. 14 with effect 01.01.1996 notionally and with effect
from 01.01.2007 actually vide G.O No. 258 ICA date 12.03.2007.
408
30.16.3 The association has recommended upgradation of pre-
revision pay scale no. 12 to pre-revision pay scale no. 14 for the Sub
Editors and News Analysts. They too however have already received, vide
G.O. No. 585-ICA date 26.02.2008, a scale upgradation from pre-revision
10 to pre-revision scale no. 12 with effect from 01.01.2007.
30.16.4 In respect of the Protocol Officer, the recommendation is to
upgrade pre-revision scale no. 15 to pre-revision scale no. 16. However,
by G.O. No. 2806 dated 06.11.2008, the State Government has raised
the scale applicable to Protocol Officer from pre-revision scale no. 13 to
pre-revision scale no. 15 with effect from 01.09.2008.
30.16.5 The association also recommended upgradation of pre-
revision scale no. 10 applicable to Bengali Translators to pre-revision
scale no. 12. This has already been done. G.O. No. 2604-ICA date
01.10.2008 has upgraded the scale of Bengali Translators by the same
margin with effect from 01.10.2008.
30.17 The other cases in which upgradation of pay scales have
been asked for are being discussed below.
30.18 The pay scale of the Additional Director of Information has
been sought to be upgraded from pre-revision scale no. 18 to pre-revision
scale no. 19. The grounds advocated are that this is a post with
responsibilities higher than those of Joint Directors and that the
Additional Director has to take a huge work load because according to
the WBCS cadre schedule, an officer of WBCS cadre is to hold the post of
Director of Information.
30.19 The grounds are fallacious and we do not accept the
proposal.
409
30.20 We have also received a recommendation for raising the pay
scale of the Joint Director of Information from pre-revision scale no. 17
to pre-revision scale no. 18. It has been stated that both the post of Joint
Director and that of the Deputy Director are in pre-revision scale no. 17.
But the post of Joint Director is a promotional post for the Deputy
Director. Earlier there was a special pay of Rs. 300/- p.m. attached to
the post of Joint Director. The special pay has since been abolished. As a
result of the same both the lower feeder post and the promotion post are
in the same scale without there being any mark of distinction between
the two.
30.21 The argument is acceptable. However a higher scale to the
post of the Joint Director is not necessary. Instead, we may recommend
a higher initial to the promotion post at the 3rd stage in the same pre-
revision scale no. 17.
30.22 Next, are post of Research Assistants (in pre-revision scale
no.12), and posts of Business Managers and those of Senior Sub Editors
(both in pre-revision sale no. 14). The proposal is to upgrade all of them
to pre-revision scale no. 16. In the opinion of the Association, these up-
gradations are necessary in order to redress the anomaly caused by the
fact that there is much similarities between the recruitment rules of
these posts and those of DICO /ADI and AIO. Further, according to the
proposers, there is also similarity of duties and responsibilities of the
above mentioned posts.
30.23 Even though there are a few similarities, there is no dearth
of dissimilarities also, and the latter outnumber the former. We therefore
do not accept the plea.
30.24 For Translators, the proposal is for upgradation of their scale
from pre-revision scale no. 12 to pre-revision scale no. 14. The grounds
410
are that they serve both wings of Publications and News Bureau, they
translate very important government documents like budget speeches,
and they also provide translation of news and feature items sought for by
the Governor, the Chief Minister, the Speaker etc.
30.25 These do not constitute any cogent reason for granting a
higher pay scale. We therefore do not recommend any upgradation in
this case.
30.26 Finally, the association has suggested upward revision of
pre-revision pay scale of 12 to pre-revision pay scale 14 for the posts of
Senior Artist, Technical Assistant and Senior Exhibition Officer on the
one hand, and similar upward revision of the pay scale of Senior Artist in
Charge from pre-revision scale no. 14 to pre-revision scale no. 16. The
association is of the opinion that the volume of work in these posts has
increased (the number of exhibition held has gone up from 29 in 2006-
07 to 51 in 2007-08) and further the duties and responsibilities are also
very high.
30.27 We do not think that increase in the number of exhibitions
held in a year should have anything to do with upgradation of pay scales.
In any case, there is no norm about the number of exhibitions to be held
each year and the exact quantification of the roles of the officials in
question in each such exhibition. We do not recommend any
upgradation of scales for the concerned officials.
30.28 Besides above, very recently we have received a reference
from the Finance Department wherein a proposal of the I & CA
Department covering upgradation of pay scales of 12 categories of post
has been sent to us. On checking we find that proposals for upgradation
of pay scales of eight categories out of the said twelve categories have
already been examined and commented upon by us in the foregoing
411
paragraphs. We now take up examination of the remaining four cases of
upgradation of scale of pay, viz., (i) Artist, from scale no. 10 to 12, (ii)
Exhibition Officer, from scale no. 10 to 12, (iii) Laboratory Assistant from
scale no. 5 to 7 and (iv) Official Photographer from scale no. 11 to 12.
30.29 The suggested scale upgradations for the Artist and the
Exhibition Officer have actually been subsumed under our discussion on
upgradation of scales of the Senior Artist and Senior Exhibition Officer in
paragraph 30.26 and 30.27. We have not entertained those two
proposals, as in our considered opinion, the alleged increase in the
volume of work purported to have been proved by the increase in the
number of exhibitions held does not justify any upgradation of scales.
The same would hold good in the cases of the Artist and the Exhibition
Officer also. We therefore do not entertain these two proposals either.
30.30 The other two cases relate to Laboratory Assistant and
Official Photographer. In both cases, scale upgradations have been
sought for on the ground of increased workload.
30.31 We are afraid this does not constitute any cogent reason for
awarding a higher pay scale. Accordingly we do not recommend the
same.
30.32 The Association has also recommended creation of
promotional avenues for Bengali Translators by creation of 42 posts of
Senior Bengali Translator in pre-revision scale no. 16. The
recommendation has originated from the association’s view that the post
of Bengali Translator has no promotional avenue. The same proposal
has come to us from the I & CA Department through the Finance
Department recently.
412
30.33 Although it does appear that the post in question is a blind
alley post, that does not necessarily mean that higher posts would have
to be created with the view to provide for promotion posts. It is to tackle
exactly such situations that the CAS has been introduced. We do not
encourage the tendency to go for creation of new posts only to serve the
purpose of giving promotion to some of the existing employees. The
proposal is therefore not accepted.
30.34 A memorandum has been submitted to this Commission by
an association of the audio visual technicians that represents
Government employees like the Cinema Operator, P.A. Operators, Film
Operators, Sound Operators, Projectionists, Assistant P.A. Operators etc.
who are engaged in operation, maintenance and repair work of audio
visual machines of different types. Some of the demands made by the
association are (a) change of designation, (b) award of higher pay scale,
(c) abolition of the system of taking security deposits, (d) sanction of risk
allowance and overtime allowance, and (e) higher educational
qualification for direct recruitment.
30.35 We have already advised the State Government
recommending appointment of an expert committee for a thorough
review of the existing arrangements involving such technical employees.
30.36 There are a number of individual representations addressed
to the Pay Commission found with the papers supplied by the Directorate
of Archaeology. Of these representations, two have been picked up
because of their significance. The employees of the Directorate, working
as a Draftsman and as a Conservation Assistant respectively, have asked
for upgradation of their pay scales – both are in pre-revision scale no. 10
– to pre-revision scale no. 12 on the ground that both hold a 3 year
413
Diploma in Civil Engineering, which is also the basic educational
qualification for the post of SAE in State Government.
30.37 Normally such individual representations are not
entertained, though there is no bar to do so. We take up these two cases
because of their peculiar feature in that both of these respondents
possess the basic qualification for SAE but do not work as SAEs. The
recruitment rules, it is found, require that the holders of these posts
have a Diploma in Civil Engineering. However, the posts they hold are
not of SAE. In fact, their duties and work responsibilities are totally
different from those of a Sub Assistant Engineer. Therefore, after
considering all pros and cons, we conclude that irrespective of their
educational qualification, the respondents cannot be equated with SAEs
and thus the pay scale of the SAEs is not automatically applicable to
them.
30.38 As late as on the 26th of April 2010 – long after the last date
for receipt of memoranda from all concerned is over – this Commission
has been approached by an association through a letter, describing how
the Directorate of Culture and the Directorate of Film would soon face
acute crises because of retirement on superannuation of some officers of
those two Directorates, claiming simultaneously that it is the officers of
the Directorate of Information who have been bearing the brunt of
additional workload of those Directorates, pointing out that there is a lot
of similarity in the essential qualifications of the officers of all three
Directorates and suggesting again that the concerned Services should be
merged together to form a State Information and Cultural Service.
30.39 We have nothing to say on the difficulties that a Department
may face because of retirement of some of the officers of two of its
Directorates. We merely point out that retirement of the officers on
414
superannuation is an entirely foreseeable feature in any Government
office and the same has to be tackled by proper cadre management.
30.40 We have already dealt with the demand of some of the
associations toward formation of a single new State Service in foregoing
paragraphs 30.9, 30.10, 30.11, 30.12, 30.13 and 30.14. There is
nothing more to be added.
30.41 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
415
CHAPTER – 31
INFORMATION TECHNOLOGY DEPARTMENT
31.0 The Department is headed by a Principal Secretary/
Secretary. The structure of Department is very small and it has no
Directorate.
31.1 The Information Technology Department is actively engaged
in the process of implementation of various projects and schemes on IT
in pursuance of the policies and goals framed by Government of West
Bengal. The present activities of the Department can be broadly divided
into two main categories – creating opportunities for IT investment in the
state and e-governance. It also acts as the nodal department of the state
for the coordination and monitoring agency of the National e-Governance
Plan. The administrative control of W. B. Electronic Industry
Development Corporation Ltd. also lies with this Department.
31.2 We recommend fixation of all the officers and employees of
the department the corresponding Pay Band plus Grade Pay in the
existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our earlier Report and accepted by the Government.
416
CHAPTER – 32
IRRIGATION & WATERWAYS DEPARTMENT
32.0 This Department is responsible for development and
regulation of the State’s inland water resources with the object of
preventing and controlling floods and waterlogging along with provision
and administration of irrigation works, maintenance of waterways and
adoption of various non-structural measures for flood management. In
the Irrigation sector, water for irrigation was provided in 1318.87
thousand hectres of land through canal network in as many as 14
districts of the State upto 2009-10 which works out to 25% of the total
area under cultivation in the State in that year. Similarly, in the flood
control sector onus of providing protection to around 43% of the
geographical area through improvement and periodic maintenance of
10400 k.m. girdle of embankment along rivers and sea coast of the State,
construction of new embankments and resuscitation of about 7140 k.m.
length of drainage channel including drainage sluices almost in all the
districts of the State also rests on this Department.
32.1 The Department is under the administrative control of a
Secretary appointed from the cadre of Chief Engineers of the
Department. All the works of the Department are being executed by
Irrigation & Waterways Directorate, which is the only directorate under
the Department. The Directorate is led by nine numbers of Chief
Engineers, who are assisted by a team of Engineer officers of all cadres of
the Engineering Services. Besides, there is a research Institute in the
name River Research Institute headed by a Director under the control of
one Chief Engineer of the Directorate.
32.2 An association has proposed that considering the
educational requirements and importance of works done by Zilladars,
417
their scale of pay should be upgraded to pre-revised scale no. 10 from
the existing pre-revised scale no. 7.
32.3 The present method of recruitment to the post is by
promotion from the post of Tahasildar and Rev. Muharior and also by
direct recruitment provided that not more than 60% of the total posts
shall be filled up by promotion. Qualification for direct recruitment is a
degree of a recognized university and 2 years experience in land
management, survey and in accounts works. Considering the
recruitment qualification, duties and responsibilities of the post, we feel
that it deserves upgradation, and therefore, recommend pre-revised scale
no. 9 for the post of Zilladar.
32.4 It has been represented to us that the scale of pay of
Tahasildars should be upgraded from pre-revised scale no. 6 to pre-
revised scale no. 8. No specific reason has been given to justify the
prayer of upgradation. While going through the Recruitment Rules for
the post, we find that 80% of the posts are filled up by direct recruitment
and the remaining 20% by promotion from among the Barkandazes
under the Circle, who are now in pre-revised scale no. 2, the requisite
entry level minimum educational qualification being a pass in
Madhyamik or equivalent examination in both the cases. Neither there
has been any change in the requirement of educational qualification nor
there has been any change in their work responsibilities. We therefore,
do not recommend any upgradation of the existing pay scale of
Tahasildars.
32.5 An association has informed us that at the present moment,
some of the Additional Tahasildars are in pre-revised scale no. 6 while
some others are in pre-revised scale no. 5. They have requested us to
sort out this discrepancy and has proposed that all
Additional Tahasildars should be paid in pre-revised scale no. 6. They
418
have also demanded that proper Recruitment Rules should be framed for
appointment of Additional Tahasildars.
32.6 On referring the matter to the administrative Department,
we came to know that a Government order bearing no. 119/1RC dated
30.09.1992 has already clearly specified the criterion for entitlement of
pre-revised scale no. 5 and 6. Additional Tahasildars who have not
passed School Final Examination are eligible for pre-revised scale no. 5
and incumbents who have passed School Final Examination can draw
pay in pre-revised scale no. 6. However, as per the above Government
Notification, Additional Tahasildars, who are now in pre-revised scale no.
5, will be entitled to pre-revised scale no. 6 upon their absorption as
regular Tahasilders irrespective of their educational qualification. Hence,
we find that the complaint has already been taken care of and we do not
find any necessity for further interference.
32.7 Regarding framing of Recruitment Rules for Additional
Tahasildar we have been informed by the administrative Department that
there is a specific rule regulating the recruitment to that post under the
Irrigation & Waterways Department. We, therefore, do not find any
necessity to have separate Rules framed anew for this post.
32.8 An association has alleged us that certain Gauge Readers
are enjoying pre-revised scale no. 6, while others are in pre-revised scale
no. 5. The association has suggested that following the principle of same
pay for same work, all Gauge Readers should be brought under pre-
revised scale no. 6. We requested the Department for a copy of the
Recruitment Rules and we were informed that there is no defined rules
for recruitment to the post of Gauge Reader, but the existing procedure/
methodology followed for recruitment to the post, as appeared in
Irrigation & Waterways Code, Volume-I, is as stated below:-
419
“A Gauge Reader should be a Matriculate or should hold an
equivalent qualification. But a non-matriculate or a candidate not
holding an equivalent qualification, shall also be eligible for appointment
as a Gauge Reader, provided that the following conditions are fulfilled,
namely:
(a) The candidate must have worked satisfactorily as a Gauge Reader for
at least six months during the three previous years (whether in one
stretch or in several stretches during the three previous years).
(b) The candidate must have sufficient education to be able to do the
work properly.”
32.9 From above it appears that it is not essential for a Gauge
Reader to be Matriculate (which is now to be taken as a pass in School
Final Examination). The 4th Pay Commission in its report has stated the
following in this behalf: “having regard to the duties and responsibilities
of Gauge Readers we do not think it is necessary to prescribe an S.F.
pass as minimum educational qualification for them. Even one who is
not an S.F. pass, can adequately perform the duties of the job. We
prescribe scale no. 5 for the post in question. However, those Gauge
Readers who have already been enjoying scale no. 6 in accordance with
the High Court’s orders or otherwise, will continue to receive this scale as
personal to them.” Hence, we may draw the conclusion that the
prescribed scale for Gauge Reader actually is pre-revised scale no. 5
though some Gauge Readers are in pre-revised scale no. 6 as per Hon’ble
High Court’s order or otherwise. However, while going through the
records submitted by the Department, we find that most Gauge Readers
are now in pre-revised scale no. 6. Thus, on paper, there still are two
sets of minimum qualifications and two different pay scales in
accordance with those two minimum qualifications.
420
32.10 In such a situation it is not possible for the Commission to
recommend a specific scale of pay for the Gauge Readers. The
Commission would, therefore, suggest the following steps to be taken by
the Department. In the first place, the Department should finalize the
Recruitment Rules for the post in consultation with the Public Service
Commission, West Bengal and then the Department should prescribe the
appropriate pay scale of Gauge Reader considering their recruitment
qualification, duties and responsibilities, with the concurrence of the
Finance Department. The Commission would also suggest that while
framing the Recruitment Rules only one set of minimum educational
qualifications should be laid down and the views of the last Pay
Commission in this regard may also be considered.
32.11 An association has alleged that some Government employees
with the designation of “Bungalow Servant” posted in Government Guest
Houses and Inspection Bungalows are required to undertake various
duties which include cleaning of utensils, preparing bed, carrying on
orders of the Boarders / Guests etc. and has proposed that the
designation of Bungalow Servant should be changed to Bungalow
Attendant. We referred the matter to the administrative Department and
it has been confirmed by them that there is no post with the designation
of Bungalow Servant in the establishment of I & W Directorate and
hence, there is no need of changing the said designation.
32.12 Representation has been made to us for awarding pre-
revised scale no. 6 to all Time & Record Keepers posted in Mechanical
Electrical Circle of Irrigation & Waterways Directorate. Their duties
include keeping record of entry and exit of all machineries, placement of
indent for all machine parts and recording proper utilization of the same.
It has been argued that though the recruitment qualification for the post
is pass in School Final Examination, they are paid in pre-revised scale
421
no. 5 as well as in scale no. 6. The association has proposed pre-revised
scale no. 6 for all Time & Record Keepers.
32.13 We asked for a copy of the Recruitment Rules for the post
from the administrative Department for consideration of the matter. We
have been told that the Recruitment Rules are under process and the
same have not yet been finalized. In such a situation, we are unable to
specify any particular scale of pay for the post and suggest that the
administrative Department may take up the issue of awarding
appropriate scale of pay to the Time & Record Keepers with the Finance
Department after finalization of the Recruitment Rules.
32.14 Assistant Canal Revenue Officers, who currently are in pre-
revised scale no. 12, have demanded pre-revised scale no. 14 on the
following grounds. i.e., i) massive job responsibility ii) taking care of
additional and higher responsibility of the charges of Revenue Officer iii)
disparity in pay scale between different cadres of WBCS (Exe) Group C
officers and iv) vital role played in increasing revenue.
32.15 Assistant Canal Revenue Officers are appointed by direct
recruitment on the results of the combined competitive examination for
recruitment to W.B.C.S. (Executive) – Group C as well as by promotion
from Upper Division Assistants in the office of the Chief Engineer, I & W
Directorate, Head Clerks, Upper Division Clerks and Zilladars under I &
W Directorate provided that not more than 40% of the posts shall be
filled up by promotion. These officers are mainly associated with the
collection of water rate from the farmers. List of duties and
responsibilities that has been submitted by the association of the
concerned officers mostly relate to the works on this issue, which is a
part and parcel of their normal duty. Neither any specific document
exemplifying the alleged massive job responsibility has been furnished,
nor the issue has been discussed in details in the representation.
422
32.16 It has, however, been alleged that the ARCOs often are
required to act as CROs. But taking over charge of the office of the
Revenue Officer by an ACRO in addition to his normal duties, cannot be
a regular feature in the Department and it can never involve all the
ACROs. It may happen only on rare occasions and to a few ACROs only.
Upgradation of scale of pay for the entire cadre to take care of such rare
occasions involving a few officers does not appear to be a reasonable and
convincing reason to the Commission.
32.17 It has been argued by the association that officers of some
other State Government Departments appointed from W.B.C.S.
(Executive) Group – C have been allowed pre-revised scale no. 14 and,
therefore, the ARCOs should also be awarded the same scale.
32.18 We do not find this comparison to be a valid one because the
work responsibilities and the nature of the duties of these officers of
various Departments differ from each other so perceptibly, that this
factor cannot be the only yardstick for finalizing the scale of pay of a
particular post.
32.19 Regarding the vital role played by the ACROs in increasing
revenue of the I & W Department, we have recorded our views elsewhere
in this chapter.
32.20 After a through review of all these factors, we find that the
scale of pay given to the Assistant Canal Revenue Officers is appropriate
and, therefore, do not recommend any upgradation of scale of pay.
32.21 Revenue Officers, who currently are equated with pre-revised
scale no. 16 have sought for pre-revised scale no. 17 to remove the
alleged disparity in pay between an Executive Engineer and that of a
423
Revenue Officer, as both of them act as divisional head of the same
Department.
32.22 We have already discussed this issue in details. However,
we only want to reiterate here that we do not consider this comparison to
be a valid one.
32.23 It has also been argued by the association that as Senior
Divisional Officers deputed from office of Accountant General, West
Bengal and posted in the Divisional offices draw pay in pre-revised scale
no. 16, upgradation of scale of pay of Revenue Officer to pre-revised scale
no. 17 is necessary because the pay scale of a superior officer should not
be at par with the subordinate officer.
32.24 We do not consider this as a convincing reason for allowing
pre-revised scale no. 17 to the ROs. In view of what has been discussed
above, we do not agree to the demand of the association and, therefore,
do not recommend any upgradation of existing scale of pay for Revenue
Officer.
32.25 In this connection we would like to point out that as per
Recruitment Rules, the method of recruitment to the post of Revenue
Officer under the Department of Irrigation & Waterways is (i) by transfer
from the officers of W.B.C.S. (Executive) and (ii) by promotion from the
post of ACRO having six years’ experience in the post. But, we have been
informed that in the current cadre schedule of the officers of W.B.C.S.
(Executive), the posts of Revenue Officer are not included, and therefore,
we suggest that the administrative Department may ascertain the
relevant facts from P & AR Department and, if found necessary, may
arrange to revise the Recruitment Rules regulating the recruitment to the
post of Revenue Officer under the Department in consultation with
Public Service Commission, West Bengal.
424
32.26 The River Research Institute was set up as a formation
under the Irrigation & Waterways Department, more than 60 years ago
with the purpose of carrying out research work in the field of irrigation
and flood control sectors. Certain pioneer research work were carried
out in the Institute till early 70s. But since then, the Institute’s activity,
as we have been informed, has been transformed into mainly conducting
model studies of various hydraulic structures, as required by the I & W
Department. The Institute is also reportedly rendering service to the
Department by carrying out geotechnical investigations for the
Department.
32.27 Thus we find that the activity of the Institute has changed
from research works in the fields of irrigation and flood control to that of
assisting the I & W Department in testing various designs through
physical model studies and undertaking geotechnical investigations. We
do not consider this to be a happy transformation of such an
organization having a distinguished historical background. While we do
not belittle its present activities, we feel that it should carry on side by
side the research activities for which it was founded and which
culminated in many distinguished works in the past. For carrying out
these composite tasks most efficiently, the set up of the Institute is
required to be modernized with induction of officers with scientific /
engineering qualifications as well as experience for which the
administrative Department may take up the issue with the Finance
Department.
32.28 We learn that at present the Institute functions under the
administrative set up of the Chief Engineer (Design & Research) under
the I & W Directorate. We propose that for its proper functioning the
Institute should be given more administrative and financial power and
should be separated from the normal functioning of the Department.
425
The Institute should also be given the liberty to work independently.
Therefore, we recommend that this Institute should be transformed into
a fullfledged Directorate and it should function under the direct control
of the Secretary, I & W Department.
32.29 Now we shall discuss about the post of Director who is the
head of the Research Institute and draws pay in pre-revised scale no. 19.
An association has suggested that the pay scale of the Director should be
equivalent to that of Chief Engineer, i.e., pre-revised scale no. 20. We
have been told by the administrative Department that the existing
Recruitment Rules to the post of Director are under examination.
However, the existing Recruitment Rules specify that recruitment to the
post of Director can be made either by (i) promotion of confirmed Deputy
Director of the Institute possessing at least ten years experience as
Deputy Director and/or Chief Research Officer in the aforesaid Institute
or by (ii) direct recruitment from distinguished Scientists and Engineers
with specialized experience of a high order in the scientific investigation
of problems including tidal rivers and experience of designing, executing
and manning hydraulic river models.
32.30 In these days of rapid scientific and technological
development, we note, fast changes are taking place in all branches of
science and engineering including water management and this
necessitates regular application of the new knowledge in the field for
practical effectiveness. It is desirable that such a pioneer research
Institute should have appropriate technical expertise to induct such new
knowledge and also should have adequate infrastructure for carrying on
the practical experiments. The Commission feels that in this set up the
Director has a vital role to play and in the opinion of the Commission,
the same can be best achieved if in the Recruitment Rules of the Director
there is provision for promotion from lower feeder post as well as for
direct recruitment, as already exists now.
426
32.31 The Commission suggests that in the proposed Recruitment
Rules of the post of Director, the recruitment qualification when the post
will be filled up by direct recruitment, may be as under:-
i) A Doctorate degree with 1st Class degree either in Master’s or
Graduate level in relevant subjects of Engineering or Science.
ii) 15 years experience in research / practical work in the field of water
resources.
iii) Publication of scientific papers in the concerned subject in
international and national journals.
32.32 When the post will be filled up by promotion, we suggest the
promotee should also possess the same academic qualification as stated
above.
32.33 Considering the above educational qualification, experience
and all other aspects we recommend pre-revised scale no. 20 for the post
of Director. We further propose that in case no suitable candidate for
direct recruitment is available on pre-revised scale no. 20, the
Government can think of contractual appointment for a limited period
with negotiated pay package. If it is felt that the selected candidate can
contribute appreciably for the development of the Institute, then such
pay package may be fixed considering his educational qualification and
experience in research work in the field of water resources as evidenced
by publication of scientific papers in the related field in international /
national journals.
32.34 There is a proposal from an association for creation of two
posts of Joint Director in pre-revised scale no. 18 for smooth running of
the Institute.
427
32.35 While going through the report, we find that the Expert
Committee recommended creation of this new post between existing post
of Deputy Director and Director. We also notice that the 4th Pay
Commission recommended that a post of Joint Director in scale no. 18
be created in this Institute by upgradation of one of the posts of Deputy
Director to assist the Director in administrative work as well as other
types of work as may be entrusted to him. We also agree with the
recommendation of the 4th Pay Commission, but we differ on the nature
of his duties. We recommend that a post of Joint Director may be
created in RRI by upgradation of one of the posts of Deputy Director for
doing research work only. He should have high academic qualification,
extensive research experience on water resources and published papers
in the relevant subject in international/national magazines and provision
should be kept for recruitment to this post both by direct recruitment
and by promotion of Deputy Directors having the above stated
qualifications. Normal routine administrative works may be entrusted to
any other existing Deputy Director. We recommend pre-revised scale no.
18 for Joint Director.
32.36 An association has opined that the post of Research
Assistant in RR1 is a very crucial post in the Institute and has proposed
that the pay scale for the Research Assistant should be upgraded from
the existing pre-revised scale no. 9 to pre-revised scale no. 12.
32.37 Present recruitment qualification for the post is a degree in
Science. The Expert Committee on modernization of RR1 recommended
that recruitment qualification for the post should be raised to B. Sc.
(Hons.) degree raising the scale of pay adequately. The 4th Pay
Commission also recommended that B. Sc. (Hons.) should be the
minimum recruitment qualification for this post in consideration of the
nature of research work they are usually involved in. Considering all
428
these aspects, we propose that B. Sc. (Hons.) should be the minimum
recruitment qualification for the post of Research Assistant in RRI. In
order to attract and retain young bright minds in the field of research
and also with regard to the duties and responsibilities of the work they
are involved in, we recommend pre-revised scale no. 12 for them.
32.38 The Commission has been moved for awarding upgradation
of scale of pay from pre-revised scale no. 9 to pre-revised scale no. 10 for
the Senior Observer of RRI. The present method of recruitment for the
above post is 66 2/3 % of the posts by direct recruitment, qualification for
direct recruitment being B.Sc degree with Physics, Chemistry &
Mathematics, and the remaining 33 1/3 % by promotion of Computors
and Laboratory Assistants in the respective group having the requisite
qualification of direct recruitment.
32.39 Considering the recruitment qualification of the post and
other aspects, we recommend upgradation of pay for Senior Observer in
pre-revised scale no. 10.
32.40 There is another proposal for upgradation of scale of pay for
Silt Analyst and Silt Surveyors of the above Institute from pre-revised
scale no. 9 to pre-revised scale no. 10. For these two posts, the method
of recruitment and the qualification for direct recruitment are the same
as that of Senior Observer, the only difference being in the selection
process of the promotees. Here only the Laboratory Assistants in the
respective Group of the Institute possessing either Higher Secondary or
its equivalent qualification with Physics, Chemistry & Mathematics and
seven years experience or Madhyamik or its equivalent qualification with
ten years experience are eligible.
429
32.41 Considering the recruitment qualification and similarity in
nature of duties of these posts with that of Senior Observer, we
recommend pre-revised scale no. 10. for Silt Surveyor and Silt Analyst.
32.42 An association has proposed that the pre-revision scale no. 6
which is now being enjoyed by the Laboratory Assistants and Computors
of River Research Institute, should be revised upward to pre-revised scale
no. 7 as per recommendation made by the Expert Committee on
modernization of the RRI, West Bengal.
32.43 While going through the report of the Expert Committee, we
find that the Committee suggested raising of recruitment qualification of
Laboratory Assistant to the same level as that of Computors and
awarding to both of them the next higher scale of pay. On contacting,
the administrative Department has informed this Commission that the
revised Recruitment Rules for Laboratory Assistant and Computor are
being finalized and in the said rules that are under revision, the
qualification for recruitment will be a pass in Madhyamik examination or
its equivalent for the former and Higher Secondary with Science /
Technology Stream or its equivalent for the latter.
32.44 Having regard to the essential qualification for direct
recruitment to the above posts, we find nothing wrong with the pre-
revised scale no. 6 for the Laboratory Assistants and on the same
analogy, we recommend pre-revised scale no. 7 for the Computors.
32.45 Lastly, we would like to comment in a few words about the
output of the various Canal Revenue Divisions of Irrigation & Waterways
Directorate. In the total organizational set up of the Irrigation &
Waterways Directorate there are nine Canal Revenue Divisions. The
main function of these Divisions is to collect water rate from the farmers
within the command area, as specified, and each of these Divisions is
430
headed by a Canal Revenue Officer. Other officers and employees posted
in these Divisions are Assistant Canal Revenue Officer, Divisional
Accountant, Senior Accounts Clerks. Zilladar, Tahasildar, Additional
Tahasildar, Barkandaz, Upper Division Clerk, Lower Division Clerk,
Typist, Amin, Chainman, Revenue Mohurrir etc. Total sanctioned staff
strength in such a division varies from 168 to 364. In reply to a
reference from this Commission, the Department has furnished us the
following information:-
a) Total salary expenditure during 2006-07, 2007-08 and 2008-09 Rs. 2861,96,827.00.
b) Total assessed demand during2006-07, 2007-08 and 2008-09 Rs. 134,36,31,759.00.
c) Total Water Revenue Collected 2006-07, 2007-08 and 2008-09 Rs. 4,80,88,512.20
32.46 From the above we find that the total collection is only
16.8% of total salary expenditure and 3.58% of total assessed demand.
The Commission feels that this is a huge wastage of human resources,
which needs to be significantly reduced if not altogether stopped. A Pay
Commission is not adequately armed to go into the details of how this
can be done. The State Government itself is the best authority to do so.
We only venture to suggest that it should carefully consider the pros and
cons of all the possibilities. One such possibility is to entrust the
Panchayat bodies, which have by now come of age, to shoulder the
responsibility of collecting the water rates from the beneficiaries and
redeploy the manpower in different tiers of the Panchayats of the
concerned districts as per their functional requirements. The personnel
in question, being Government employees, cannot become employees of
the Panchayat bodies. But, it is possible to think in terms of deputation,
and even permanent deputation, in the manner in which the optee Gram
Sevaks have been working as Executive Assistants in the Gram
Panchayats. It is also possible to consider the replicability of the model
431
in pursuance of which the erstwhile directly recruited employees of the
DRDAs have been working as a special category of employees of the Zilla
Parishads, provided naturally the concerned Government employees give
their consent. We are sure there would be other possibilities too. The
administrative department should be free to consider all of them and opt
for the best alternative. All we suggest is that the manpower available in
the Canal Revenue Divisions is put in proper use and the cost-benefit
ratio improves significantly.
32.47 We have dealt with the cases of engineer officers of this
Department from the cadre of Sub Assistant Engineers to that of Chief
Engineers belonging to Engineering Services in the chapter “Engineering
Services” in this Volume of the report and our specific recommendations
about them have been recorded therein which may be referred to.
32.48 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
432
CHAPTER – 33
JAILS DEPARTMENT
33.0 The Prisons Directorate under the Department of Jails is in
charge of control and superintendence of all Correctional Homes (erstwhile
Prisons) in the State. The Directorate is presently headed by an IPS Officer
of the rank of Additional Director General of Police and is holding the post
of Inspector General of Correctional Services, West Bengal. He is assisted
by the three Inspectors General and six Deputy Inspectors General of
Correctional Services for superintendence of 6 Central Correctional Homes,
12 district Correctional Homes, 3 Special Correctional Homes, 2 Women
Correctional Homes, one open Correctional Home at Lalgola, 30 Subsidiary
Correctional Homes and one training Institute at Midnapore. There is a
Press and Forms Office headed by a Press and Forms Manager which prints
and supplies various categories of forms for different departments. There is
also a jail depot, which arranges for the sale of various articles
manufactured in the jails.
33.1 Under the new dispensation, following the implementation of
the West Bengal Correctional Services Act, 1992 in the prisons of West
Bengal with effect from 14th April, 2000, the erstwhile Jailors, Deputy
Jailors and Sub Jailors are designated as Chief Controllers, Controllers and
Assistant Controllers respectively.
33.2 The Department has proposed that a Constituted Service for
Superintendents of Correctional Homes be notified with direct entry at the
combined cadre level of the Superintendent of District / Special and
Women Correctional Homes and Deputy Superintendent of Central
Correctional Homes. It has also been proposed that the constituted service
be named as West Bengal Correctional Service to be included as the 10th
service and recruitment to be through WBCS (Exe) etc. Examination in
433
Group-A. We have discussed the proposals of formation of State Services in
a separate chapter. We are not in favour of recommending any such new
constituted service.
33.3 There are 20 sanctioned posts of Superintendents of district
Correctional Home /Special Correctional Home / Women Correctional Home
and Deputy Superintendent of Central Correctional Home. Of these 8 are
direct recruits and 12 are promotees. The present mode of recruitment of
Superintendents is 60 percent on promotion from Chief Controller and 40
percent direct recruitment through a special examination conducted by the
West Bengal Public Service Commission. The Department has
recommended that recruitment of Superintendents should be 50 percent on
selection by the West Bengal Public Service commission from eligible Chief
Controllers and 50 percent through direct recruitment.
33.4 We agree with the department regarding their proposed mode
of recruitment of Superintendents. It is our considered view that 50 percent
of jail Superintendents should be recruited on selection by West Bengal
Public Service Commission from eligible Chief Controllers after passing
departmental examination conducted by the Public Service Commission and
the remaining 50 percent through direct recruitment from WBCS (Exe) and
etc written examination as a Group-A post.
33.5 The Department as well as Jail Officers Association have
recommended upgradation in the pay scale of the Superintendent who is
presently on pre-revision scale no. 15. Considering the duties and
responsibilities of the jail Superintendent, we are of the considered view
that the post deserves a higher pay scale. We therefore recommend pre-
revision scale no. 16 for Superintendents of District Correctional Homes
and Deputy Superintendents of Central Correctional Homes. We also
recommend that Superintendents of Central Correctional Home who are
presently on pre-revision scale no. 16 also deserve to be upgraded in view of
434
their onerous duties and responsibilities. We accordingly recommend that
Superintendents of Central Correctional Homes remain on scale no. 16 but
with a higher initial at the 5th stage.
33.6 An Association has demanded upgradation in the pay scales of
DIG and Addl. IG Correctional Services who are presently on pre-revision
pay scale nos. 17 and 18 respectively. In our considered opinion we find no
justification in upgrading the pay scales of these high end officers at the
present moment. We recommend they draw pay in their existing pay scales
with corresponding Pay Band and Grade Pay.
33.7 The Department have demanded upgradation in the pay scale
of the Chief Controller (Jailor) who is presently on pre-revision scale no. 10.
The State Government vide G.O. No. 9020-F dated 01-12-2008 have
already upgraded the pay scale of the Chief Controller to pre-revision scale
no. 12 which is identical with the recommendation made by the 4th Pay
Commission. We therefore do not recommend any further upgradation for
them at this point of time.
33.8 The present mode of recruitment for the post of Chief Controller
is 60 percent on promotion from Controller and 40 percent direct
recruitment by WBPSC through WBCS (Exe) etc. examination Group-C. The
department has recommended 50 percent by promotion and 50 percent
direct recruitment. The Commission is of the considered view that the
proposal of the Department has merit. We therefore recommend that 50
percent recruitment to the post of Chief Controller be made on promotion
from eligible Controllers and 50 percent should be direct recruitment by the
WBPSC through WBCS (Exe) etc. examination Group-C.
33.9 Demands have been made for upgradations of pay scales of
Controller (Deputy Jailor) and Assistant Controller (Sub. Jailor), who were
on pre-revision pay scale nos. 9 and 8 respectively. The State Government
435
vide G.O. No. 9020-F dated 01.12.2008 have upgraded the pay scales of the
Controller and Assistant Controller to scale nos. 10 and 9 respectively. In
our considered view, we do not recommend any further upgradation in the
pay scales of Controller and Assistant Controller at this point of time.
33.10 The present mode of recruitment for the post of Controller is 60
percent on promotion from Assistant Controller and 40 percent direct
recruitment by WBPSC through Miscellaneous Services Recruitment
Examination. The Department has proposed recruitment to the post of
Controller should be 25 percent on promotion from Assistant Controller and
75 percent direct recruitment by the West Bengal Public Service
Commission through WBCS (Exe) etc. Examination, Group-D/
Miscellaneous. In our considered opinion, we cannot agree to such a drastic
reduction in the promotee quota as it would seriously affect promotions
from Assistant Controller to Controller. Already at present there are 57
percent direct recruit Controllers. We therefore recommend that recruitment
to the post of Controller should be 50 percent on promotion from eligible
Assistant Controllers and 50 percent direct recruitment by WBPSC through
WBCS (Exe) etc. Examination Group-D/ Miscellaneous.
33.11 The present mode of recruitment for the post of Assistant
Controller is 67 percent on promotion from Lower Division Clerk in
Correctional Homes and 33 percent direct recruitment by the WBPSC
through Miscellaneous Services Recruitment Examination. The Department
has proposed 100 percent recruitment on promotion. Once again, in our
considered view, it will not be prudent to completely obliterate direct
recruitment to the post of Assistant Controller. At present only 33 percent
Assistant Controllers are direct recruits. Hence we are unable to agree to
this proposal of the Department. We recommend that recruitment to the
post of Assistant Controller should be 75 percent on promotion from Warder
/Female Warder/ Head Warder/ Chief Head Warder having 5 years
combined experience in Correctional Homes and having a minimum of pass
436
in Higher Secondary Examination. The promotion is to be effected through a
limited departmental examination to be conducted by the WBPSC. The
remaining 25 percent should be recruited directly by the WBPSC through
Miscellaneous Services Recruitment Examination.
33.12 Discipline Officers are on pre-revision pay scale no. 9. The
Department has recommended upgradation of their pay scale. Their present
mode of recruitment is direct recruitment from Ex-service personnel as
recommended by the Zilla Sainik Boards. The State Government vide G.O.
No. 9020-F dated 01.12.2008 have upgraded their pay scale from scale no.
9 to scale no. 10.
33.13 The post of Discipline Officer is a feeder post for Chief
Discipline Officer who is on pre-revision pay scale no.10. The Department
has recommended upgradation of their pay scales. The State government
vide the above mentioned G.O. upgraded the pay scale of Chief Discipline
Officer from scale no. 10 to scale no. 12. The Chief Discipline Officer and
Chief Controller enjoy equal rank and status and therefore both have been
placed on pay scale no. 12.
33.14 The upgradation made by the Government in the pay scales of
Discipline Officer and Chief Discipline Officer through a G.O in December,
2008, is in our opinion appropriate for the present. We are therefore not
recommending any further upgradation in their pay scales.
33.15 Following the implementation of the Correctional Services Act,
there is a paradigm shift in emphasis which is now on welfare of convicts /
prisoners following which there exists a special relationship between the
Probation Officers and the Welfare Officers on the one hand and the
prisoners / convicts on the other. This brings into sharper focus, the
important role played by the Probation Officers and the Welfare Officers in
modern day prison administration to make it a truly correctional service.
437
33.16 The Welfare Officer and Probation Officer were both on pre-
revision pay scale no. 10.The Department has recommended upgradation of
their pay scales. Incumbents to both these posts are recruited directly
through a Special Recruitment Process initiated by the WBPSC. The State
Government vide G.O. No. 7282-F dated 19.09.2008 upgraded the pay scale
of Probation Officer from scale no. 10 to scale no.12. Similarly, upgradation
of pay scale for Welfare Officer from pre-revision scale no. 11 to scale no. 12
was done vide G.O. No. 6738-F dated 09.07.2009.
33.17 We are not inclined to recommend any further upgradation in
the pay scales of Probation Officer and Welfare Officer as we feel that the
recent up gradations effected by the State Government are adequate enough
for the present and immediate future.
33.18 The Chief Probation Officer is on pre-revision pay scale no. 16.
It is a promotion post for Probation Officers. We agree with the
recommendation of the Department that recruitment of Chief Probation
Officer should not be restricted only to eligible Probation Officers but the
zone of consideration should also be extended to Chief Controllers who had
earlier served as Probation Officers. It is our considered view that selection
of Chief Probation Officer should be made as a promotional post from
among eligible Probation Officers and Chief Controllers through the WBPSC.
33.19 Warder /Female Warder /Warder Orderly /Warder Bodyguard
are on pre-revision pay scale no. 4. Their recruitment qualification is class-
VIII passed. A Selection Committee headed by the IGCS conducts the
selection. The Department has recommended upgradation of their pay scale
and minimum educational qualification as Madhyamik passed. The State
Government vide G.O. No. 4429-F dated 8th June, 2009 upgraded their pay
scale to scale no. 6. The G.O. also specifies that subsequent direct recruits
438
will get the benefit of the revised scale viz., scale no. 6 on the basis of
revised recruitment rules to be framed with minimum recruitment
qualification of pass in Secondary Examination or equivalent examination
in consultation with Public Service Commission, West Bengal. We have no
further recommendations to make regarding these posts.
33.20 Head Warder was on pre-revision pay scale no. 5. It is a
promotional post for warders. The Department has recommended higher
pay scale for Warders and also recommended inclusion of Female Warders
for being considered for promotion as Head Warder. The State Government
vide G.O. No. 4429-F dated 08.06.2009 upgraded the pay scale of Head
Warder to scale no.7. It is our considered view that eligible Female Warders
too should be considered for promotion to Head Warder as recommended by
the Department. We do not however recommend any further upgradation in
the pay scale of the Head Warder.
33.21 In the same G.O. as mentioned above, the State Government
upgraded the pay scale of Chief Head Warder from pre-revision pay scale
no. 6. to scale no. 8. It is a promotional post for Head Warders. Although
the Department has recommended a higher pay scale for the post of Chief
Head Warder, it is our considered opinion, that no further upgradation in
their pay scale is called for at this stage.
33.22 Demand has been made for parity in the pay scales of
Radiographers Grade-I and Grade-II of the Jails Department with Medical
Technologists (X-Ray technicians) of Health and Family Welfare
Department. Before deciding on this matter let us examine the recruitment
qualifications of Radiographers in the Jails Department and Medical
Technologists in the Health and Family Welfare Department. There are
three grades of Medical Technologists in the Health and Family Welfare
Department. The Medical Technologists recruitment qualifications are
Higher Secondary Pass with diploma in respective technology.
439
33.23 The recruitment qualifications for Radiographer Grade-II under
the Jails Department are B.Sc. degree with Physics, training as an X-Ray
technician with 2 years experience in a reputed organization as
Radiographer. For Radiographer Grade-I, the recruitment qualifications are
B.Sc. degree with Physics, training as X-Ray technician with 5 years
experience in a reputed organization as a Radiographer. Grade-I and Grade-
II Radiographers in the Jails Department are both directly recruited.
However, in the Health and Family Welfare Department, only Medical
Technologist Grade-III is directly recruited. Grade-II and Grade-I Medical
Technologists are promotional posts.
33.24 We have carefully examined the demand of Radiographers
Grade-I and Grade-II for upgradation of their pay scales so as to make it at
par with the Medical Technologists of Health and Family Welfare
Department. We feel this proposal has considerable merit. The Commission
is of the view that since the recruitment qualifications of Radiographers in
the Jails Department is equal to that of Medical Technologists in the Health
and Family Welfare Department, if not higher, there should be parity in
their pay scales given the fact that their job content is more or less the
same. We therefore recommend that Radiographer Grade-II of Jails
Department who is now on pre-revision pay scale no. 6 should be upgraded
to scale no. 9. Similarly Radiographer Grade-I of Jails Department who is
presently on pre-revision pay scale no. 10, should be upgraded to scale no.
12.
33.25 Demand has been made for upgradation of the pay scales of 41
Pharmacists under the Jails Department who are presently on pre-revision
pay scale no. 6. Demand has also been made to enhance the Jail
Compensatory Allowance of Rs. 5/- since 1920 and make it Rs. 500/- per
month.
440
33.26 We ascertained from the Department that the Jail
Compensatory Allowance has since been discontinued and we have no
intention of recommending its revival.
33.27 However, there does appear to be a case of upgrading the pay
scale of Pharmacists who are on pre-revision pay scale no. 6 and bringing
some parity with Grade-III Pharmacists of Health and Family Welfare
Department who are on pre-revision pay scale no. 9, provided the
recruitment qualifications are the same.
33.28 Now let us see the recruitment qualification of Pharmacists in
the department of Jails. The minimum recruitment qualification for a
Pharmacist is B. Pharma degree. In the Directorate of Health Services, the
minimum recruitment qualification for a Pharmacist is B. Pharma diploma.
Hence the recruitment qualifications for Pharmacists of Jails Department
are somewhat higher and those of the Directorate of Health Services.
33.29 It is our considered view, that the scale of pay of Pharmacists in
the Department of Jails should be suitably upgraded from pre-revision pay
scale no. 6 to pre-revision pay scale no. 9, taking into consideration their
job content and the recruitment qualifications.
33.30 An Association has demanded that the present Ration
Allowance of Rs. 700/- per month be upgraded and made at par with that of
police personnel. We have been informed that the upgradation and parity
with police in the matter of Ration Allowance has since been done by the
State Government.
33.31 Risk and Hazardous Duty Allowance has been demanded for
officers upto the rank of Superintendent as they have to deal with hardcore
criminals. We have dealt with this subject at length in paragraphs F 5.16 to
441
5.23 in Volume-I, Part-II of our Report and hence refrain from making any
further comments on this issue.
33.32 At present for uniformed staff in the Jails Department,
Washing Allowance is non existent. Demand has been made to introduce
Washing Allowance for them. The Commission agrees with this demand. In
our considered view, we recommend Washing Allowance of Rs. 50/- per
month for uniformed staff of the Jails Department.
33.33 Prison Officers are now getting 30 days Compensatory Pay. A
demand has been made to increase the number of days to 90 for prison
officers to compensate them for deprivation of weekly offs, gazetted holidays
etc. We feel this demand is not justified and therefore do not recommend
any increase in the number of days for the purpose of Compensatory Pay.
33.34 Some Members of the Commission visited a district jail in
South Bengal to see for themselves the prevailing conditions and activities
inside the jail. The members observed that when the supplies by the
approved contractor reaches the jail, only the Jailor / Deputy Jailor checks
the quality and quantity of each item received. We recommend that each jail
should have an Acceptance Committee which should check quality and
quantity of each item received at the jail from the contractor and ensure
that they are as per specifications.
33.35 The Members also met the Medical Doctor inside the jail. He is
a contractual doctor on pre-revision pay scale no. 16. He complained that
his recommendation for any medical test of an inmate, has to be vetted by a
doctor at the local government hospital, before the test is allowed to be
conducted. This causes inordinate delay. It is our considered view that the
procedure of vetting by a hospital doctor be done away with and tests
should be conducted directly on the recommendation of the jail doctor so
that precious time is not lost in the medical treatment of prisoners.
442
33.36 The Commission Members also felt that closer supervision by
departmental higher functionaries of district and sub-divisional correctional
homes would considerably spruce up discipline and over all control inside
the jails. Apart from the Zonal DIG of Jails even the Additional IG should
strictly follow a yearly roster of visits and inspection of jails in the State. At
the district level, the District Magistrate and Superintendent of Police
should pay surprise visits to jails in their jurisdiction at least once a
quarter.
33.37 In the Jail Press, recruitment to the post of Binding and
Warehouse Supervisor is generally made by promotion from the post of
Binding Foreman on seniority basis or through direct recruitment. The
Supervisor and Foreman both are on pre-revision pay scale no. 10. To
distinguish between the two, the Supervisor is given an additional
remuneration of Rs. 70/- as Special Allowance.
33.38 After due consideration of all aspects in the matter, we
recommend that Binding and Warehouse Supervisor remain on scale no.
10 with a higher initial at the 5th stage and the Special Allowance be
abolished subject to the condition that the post of Binding and Warehouse
Supervisor is made fully promotional.
33.39 The posts of Markman and Counter Grade-II were both on the
same Pay Scale, namely, pre-revision pay scale no. 2. The pay scale of the
latter was upgraded to scale no. 3. Hence we recommend that Markman’ s
pay scale be upgraded to scale no. 3. This is a line with an identical
recommendation made by the 4th Pay Commission.
33.40 An union has demanded upgradation of the pay scales in
respect of the following posts :-
443
i) Compositor (pre-revision pay scale no. 6)
ii) Press Corrector (pre-revision pay scale no. 5)
iii) Justifier (pre-revision pay scale no. 4)
iv) Type and Foundry Foreman (pre-revision pay scale no. 9)
v) Machine Foreman (pre-revision pay scale no. 10)
vi) Binding Foreman (pre-revision pay scale no. 10)
vii) Overseer (pre-revision pay scale no. 11)
33.41 It is our considered view that none of the above mentioned
posts can be recommended for upgradation of pay scales, They may draw
pay in the revised pay scales with corresponding Pay Band and Grade Pay.
33.42 The Commission has received a reference from the Finance
Department, Government of West Bengal regarding upgradation in the pay
scale of Receptionist – Psychologist under Jails Department from pre-
revision scale no. 12 to 16 in order to make it at par with the pay scale of
Psychologist under Health & Family Welfare Department. The previous
Commission held the view that the holder of the post of Receptionist –
Psychologist may be allowed pre-revision sale no. 13. We too are of the
considered view that the Receptionist - Psychologist under the Jails
Department be allowed to draw pre-revision pay scale no. 13.
33.43 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
444
CHAPTER – 34
JUDICIAL DEPARTMENT
34.0 The Judicial Department is headed by a Secretary/ Principal
Secretary drawn from Higher Judicial Service. The main function of the
Department is constitution and organization of all courts excepting High
Court and Revenue and Rent Courts. It also provides legal advice to all
offices of the Government. West Bengal Judicial Service, and Cadre of
Assistant Public Prosecutor are administered by the Judicial
Department.
34.1 The following offices are under the administrative control of
the Judicial Department:
a) Superintendent and remembrance of legal affairs.
b) Official receiver, High Court, Calcutta.
c) Administrator General and official trustees.
d) All courts, civil and criminal in the State.
e) Advocate General, West Bengal.
f) Public Prosecutor, Calcutta.
g) Sheriff of Calcutta.
h) Official assignee.
i) Estate Manager, Murshidabad Estate.
j) Coroner of Calcutta
k) Registrar General of Births, Death & Marriage, West Bengal.
However, West Bengal Judicial Service is not within the
purview of the Pay Commission.
34.2 A reference was made by the department for upgradation of
the pay scale of the post of Chief Officer of the Office of Sheriff of
Calcutta to scale No. 11 (pre-revised) on the ground that the pay scale of
Head Clerk-cum-Translator of the same office has been upgraded to scale
445
No. 10 (pre-revised). Thus, the promotion post and feeder post now carry
identical scale of pay.
Considering the anomaly that has crept in we recommend
upgradation of the pay scale of the Chief Officer of the Office of Sheriff of
Calcutta from scale No. 10 (pre-revised) to pre-revised scale No. 11. This
is also in keeping with the recommendation of the last Pay Commission.
34.3 The association representing the staff members of the
different sub-ordinate courts in West Bengal during their hearing before
this Commission had expressed the opinion, that they should be allowed
pay and other service benefits as awarded by the Hon’ble Justice Shetty
Commission.
34.4 On a reference being made by this Commission to the
Judicial Department, the said Department has informed this
Commission that Justice Shetty Commission was entrusted by the
Hon’ble Supreme Court vide orders dated 17.12.1997 and 07.01.1998
with the work aimed at improving the service conditions of the judicial
staff and the Commission submitted its Report in March, 2003. After
considering the submission made by the States/ UTs/ High Courts, the
Hon’ble Apex Court on 15.07.2008 was pleased to accept the
recommendations of the Justice Shetty Commission and also was
pleased to direct the States for implementation of the recommendations
within a period of three months giving retrospective effect from
01.04.2003.
34.5 Thereafter, as per order of the Hon’ble Apex Court the State
Government has implemented the recommendations of the Shetty
Commission in respect of some categories of staff of the Sub-ordinate
courts, namely, Process Servers, Bench Clerks and Stenographers, etc.
and has also taken steps for implementation of some other
446
recommendations. But the State Government, as this Pay Commission
has been informed, was unable to implement those recommendations in
which substantial financial burden is involved and accordingly made a
prayer before the Hon’ble Apex Court for modification of the Order of the
Hon’ble Apex Court in respect of the relevant recommendations of the
Justice Shetty Commission.
34.6 It appears that the Hon’ble Apex Court passed an order on
07.10.2009 wherein the Hon’ble Apex Court has observed and directed
as under:
“We are told that so far all the states/ UTs have not
implemented the recommendations fully. Some of the states have
implemented the recommendations but had given effect to the date later
than 01.04.2003. Still some of the grievances of various officers are
subsisting. In view of these circumstances, we direct that hereafter these
matters be considered by the respective High Courts of the States/ UTs.
We direct that:
i) The Hon’ble Courts, on judicial/ administrative side, will ensure
implementation of the recommendations of the Shetty
Commission within a reasonable period of one year. The High
Courts shall permit Writ Petitions or applications that may be
filed by the individual or staff association representing the
various members of the staff.
ii) The High Courts shall also see that the recommendations are
implemented w.e.f. 01.04.2003.
iii) There shall be benefit of one advance increment on the existing
pay scale instead of initial pay scale. In many of the States, the
same benefit has not been given to the members of the staff, the
High Court should also see that these recommendations are
implemented.
447
iv) In some of the States based on various other Pay Commissions
Reports, benefits had been given to the members of the staff,
these benefits, if any, given shall be in addition to the
recommendations given by the Shetty Commission. In any
case, if the members of the staff association/ subordinate staff
getting higher benefits under any of the recommendations of the
Pay Commission/ Government Orders, they shall be permitted
to avail those benefits.
Office is directed to send back all the records, if any, to the
respective High Courts. A copy of the consolidated Report of the Shetty
Commission may also be sent to the respective High Courts/ UTs.
I.As. are disposed of accordingly”.
34.7 In view of the above direction of the Hon’ble Apex Court, the
members of staff of the Sub-ordinate courts are to get all service benefits
as recommended by the Hon’ble Justice Shetty Commission for them.
34.8 We have not made any recommendations specifically
concerning these employees. However, the recommendations made by us
for common category posts and our recommendations for enlargement of
scope of promotion of clerical employees belonging to the Directorate and
Regional Offices if accepted by the State Government, may be of some
relevance to them in terms of the Order dated 07.10.2009 of the Hon’ble
Apex Court as reproduced above.
We presume that Government will act appropriately.
448
Assistant Public Prosecutor
34.9 Assistant Public Prosecutors are appointed through the
West Bengal Public Service Commission and they prosecute cases in the
district and Sub-divisional Courts. Their overall control lies with the
Principal Secretary, Judicial Department.
The present pay scale of Assistant Public Prosecutors are as
under:
a) Scale 16 (Rs.8000-13500) on appointment.
b) Scale 17 (Rs.10000-15525) after 8 years service.
c) Scale 18 (Rs.12000-18000) after 16 years service.
34.10 Their Association have suggested that their pay scales be
made at par with Shetty Commission benefits to which Judicial Officers
are entitled. We have considered this proposal and have found no merit
in it as the sphere of work of Judicial Officers are not the same as that
of Assistant Public Prosecutors. We have carefully examined the demand
for higher financial benefits beyond scale no 18. Since such a benefit
relates to an Automatic Career Advancement Scheme, we have dealt
with this exclusively in a separate chapter.
34.11 The demand for Robe Allowance for Assistant Public
Prosecutors seems to be justified as Robes are mandatory for
prosecuting cases in law courts. We therefore recommend that
government may consider reimbursing a maximum amount of upto Rs.
2500/- once in every three years as Robe Allowance to Assistant Public
Prosecutors.
34.12 Pay of all other officers/ employees under the Judicial
Department may be fixed in the corresponding Pay Band plus Grade Pay
449
in the existing scale of pay as recommended in Vol.- I, Part – I, Chapter 8
of the earlier Report of the Commission and accepted by the Government.
450
CHAPTER – 35
LABOUR DEPARTMENT
35.0 The functional area of the Department is concerned with
regulation of employment and unemployment of workers (except in the
fields of agriculture, forest and fisheries), administration of various
labour laws that promote and secure welfare of labour including those
that control conditions of work, provident funds, employees’ liabilities,
workmens’ compensation, payment of minimum wages etc. besides
administering laws that control registration of trade union, settlement of
industrial and labour disputes as also laws that ensure safety of health
and welfare of human lives particularly of factory workers.
35.1 The Department is responsible for implementation of a large
number of laws, rules and regulations. Some of the important laws are
the Payment of wages Act 1936, the Minimum Wages Act 1948, the
Industrial Disputes Act 1947, the Factories Act 1948, the Indian Boilers
Act 1923, the Employment Exchanges (Compulsory Notification of
Vacancies) Act 1959, the Employees’ State Insurance (Medical Benefit)
Act 1948, the Child Labour (Prohibition and Regulation) Act 1986, the
West Bengal Unorganized Sector Workers’ Welfare Act 2007, the Building
and Other Construction Workers’ (Regulation of Employment and
Conditions of Service) Act 1996 etc.
35.2 The Department has the following Directorates: - the
Directorate of Labour, the Directorate of Shops and Establishments, the
Directorate of Employment, the Directorate of Employees’ State
Insurance (Medical Benefit), the Directorate of Factories, the Directorate
of Boilers and the Directorate of Industrial Tribunal. The latter includes
the offices of the Commissioners of Workmens’ Compensation.
451
Apart from these Directorates, Labour Department has, under its
administrative control, a Labour Welfare Board which has been
constituted in terms of the West Bengal Labour Welfare Fund Act 1974.
35.3 Finally, there is the State Labour Institute which is a
training institute-cum-central library, meant to provide specialized
training in the field of Labour Welfare and Human Resource
Management. It has the status of a regional office under the Directorate
of Labour.
35.4 There were three constituted services in the Labour
Directorate, i.e., The West Bengal Higher Labour Service, The West
Bengal Labour Service and the West Bengal Subordinate Labour Service.
The first two services having since been merged with each other, there
are now only two services. The senior of the services is called the West
Bengal Labour Service. It has a cadre strength of 197. 50% of the officers
of the WBLS who are directly recruited come on the basis of results in
the WBCS(Exe) examination Group-A, held by the Public Service
Commission. The rest are promoted from a number of feeder posts and
the West Bengal Subordinate Labour Service.
35.5 The West Bengal Subordinate Labour Service borne in pre-
revised scale no. 10 consists of the Inspectors of Trade Union, Inspectors
of Minimum Wages, Labour Inspectors, Statistical Assistant /Inspector,
Investigators, Scrutiny Assistants, Computors, Labour Welfare
Supervisors and Inspectors of Minimum Wages (Agri). The total number
of posts in this Service is 486, 50% of whom are directly recruited on the
basis of results of the Miscellaneous Service Examination held by the
Public Service Commission. The rest comes by promotion from feeder
posts borne in scales 6 and 9.
452
35.6 The members of the West Bengal Employment Service man a
total of 73 Employment Exchanges and 4 University Employment
Information and Guidance Bureaus, apart from some information
disseminating centres. The total cadre strength of the service is 244, 50%
of whom are recruited directly on the basis of the results of the
WBCS(Exe) etc. Group-A examination of the Public Service Commission,
West Bengal, while the rest 50% are promoted to the Service from a
number of lower feeder posts borne in pre-revised scales no. 9 and 10..
35.7 In the ESI(MB) Directorate, the most important group of
employees are the Medical Officers the post of which were originally
manned by the Medical Officers of the Health Directorate, till in 1978 the
ESI Medical Service came into being. The total strength of ESI Medical
Service is 700. There are two types of full time Medical Officers in the
Service cadre, i.e., the General Duty Medical Officers and the Medical
Officers (Specialists). They are recruited directly on the basis of two
separate examinations held by the Public Service Commission. There are
370 posts of GDMOs and 177 posts of MOs (Specialists) to man the ESI
hospitals and Service Dispensaries. Besides there are 13
Superintendents for 13 hospitals, 3 Deputy Superintendents, 8 Assistant
Superintendents, 1 Administrative Medical Officer, 3 Additional
Administrative Medical Officers, 153 Insurance Medical Officers and 13
Medical Inspectors.
35.8 The Directorate has a cadre of non-medical technical
personnel consisting of 144 Medical Technologists (Lab), 44 Medical
Technologists (X-Ray), and 15 Medical Technologists (ECG). Further,
there are 295 sanctioned posts of Pharmacists, 23 posts of
Physiotherapists, 13 CSD & OT Technicians, besides there being 32
posts of Social Workers, 96 posts of Ward Masters /House Keepers etc.
and 137 posts of Dressers / Tailors etc.
453
35.9 On the Nursing side, the Directorate has 8 Matrons, 1
Nursing Superintendent, 6 Assistant Nursing Superintendents, 2
Assistant Matrons, 138 Sisters-in-charge and 733 staff Nurses for the
ESI hospitals alone. Besides, there are 98 Grade-III Nurses (ANMS) for
different Service Dispensaries. The Directorate also has a Nurses’
Training Centre that is manned by a Principal, 4 Tutors and 4 Clinical
Instructors who are Grade-I Nurses.
35.10 Generally, the Medical Officers, the non medical technical
personnel and the Nurses pay and service conditions (barring certain
exceptions) are at par with their counterparts in Health Department.
35.11 In the Directorate of Boilers, the Chief Inspector of Boilers is
now known as the Director. The officers under him, who are part of the
Inspectorate also now have changed designations. The Director (1 post)
who is in pre-revision scale no 19 is assisted by 3 Joint Directors in pre-
revision scale no. 18, 12 Deputy Directors, 17 Assistant Directors, a
Superintendent and ex-officio Principal of Welders’ Training Centre, 2
Inspecting Officers (Metallurgy and Testing), 1 Inspecting Officer
(Radiology and Testing) and 1 Inspecting Officer (Testing) all of whom are
in pre-revision scale no. 17.
35.12 The Directorate of Factories is headed by a Chief Inspector of
Factories who acts as the Director. He is assisted by 5 Joint Chief
Inspectors, 13 Deputy Chief Inspectors, 37 Inspector of Factories
including the Medical Inspector of Factories, 10 Junior Inspectors and 2
Industrial Chemists.
35.13 There is one proposal coming from the Department of
Labour. The proposal consists of creation of 2 new posts of Additional
454
Labour Commissioner increasing thereby the number of posts from 7 to
9, 2 new posts of Joint Labour Commissioner, thus again increasing the
number of posts from 7 to 9, 10 new posts of Deputy Labour
Commissioner which implies an increase of the number of posts from 24
to 34, while simultaneously reducing the number of post of Assistant
Labour Commissioner from 160 to 146.
35.14 It is essentially an effort to reorganize the upper echelon of
the Directorate. Elsewhere we have held that creation of new posts is not
a subject with which a Pay Commission is basically concerned. In this
case also our view could be that a Department may have new posts
created following the usual procedures, if the Department feels that new
posts are necessary for running the affairs of the Department
appropriately.
35.15 But in the instant case, the proposed restructuring of the
Directorate involves, inter alia, reduction in the number of post of
Assistant Labour Commissioner by 14. As per the extant recruitment
rules, 50% of the posts is to be filled up by promotion and the rest 50%
is directly recruited on the basis of results of the WBCS(Exe) etc.
examination. Therefore, if the sanctioned strength is 160, the instant
proposal implies that availability of this promotion post to the feeder
services will be reduced from 80 to 73. We do not favour the idea of
reducing the promotion opportunities of the holders of the feeder post
and hence do not recommend the proposal restructuring of the
Directorate in the manner as has been suggested.
35.16 The feeder services to the post of Assistant Labour
Commissioner are :-
i) the West Bengal Subordinate Labour Service, (ii) Head Assistants
of Labour Directorate, (iii) Head Assistants of the regional offices of
455
Labour Directorate, (iv) Head Assistants of Shops and Establishment
Directorate, (v) Head Assistants of the regional offices of S&E Directorate
and (vi) Supervisor, Statistician of Labour Directorate. The identical set
of services or posts of officers also act as feeder services to the post of
Deputy Director and the post of Assistant Director in the State Labour
Institute. But there is only one post of Deputy Director and only 3 posts
of Assistant Director in the SLI. Therefore, the promotion of the
concerned groups of employees to the post of Assistant Labour
Commissioner is very important to them and any curtailment in the
same is going to affect their promotion prospects adversely.
35.17 Considering the above we advise the State Government in
the Labour Department to protect the promotion posts of the concerned
feeder service/ posts while going in for any reorganization of Labour
Directorate. One of the ways in which this can be done is by increasing
the quota of promotion to the post of the Assistant Labour Commissioner
from 50% to 55%. Labour Department is advised to consider the
possibility.
35.18 An association representing the officers of the West Bengal
Labour Service has, inter alia, demanded that 26 new posts in the
Labour Directorate be created. They are, 4 posts of Additional Labour
Commissioner, 8 posts of Joint Labour Commissioner, 10 posts of
Deputy Labour Commissioner and 4 posts of Assistant Labour
Commissioner. According to the Association, these new posts are to be
created “in the interest of proper supervision and implementation of
various welfare schemes”.
35.19 This can hardly be called a justification. We do not accept
the proposal.
456
35.20 The same association has suggested inclusion of the
following posts in the cadre of the WBLS. They are the post of Labour
Commissioner, that of the Chief Inspector of Shops and Establishments,
that of the Secretary, West Bengal Building and Other Construction
Workers’ Welfare Board, that of the Commissioner, West Bengal Labour
Welfare Board and those of the CEO and the Secretary of the West
Bengal Unrecognized Sector Workers’ Welfare Board.
35.21 Of these, the first one is an IAS cadre post. Further the IAS
officer who holds this post also traditionally acts as the Chief Inspector of
Shops and Establishments in his ex officio capacity. We do not
recommend any change in this arrangement.
35.22 The Department has informed that the posts of the
Secretary, West Bengal Building and Other Construction Workers’
Welfare Board, that of the CEO West Bengal Unorganized Sector
Workers’ Welfare Board and that of the Secretary of the latter are being
manned by the officers of Labour Directorate/ an IAS officer working in
Labour Department in addition to their normal duties. In the
W.B.B.O.C.W.W. Board, the Secretary of the Board is also the CEO of
that Board. The Department is yet to frame separate recruitment rules
for these posts. Apparently the work of these two Boards has not yet
become quantitatively significant. We have no recommendation to make
as to the members of which Service should serve in these posts. We are
sure that the Department, while deciding upon these matters, would take
care of all possibilities.
35.23 The same Association has also demanded the posts of
Managing Director of the State-run Public Sector Undertakings. They
have named 8 such PSUs, though they have ended the list with an “etc”
meaning thereby that they are claiming the posts of Managing Directors
of an undefined number of PSUs too. We reject the claim. Successful
457
running or for that matter, the reconstruction process of the PSUs
involves professionalization of the top posts in these PSUs. Labour
Service does not come into the picture as a matter of course.
35.24 There is a demand for posting of officers belonging to the
WBLS to various Secretariats such as Special Secretary, Joint Secretary,
Deputy Secretary etc. The demand is not accepted.
35.25 Another demand is to confer the rank of Assistant Secretary
to members of the WBLS who would have the grade pay of Rs. 6,600/-,
that of Deputy Secretary to those who would have the grade pay of Rs.
7,600/-, that of Joint Secretary to those who would enjoy the grade pay
of Rs. 8,700/- and that of Special Secretary to those who would have the
grade pay of Rs. 10,000/-.
35.26 We do not agree. In the first place, it is important, in the
system in which we work, to maintain the difference between the
Secretariat and the Directorate. In the second place, there is absolutely
no reason to opt for an arrangement in which there will be a very large
number of Secretaries, Deputy Secretaries, Joint Secretaries and Special
Secretaries who would have the powers of these Secretariat posts but no
Secretariat duties.
35.27 As for the demands of this Association to declare the WBLS
as a State Civil Service for the purpose of promotion to the IAS and doing
away with the present system of reserving 85% of the promotion to the
IAS for the WBCS(Exe) , we have taken a view in the chapter dealing with
P&AR Department.
35.28 The Association’s demand towards shifting the Minimum
Wage Inspectors from the offices of the BDOs to the offices of the regional
Assistant Labour Commissioners is also rejected. The desire to have a so
458
called one line administration does not constitute a good enough reason
to accept the proposed change.
35.29 There is a series of scale upgradation proposals. Even
though they have been clothed as proposals to man certain posts by
higher ranking Labour Directorate Officers, they would mean, if
accepted, upgradation of scales. Simply put, these would mean awarding
(i) pre-revision scale no. 19 to the post of Director State Labour Institute
in place of pre-revision scale no. 18, (ii) pre-revision scale no. 19 to the
post of Additional Chief Inspector, Shops and Establishments in place of
scale no. 18, (iii) pre-revision scale no. 18 to the post of Joint Chief
Inspector, Shops and Establishments in place of scale no. 17, (iv) pre-
revision scale no. 17 to the post of Deputy Chief Inspector, Shops and
Establishments in place of scale no. 16, and (v) pre-revision scale no. 17
to the post of Deputy Director, SLI , in place of scale no. 16 . There has
not been given any justification for these proposed scale upgradations.
We do not accept the proposals.
35.30 The Association’s demand for a special pay of 5% of the basic
pay to the members of the WBLS as compensation for the arduous duties
that they allegedly perform is rejected.
35.31 The Association has also demanded a new CAS which will
give an automatic scale upgradation every 5th year upto the 20th year of
one’s service life.
35.32 A new CAS has been discussed in a separate chapter.
35.33 Another association representing the Officers of the
Department has pleaded that pay of the members of the West Bengal
Subordinate Labour Service should be the same as is being enjoyed by
the Labour Enforcement Officers of the Central Government and further
459
that the scale of pay of the members of the West Bengal Labour Service
should be the same as is being enjoyed by the officers of Group-A
services of the Central Government do not call for any discussion. We
have already recommended different Pay Bands and the Grade Pays. The
State Government has also accepted them meanwhile. We do not
recommend any change from them.
35.34 The demand that the members of the West Bengal Labour
Service should be given a Special Pay as is being allegedly given to the
members of the WBCS(Exe) is rejected. Special Pay has been abolished
quite a long time ago.
35.35 The West Bengal Subordinate Labour Service Officers’
Association has suggested that the scale of pay of the members of the
West Bengal Subordinate Labour Service should be fixed in the same
manner as is done for the Assistant Commercial Tax Officers. It is to be
noted that the Hon’ble Supreme Court has directed the State
Government (in connection with Civil Appeal no. 3855 of 2007) to allow
the Agricultural Minimum Wage Inspectors scale no. 10 in terms of
ROPA 1998. The Government of West Bengal has accordingly issued a
G. O. under no. 2540 – F(P) dated 05.04.2010 revising the pay scale of all
members of the W. B. Subordinate Labour Service to scale no. 10. The
revised scale shall take effect notionally from 01.01.1996 with actual
benefit w.e.f. 01.01.1998. We have therefore nothing more to suggest.
35.36 This Association has also asked for FTA for those members
of the WBLS who have to undertake local tours. The principles and
procedures for granting FTA to any government employee are already laid
down. This Commission has nothing to add to those principles and
procedures. All that we may say is that the Department may consider
which group of employees are required to undertake local tours regularly
460
in connection with their official duty and further consider in the light of
the given principles and procedures, whether they need be given FTA.
35.37 Next, we move to the demands of the employees of the
Directorate of Employment Service. We are in receipt of two sets of
demands / recommendations from two Associations we may deal with
them simultaneously.
35.38 One of the Associations has recommended that the revised
pay of the employees should be in Pay Band 3 and 4 of the Central
Government and has linked up the State’s individual pre-revision pay
scales with a specific Pay Band of the Central Government
simultaneously suggesting a particular Grade Pay of the Central Pay
Band. For example, those who were in the State’s pre-revision pay scale
no. 16, should be awarded, according to this Association, Central
Government’s Pay Band 3 plus a Grade Pay of Rs. 5400/-.
35.39 There is nothing to be discussed further for our
recommendations linking up the individual pre-revision pay scales with
the State’s own Pay Band + Grade Pay matrix have already been put into
practice.
35.40 The other Association has also more or less the same thing
in its mind when it recommended certain pay scales to replace the
State’s pre-revision individual pay scales. The pay scales recommended
by it are not of Pay Band variety. Nevertheless, the conclusion given in
the foregoing paragraph is true in this case also.
35.41 One Association has gone on to suggest introduction of a
new CAS incorporating therein the ideas that (i) automatic scale
promotions should be granted on completion of every 6 year’s of service,
(ii) there should be 4 such automatic scale promotions starting from the
461
completion of the first 6 years of service, and (iii) the range should cover
scale no. 16 to scale no. 21.
35.42 We are considering a revised CAS in a separate chapter.
35.43 One of the Associations has suggested introduction of a
system in which designations are scale-linked. To be precise, it wants
pre-revision scale 16 to be attached specifically to the Employment
Officers, pre-revision scale 17 to be attached to the Deputy Directors,
pre-revision scale 18 to Joint Directors and pre-revision scale 19 to the
Additional Director.
35.44 We do not think such a system serves any useful purpose.
We do not therefore recommend the same.
35.45 Both the Associations have proposed posting of officers of
WBLS to the Secretariat. While one of them wants the posts of Special
Secretary, Joint Secretary and Deputy Secretary, the other has specified
the posts of Joint Secretary, Deputy Secretary and Assistant Secretary.
35.46 The demand is not accepted.
35.47 According to one Association, the Directorate officers should
be given ex-officio status of Secretariat officers, viz., the Additional
Director should be the ex-officio Joint Secretary, the Joint Director ex-
officio Deputy Secretary and the Deputy Director ex-officio Assistant
Secretary.
35.48 There is no pressing and/or cogent reason for conferment of
Secretariat linked rank and status to the officers of one of the
Directorates.
462
35.49 Like some of the Associations of employees of Labour
Directorate, one Association of employees of Employment Service has
demanded that they too should get promotion, as one of the State Civil
Services, to the IAS.
35.50 We have dealt with the matter separately in the chapter in
which matters pertaining to P & AR Department have been discussed.
35.51 One of the Associations has asked for creation of hitherto
non-existent post of Special Director and suggested that there should be
12 such posts.
35.52 No justification has been given. We reject the demand.
35.53 Finally, in the opinion of one Association, the post of
Director of Employment, which now is an IAS cadre post, should be
opened up to the officers of Employment Service. We do not agree.
35.54 Next, we come to the demands of the Associations of
employees of the Directorate of ESI(M.B). We have, with us, three
memoranda from three Associations.
35.55 One of them, the ESI Medical Association has suggested
certain specific Central Pay Bands with certain specific Central Grade
Pays for the Medical Officers under ESI scheme.
35.56 Obviously the State would translate the pre-revision pay
scales into the State’s own Pay Band plus Grade Pay matrix. This
therefore does not deserve any further discussion.
35.57 The same Association wants the extant designations of the
Medical Officer to be changed. In its opinion, General Duty Medical
463
Officers (or GDMOs in short) are to become only Medical Officers (or
M.Os. in short), while the Medical Officers (Specialist) is to become only
Specialists.
35.58 We do not find any merit in the proposal. There is nothing
derogatory in either of the existing designations. We recommend
continuation of the same. We also advise against awarding them Grades
as proposed by the Association in the name of changing designations.
35.59 This Association has recommended creation of 9 new posts
(consisting of six posts of Deputy Director, two posts of Joint Director
and one post of Medical Director) and has also gone on to suggest
specific pay Bands and Grade Pays following the recommendations of the
Sixth Central Pay Commission in view of the proposed opening of
undergraduate as also of post-graduate medical education in the ESI
hospitals.
35.60 The scheme of imparting of medical education in these
hospitals has not yet made any noticeable progress. The bridge may
however be crossed once they are reached. Recommendations from a Pay
Commission, we are sure, will not be necessary if the proposal of
imparting medical education receives approval from the appropriate
authorities.
35.61 The ESI Medical Association has proposed payment of a
Specialist Pay / Qualification Pay to the Medical Officers of ESI
Directorate @ Rs. 1000/- per month for Diploma and Rs. 2000/- for
degree qualification. This is in replacement of a Specialist Pay @ Rs.
150/- per month for Post Graduate Degree and Diploma holders and @
Rs. 300/- per month for Post Graduate degree and Diploma holders after
10 years of service.
464
35.62 We have already given our recommendations on this matter
but concerning the Medical Officers under Health and Family Welfare
Department. We make identical recommendations for the Medical
Officers in ESI Directorate. In short, the recommendations are : (i) only
those with post graduate degree or diploma shall be considered as
specialists , (ii) they will not get any “Pay” but only an allowance which is
to be called qualification allowance ; (iii) the amount may be Rs.1000/-
per month for all who qualify and the amount shall not vary on the basis
of the number of years in service; and (iv) it shall be payable only as long
as a specialist actively works in his area of specialization (i.e., if he
moves to any job in which his specialized knowledge / skill is not put in
actual practice, he shall not be entitled to this qualification allowance.)
35.63 A dynamic assured career progression scheme has been
devised by this Association (consisting of automatic scale promotion on
completion of the 4th, 10th, 14th and 20th years of one’s service, and all
scale promotions being vacancy-independent).
35.64 This, along with other proposals of career advancement has
been considered in a separate chapter.
35.65 This Association has suggested incentivization of ESI
Medical Officers for doing duty in administrative posts. In the absence of
any cadre of government doctors for doing such duties ( unlike the Public
Health cum Administrative cadre in the Health and Family Welfare
Department) , the Association wants the IMO in charge / Assistant
Superintendent / Deputy Superintendent of an ESI hospital should be a
Medical Officer at least of pre-revision scale no 17, the AMO
/Superintendent of such a hospital should enjoy at least pre-revision
scale no 18, and finally the Deputy Directors should be senior enough to
be at least in scale no 19. All of them should be given 3 additional
increments in their respective pay scales/ Pay Bands. Besides, in the
465
opinion of the Association, all of them should be paid “corresponding
administrative pay”.
35.66 We agree that the MOs of ESI Directorate will have to keep
on doing what is primarily an administrative job, since there is no
administrative cadre of the ESI doctors. Also, developing a separate cadre
within the totality of ESI doctors may not be called for at this moment in
view of the rather limited number of ESI hospitals as of now. We have
two sets of recommendations to tackle the situation. The first one is
payment of an administrative allowance (note, it is not pay, but an
allowance only) to those MOs of ESI Directorate who are called upon to
perform various administrative job in running of ESI hospitals. We
recommend a fixed amount of Rs. 500/- p.m. as administrative
allowance for the M.O who will act as the Superintendent, another fixed
sum of Rs.400/- p.m. for the M.O who will work as Deputy
Superintendent and still another fixed sum of Rs.300/-p.m. for the M.O
who will act as an Assistant Superintendent.
35.67 Our second suggestion is towards development of a non-
medical cadre of hospital managers like those who are already working
as non- medical Assistant Superintendents in the hospitals being run by
Health and Family Welfare Department. The essential qualifications for
the non-medical hospital managers may be (i) graduation, with (ii) either
a post graduate degree or a diploma in hospital management. The Pay
Band plus Grade Pay to be made applicable to them may simply
replicate, what is/ will apply to the non-medical Assistant
Superintendents of the hospitals being run by Health & Family Welfare
Department. We have recommended, in the chapter in which the affairs
of the latter have been discussed, that these non- medical hospital
managers should, in due course of time, be given higher and higher
responsibilities in management of various non-medical matters of the
hospitals and appropriate posts should accordingly be given to them. We
466
make the same recommendations for utilization of the services of such
hospital managers in ESI hospitals also. As and when these take over
more and more responsibilities in day-to-day management of the non-
medical matters, gradually more or more MOs would be freed from the
duty of handling the routine non-medical affairs and to that extent,
more and more ‘service’ from the Medical Officers would be available to
attend to medical matters in which their expertise lies.
35.68 While we are on the subject of management of hospitals and
the dispensations to be made for those that are the principal
functionaries in running of those hospitals, we may as well discuss here
the pay and other related matters of the nursing staff, the Ward Masters
and different non-medical technical staff who are part and parcel of the
hospitals in question. The cases of these three groups of employees have
been pleaded by another Association.
35.69 This Association has pleaded that (a) the pay scale of the
Ward Masters should not be less than those enjoyed by the Head
Clerks / Head Assistants, and (b) further that the Ward Masters are to be
given an administrative allowance of Rs.2000/- per month.
35.70 There is no question of giving any administrative allowance
to the Ward Masters. Their work is administrative in nature. Therefore,
what they do is what their duty is and no separate allowance should be
given to any one for doing his duty.
35.71 As for their pay scale(s) the same will be what is / going to
be paid to their counterparts in the Government Hospitals of Health and
Family Welfare Department. On being approached by the latter, we have
already agreed to a proposal of Health Department to revise upward their
pay scales in the following manner. Grade-III Ward Masters should be in
pre-revision scale no 9 in place of pre-revision scale no. 6, Grade-II Ward
467
Masters should get their pay in pre-revision scale no 10 in place of pre-
revision scale no. 8, and Grade I Ward Masters are to enjoy pre-revision
scale no. 12 in place of pre-revision scale no. 10. Simultaneously
however, the minimum educational qualification for directly recruited
basic grade Ward Masters would have to be graduation in any discipline.
All of these should hold equally for the Ward Masters in ESI hospitals,
mutatis mutandis.
35.72 For Medical Technologists of ESI hospitals also, the same
principle should hold good, i.e., the pre-revision pay scales no. 9, 10 and
12 for Grade III, Grade II and Grade I respectively (that have replaced
pre-revision scales no. 7, 9 and 10) applicable to the Medical
Technologists of Health Department hospitals should apply to the
Medical Technologists of ESI hospitals provided the essential
qualifications laid down for direct recruitment of the former are strictly
adhered to.
35.73 Pharmacists in Health Department are also similarly
subdivided in three Grades, viz., III, II and I and are now in identical pre-
revision pay scales, viz., 9, 10 and 12 respectively. Pharmacists in the
Directorate of ESI (MB) may also enjoy the same pre-revision pay scales,
once again, provided they have the same qualification(s) at the entry
level, i.e., at direct recruitment.
35.74 We also advise maintaining parity in the matter of pay etc
between the Nurses of the Health Department and those of the ESI (MB)
Directorate. As of now, there does not appear to be much discrepancy
between the two. On the teaching side, the teaching faculty of ESI
Nurses’ Training Centre has the posts of (1) Tutor and (ii) Clinical
Instructor both in pre-revision scale no. 14. In Health Department’s
College of Nursing, there is a Senior Sister Tutor in pre-revision scale no.
14 and a Sister Tutor in pre-revision scale no. 12. The Clinical Instructor
468
was in pre-revision scale no. 11. But we have recommended scale
upgradation of the post to pre-revision scale no. 13.
35.75 In the ESI hospitals, the Matrons and the Nursing
Superintendents are in pre-revision sale no. 14. Similar posts in the
hospitals of Health Department are those of Deputy Nursing
Superintendent and Matron. Both are already in scale no. 14.
35.76 At the hospital level, the Assistant Nursing Superintendents,
Assistant Matrons and the Sisters in charge in the ESI hospitals enjoy
pre-revision scale no. 12. The Assistant Matrons and the Ward Sisters in
the hospitals run by Health Department are also in pre-revision scale no.
12.
35.77 The Staff Nurses both in ESI hospitals land Health
Department’s hospitals enjoy an identical pay scale, i.e., scale no. 9 and
both groups have a higher initial at Rs. 4125/-.
35.78 Grade-III Nurses, designated as ANMs and posted in
different service dispensaries under ESI(MB) Scheme are in pre-revision
scale no. 6. In Health Department also, the ANMs are in pre-revision
scale no. 6. (However, many of the ANMs under Health Department have
since been absorbed in the cadre of GNMs and that of the ANMs has
been declared to be a dying cadre.)
35.79 It thus appears that pay-wise, the Nursing Staff under the
ESI(MB) Scheme are on the same footing with those of the Health
Department.
35.80 One of the Associations has proposed that all Group-D
employees and all Group-C employees including the nurses and the
469
NMTP employees should be awarded pay scales etc at par with those
enjoyed by such employees of the Central Government.
35.81 We do not agree. The State Government has its own pay
scales (now Pay Bands and Grade Pays) and no group of the State
Government employees can expect any pay scale etc beyond those pay
scales.
35.82 The same Association recommends payment of ESI
allowances to Group-C and Group-D employees of ESI Directorate. It is
learnt that such allowance has since been discontinued from 2000. We
do not recommend its re-introduction.
35.83 The same Association has called upon this Commission to
remove the difference in treatment of the benefits of the ROPA 1990
between the NMTP employees of the ESI Directorate and their
counterparts in Health Department. Allegedly the latter got the actual
effect of these benefits from 01.01.1986 while the former got the same
only from 21.02.2002.
35.84 This matter was referred to Labour Department. The latter
has stated clearly that the NMTP employees of the ESI(MB) Directorate
were given the benefits of ROPA ’90 along with all others in due time.
However, the upgraded scales of certain categories of employees, viz.,
Lab. Assistant, X Ray Technician, ECG Technician and Pharmacist/
Pharmacist-cum-Salesman were under ROPA ’90 given effect notionally
from 01.01.1986, but actual payments were made from 21.01.2002. The
Department may take up with the Finance Department if there has been
any genuine deprivation of the due benefits.
35.85 The other Association has proposed creation of a probationer
reserve which is to be equal to the size of one batch of direct recruits in a
470
year, leave reserve of 30% of the total strength of the Medical Officers,
training reserve of 5% of senior duty posts and deputation reserve of 10%
of senior posts in medical field.
35.86 We do not think that the ESI doctors are in need of so many
reserve posts. However we do recommend that the Department and the
concerned Directorate may take a well thought out view on the matter.
35.87 An Association has asked for enhancement of the NPA for
the doctors from 25% of basic pay to 30% of the basic pay (Pay Band +
Grade Pay) like the doctors of the Health Department.
35.88 We may not accept this demand as NPA @ 30% has been
allowed to the members of WBMES only.
35.89 There is a suggestion for a cadre review. We fully agree and
recommend that the Department reviews the strengths of different cadres
under it, not only now, but at regular intervals, say of 5 years.
35.90 Regarding the Engineer officers of the Directorate of Boilers,
one of the associations has demanded one scale higher than what is now
being enjoyed by each category of officers except for the Deputy Director
and the Director for whom additional special pay @ 4% of the Basic Pay
and pre-revision scale no. 21 respectively have been suggested.
35.91 The Commission has considered the suggestions carefully.
Now the Commission recommends the following : there may not be any
change in the pay scales of the Director, Assistant Director and the
Inspecting Officer. The pay scale of the Deputy Director may continue to
be pre-revision scale no. 17 but with higher initial at the 3rd stage. We,
however, stipulate that this post should be filled up only by promotion
from among the Assistant Directors, and the pay scale of the
471
Superintendent may be upgraded from pre-revision scale no. 17 to pre-
revision scale no. 18. The pay scale of the Joint Director may be
upgraded from pre-revision scale no. 18 to pre-revision scale no. 19.
Further, the scale of the Director may continue to be pre-revision scale
no. 19, but he may be given a higher initial at the 3rd stage provided that
the post is filled up by promotion of a Joint Director.
35.92 An identical set of demands for scale upgradation has been
made for the Engineer Officers of the Directorate of Factories. The
Commission make the same recommendations in respect of the
Engineers of the Directorate of Factories, as have been made those in the
Directorate of Boilers.
35.93 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
472
CHAPTER – 36
LAND AND LAND REFORMS DEPARTMENT
36.0 As per the Rules of Business, Land and Land Reforms
Department has four basic and generic functions. These are:- (a)
definition of rights in or over land and incidents of land tenure, but not
including matters relating to the urban land ceiling; (b) acquisition of
land for public purposes; (c) collection of public revenue from land and
from cesses; and (d) constitution and regulation of Rent and Revenue
Courts. When translated into in a mundane language, these will mean
and include functions like survey of land; preparation and maintenance
of land records including mouza maps; collection of land revenues and
various other public revenues; administration of the Public Demand
Recovery Act (1913) in appropriate cases; enactment of land laws like the
West Bengal Estates Acquisition Act (1953) and the West Bengal Land
Reforms Act (1955); implementation of these Acts by way of vesting of
ceiling surplus land to the State Government and thereafter distribution
of the vested land among the landless and the land-poor rural population
who depend upon agriculture for their livelihood; payment of
compensation to those from whom ceiling-surplus land may have been
taken over by the State Government; acquisition of land for public
purposes in accordance with Central Acts like the Land Acquisition Act
(1894); administration of the Thika Tenancy Act in Kolkata and Howrah;
administration of the West Bengal Premises Tenancy Act; management of
minor minerals in terms of the Minor Minerals (Regulation and
Development) Act (1957) and a whole host of other functions all of which
need not be enumerated here.
36.1 To get all such work done, this Department has to maintain
a large number of establishments that are in addition to the
establishment of the Department itself located at the State headquarter.
473
It has one Directorate, namely, the Directorate of Land Records and
Survey. Besides, there are the establishments of three Divisional
Commissioners, those of the Collectors in the districts and those of the
Sub Divisional Officers in outlying subdivisions of the districts. Further,
the office of the First Land Acquisition Collector, Kolkata, that of the
Rent Controller, Kolkata, that of the Arbitrator, North and South 24
Parganas, and that of the Thika Tenancy Controller, Kolkata and Howrah
are under the administrative control of Land and Land Reforms
Department. This Department is also the administrative Department of
the West Bengal Land Reforms and Tenancy Tribunal.
36.2 Two important changes in the structure of the administrative
machinery of the Department have been brought about in the recent
past. Towards the end of 1980’s the separation between the survey and
settlement wing under the Directorate of Land Records and Survey and
the so called management wing under the District Collectors was done
away with. They have since been integrated with each other so as to
provide a unified service from the level of districts down to the level of
Gram Panchayats. Further, at the H.Q. level, the Board of Revenue
which was a landmark feature of the land revenue administration system
in the State has been abolished some time in the middle of the 1990s.
36.3 The Commission has received written representations from a
number of associations of different groups of employees. The
administrative Department has also given its suggestions on some of the
issues. The demands / recommendations/ suggestions are discussed in
the paragraphs that follow.
36.4 Bhumi Sahayaks who are already in pre-revision scale no. 6,
have only demanded that the facilities of non-functional promotion to
Grade I and of functional promotion to the post of Revenue Inspectors
which they currently enjoy should be maintained. Similarly, Group D
474
employees of the offices of the Revenue Inspectors have demanded that
they should continue to receive the benefits of a non-functional
promotion to Grade I and of a functional promotion to Group C posts
(applicable to those who have the minimum requisite educational
qualification and have also served for a minimum period of 5 years in the
feeder post). There is no question of denying these benefits to these two
groups of Government employees, particularly because they are already
enjoying them.
36.5 There are two associations which have spoken on behalf of
the Revenue Inspectors, who were borne in the pre-revision scale no. 6
with a special pay of Rs. 60/- p.m. when the integrated set up was
initiated. The demand of the Revenue Inspectors was that they should
be given scale no. 9 in view of their duties and job responsibilities.
36.6 We find that the State Government has already issued a G.O.
(i.e., no. 766-F dated 27.01.2009) in terms of which the Revenue
Inspectors have been put in pre-revision scale no. 9. This will have
notional effect from 01.01.1996 and actual effect from 01.01.2008. We
have therefore nothing more to recommend in this respect.
36.7 The Settlement Amins have demanded that their designation
should be changed and they should be placed in pre-revision scale no. 9.
According to them, they do the same work which the Surveyors do and
that perception appears to be the basis of these two demands.
36.8 We however do not find that their demands have been
substantiated with reference to the work responsibilities of these two
groups of employees and hence we do not accept their claims.
36.9 In the integrated set up, immediately above the Revenue
Inspectors are the members of the West Bengal Subordinate Land
475
Revenue Service Grade I. Members of this Service hold posts of the
Revenue Officers and the Technical Officers of the integrated set-up, the
Assistant Compensation Officers, the Enquiry Officers in the L & LR
Department, the Kanungos of the Thika Tenancy establishment, the
Revenue Officers of the Kolkata Collectorate etc. About one third of the
posts, 33.33% to be specific, are filled up by promotion from among
Revenue Inspectors having requisite qualifications, while the rest are
filled up directly by the PSC on the basis of the results of the WBCS (Exe)
Group C examination. The members of the WBSLRS Grade-I were in
pre-revision scale no. 12. By virtue of a recent Government Order they
have been upgraded to pre-revision scale no. 14 with notional effect from
01.01.1996 and actual effect from 01.01.2008. At present, there is no
further demand for scale upgradation for the WBSLRS Grade-I. (except
the demand for constitution of a new Service, which if granted, would
automatically result in some upgradations).
36.10 The next higher group of superior posts are those of the
Special Revenue Officers Grade-II (i.e., the SRO-II). All the posts of SRO-
II category are filled up by promotion from the members of the WBSLRS
Grade-I there being no system of any direct recruitment to SRO-II posts.
The pre-revision pay scale they have been enjoying was scale no. 14.
However, recently by dint of the same Government Order cited above,
(i.e. G.O. No. 10908-F(P) dated 04.12.2009, they have been put in
unrevised scale no. 15 with notional effect from 01.01.1996 and actual
effect from 01.01.2008. All the three associations that represent the
WBSLRS Grade-I, SROs-II and SROs-I have demanded that the pay scale
applicable to the SROs-II be further upgraded to scale no. 16.
36.11 The topmost group of officers belonging to L&LR Department
consists of the Special Revenue Officers Grade-I (i.e., SRO-I). These posts
are borne in the pre-revision scale no. 16 and all the posts are filled up
by promotion of SROs-II. Once again there is no direct recruitment. Two
476
sets of scale upgradation have been asked for. The first one is to pre-
revision scale no.17 and the second one is to pre-revision scale no.18,
the latter being limited to a fixed number of posts (i.e., 7 posts) which
will be the 7 seniormost posts among the SROs-I.
36.12 These proposals for upgradation are interlinked with a
proposal for creation of a State Service in Land Reforms administration.
Two of the associations have pleaded for one unified State Service
consisting of the WBSLRS Grade-I, SROs-II and SROs-I, while in the
opinion of another association the proposed State Service may consist of
the upper two cadres only (i.e., the SROs-II and the SROs-I). But before
the pros and cons of the proposed State Service are gone into, it will be
useful to have a look at the nature of duties and responsibilities of these
cadres.
36.13 It has been claimed that the members of the WBSLRS Grade-
I are those revenue officers – using the expression in a generic sense-
who have to perform some of the most important executive and quasi-
judicial duties at field level. The types of posts that they hold have
already been described. On them it has been stated - rests the
responsibilities of detection and distribution of ceiling surplus land as
also of recording the names of the bargadars and the pattadars. Besides,
collection of land revenue and preparation and digitization of land-use
maps also fall within their list of duties. They also perform duties in
implementation of the Thika Tenancy Act.
36.14 The SROs-II also have multiple responsibilities. When posted
as BLLRO, at the Block level, such an officer exercises many of the
statutory powers under various laws connected with land, i.e., the WBEA
Act, the WBLR Act, the WB Survey Act, the WB Minor Mineral Rules,
WB Cess Act etc. He remains responsible for preparation of the Record of
Rights and of maps including their digitization. He is required to
477
supervise the functioning of 8-10 Revenue Inspectors while acting as the
BLLRO and also act as the most important helping hand to the DLLROs
at the district level and the SDLLROs at the Sub Division level. He is
assisted by 3 Revenue Officers in his own office. The other posts in
which he may be required to work include Assistant Land Acquisition
Officer, Sub Divisional Compensation Officer, Assistant Urban Land
Ceiling Officer etc.
36.15 SRO-I is placed at an immediate superior position to SRO-II.
The posts which an SRO-I may have to work in are Sub Divisional Land
and Land Reforms Officer, Additional Land Acquisition Officer, Deputy
District Land and Land Reforms Officer, Law Superintendent in the office
of the First L.A. Collector, Kolkata, District Compensation Officer etc.
Besides SROs-I are reportedly being increasingly put in such posts which
are open to members of both WBCS (Exe.) and SRO-I but which cannot
be filled up by the former readily.
36.16 We generally agree that the work being done by the SROs of
both grades is quite important in the sphere of all land related matters.
However, we also have no doubt that the State Government has taken
the same into consideration when it granted, very recently, certain
upgradations to the members of the WBSLRs Grade-I and SROs-II. We do
not find any reason to recommend another dose of upgradation of scale
on the same grounds that must have already been analyzed, weighed and
considered by the State Government before the latter effected the scale
upgradation in question.
36.17 But what appears to be more important than a few scale
upgradations is the demand for a State Service asked for by all the three
major associations that represent the WBSLRS Grade-I, SROs-II and
SROs-I. There are basically two varieties of the demand, i.e., the first one
keeps the present WBSLRS Grade-I as the Junior State Service while
478
merging the cadres of SROs-II and SROs-I into a State Level Service; the
second variety suggests creation of a State Land Reforms Service
comprising of the three cadres of L&LR Department. Irrespective of the
precise forms of the proposal, there are two basic grounds on which the
proposal is based, and these are common to the memoranda of all the
three associations. First, it is claimed that it is only these three cadres of
the L&LR Department who have the necessary technical expertise to
implement land reforms meaningfully. Second, there is a tremendous
amount of congestion in these cadres – particularly the lower two cadres-
and only formation of a State Level Service can ensure appropriate
promotions to all of them and thus do away with the problem of cadre
congestion.
36.18 We have received, as late as in the late second week of April
2010, a letter from the Land Reforms Commissioner and the Principal
Secretary of L & LR Department recommending the following: - (a) the
existing cadres of SRO-II and SRO-I be merged to form a new cadre,
namely, Senior Revenue Officer or SRO who will be borne in pre-revision
scale no. 16 but who should be upwardly mobile to pre-revision scales
no. 17 and 18 by way of functional promotion; (b) in the proposed cadre
of SRO apart from posts in pre-revised scale no. 16 there should be 212
posts in pre-revised scale no. 17 and 47 posts in pre-revised scale no. 18,
(c) there will be no direct recruitment in the proposed cadre, all posts in
the latter being filled up only by promotion from the members of the
WBSLRS Grade-I; and (d) a Revenue Officer belonging to the WBSLRS
Grade-I should be eligible to get promotion to the proposed cadre of SRO
after 5 years of satisfactory service. Thus this latest proposal from the
Department is nothing but another version – albeit a modified version –
of the first variety of the demand for a new constituted Service spoken of
in the foregoing paragraph.
479
36.19 We have carefully considered all the above spoken varieties
of the demand for a new Service. But having done that, we find that the
arguments are not convincing enough to lead one to the conclusion that
a State Level Service is the panacea to the problems stated by these
associations, and at least indirectly admitted by the Department.
36.20 While doing a particular type of work repeatedly over a long
period of time does generate some kind of expertise, such an expertise
cannot be the only factor, or even the most important factor to decide
whether a State Level Service needs to be formed in order to
accommodate such “experts”. We also hold that there is hardly any case
in favour of constitution of a State Service comprising only different
varieties of Revenue Officers and in total exclusion of the WBCS (Exe) or
other generalist Services, due to this factor alone.
36.21 The other point concerning the alleged cadre congestion, i.e.,
absence of the desired kind of promotion opportunities does need a
scrutiny. According to an estimation submitted by one of the
associations, there are 1533 sanctioned posts in the WBSLRS Grade-I,
After a minimum of 5 years’ satisfactory service, members of this
subordinate service become eligible for promotion in the next higher rank
of SRO II. The sanctioned strength of SRO-II is 861 and all of them are
filled up only by promotion from the lower feeder posts in the WBSLRS
Grade-I. After a minimum of 3 years’ satisfactory service as SRO-II, a
holder of this post becomes eligible to be promoted as SRO-I. The SRO
II, however, has an alternative promotion channel. After 6 years’ of
satisfactory service, he becomes eligible for promotion to the WBCS(Exe).
If he does not get, or chooses not to take a promotion via the latter route,
his promotion to SRO-I may take a very long time. These quantifications
differ in the estimations of some other associations. Besides, the
Principal Secretary of the Department has presented another set of
statistics. According to the latter, the number of sanctioned posts in the
480
WBSLRS Grade-I is 1576, the same in the cadre of SRO-II is 861 and
there is no sanctioned strength in the cadre of SRO I, even though as
many as 150 Special Revenue Officer, Grade-I have been functioning in
the Land and Land Reforms Department.
36.22 It is to be noted that it is not that promotions are non-
existent. As a matter of fact, the only direct recruitment is in the
WBSLRS Grade-I (and that too, to the extent of 67% of the total, the
remaining 33% being filled up by way of promotion from among the
Revenue Inspectors), and filling up all the posts in the cadres of SRO-II
and SRO-I are effected by promotion alone. The contention of the
associations is that the existing promotion opportunities are inadequate,
which is why promotions are taking long time to materialize. The point
that however has not been brought to the fore is that all of the
Government employees in question are recipients of the benefits of the
MCAS and the very concept of career advancement scheme was born out
of the consideration for such employees who may not get functional
promotion(s) because of lack of functional promotion posts in adequate
number. Thus, it has been admitted quite clearly that it may not be
possible to give functional promotions to each/each group of Government
employee(s). In this Department, we find a number of groups of
employees who do enjoy functional promotions already, and there is
MCAS in operation for those who have not received / may not receive
functional promotions. In view of such facts, the insistence that all of
them must be given functional promotions goes beyond the extant
norms.
36.23 We have already given our considered opinion elsewhere in
this volume on proposals of formation of new Services and we have not
recommended them because such new Services, if formed, will create
more and more difficult problems in future than will be solved in the
481
short run. We find no reason to give any different view on the instant
proposals for creation of new Services under L & LR Department.
36.24 Since however formation of new Services is the central focal
point of all the proposals and even the Department itself has jumped on
the bandwagon, we would like to be specific about how the proposals, if
accepted, will bestow not-too-insignificant financial benefits to the
present day members of the WBSLRS Grade-I, SRO-II, SRO-I and yet
create serious problems in future.
36.25 If the WBSLRS Grade-I is included in the proposed new
Service in the pre-revision pay scale no. 16 all the members of the
WBSLRS Grade-I will immediately get two scale upliftment to scale no.
16 from scale no. 14 at one stroke, while all the SROs-II will get to scale
no. 16. If on the other hand, WBSLRS Grade-I is not a part of the
proposed State Service but remains a feeder service to the latter, the
members of the WBSLRS I will still gain when they are promoted to the
State Service (because of the jump from scale no. 14 to scale no. 16
instead of to scale no. 15 as at present). The gain will be delayed
somewhat. But it is still a gain, not insubstantial by any standard. The
SROs-II will gain financially because of their upward movement at one
stroke and en bloc to scale no. 16 (i.e., they will not have to wait for the
same upward movement for 10 or 12 or 15 years to get promoted to SRO-
I). Additionally, if the proposal mooted by the Principal Secretary is
accepted, SROs-II will get some 109 posts in scale 17 and finally SROs-I
will be befitted by 103 posts in scale no. 17 and 47 posts in scale no. 18
straightaway. All that apart, benefit of an improved MCAS suggested by
us elsewhere in this Volume should apply to all of them.
36.26 These immediate gains notwithstanding, formation of the
proposed State Service will not solve the problem of stagnation except in
the short run. This is so because there will be a definite limit upto which
482
new posts can be made available to serve as cadre posts for the Service.
There will be no point in trying to locate new posts at the lower end,
because even with all direct recruitments stopped (as demanded), the
number of fresh entrants in the WBSLRS Grade-I by way of promotion
will continue. Thus, it cannot be expected that the WBSLRS Grade-I will
yield additional new posts for the members of the proposed Service. It
will be imperative that the latter wins new posts – which will have to be
incremental in number – only at the upper echelons of land reforms
service. But that too is limited by the number of posts currently held by
the WBCS(Exe). Once the latter are totally exhausted and the
WBCS(Exe)is fully replaced by the new Service, the process of expansion
will halt. Because the proposed Service is a unifunctional one – unlike
the WBCS(Exe) and some other Services, - the members of the proposed
land reforms State Service will have nowhere else to go. The process of
winning new posts at the higher ends will probably be a relatively slow
one, because of the likely difference between the rate at which new posts
are won and the rate at which new entrants join the Service by way of
promotion. Nevertheless stagnation will set in afresh once this process is
over.
36.27 It has also to be kept in mind that the cadre strength of the
proposed Service, if formed, will be nearly 2500. It will be wellnigh
impossible to find out appropriate cadre posts for the members of the
proposed Service. An obvious response is that they will continue to do
whatever they have been doing so long, and only a relatively small
number of new posts at a relatively superior level may have to be wrested
out from other State level Services to accommodate the members of the
new Service, which the proposers hope to achieve partly by replacing the
WBCS(Exe) and partly by creation of a few new posts. But if the
members of the new Service continue basically to perform the same
duties that they were performing before they joined the new Service,
there will hardly be any rationale for constitution of the new Service.
483
36.28 This approach is fraught with a problem of more serious
kind. Till now, there are clear cut stratifications of different functions
and duties involved in land reforms. These functions and duties have
been assigned to different groups of employees that are hierarchically
organized, and these hierarchies are characterized by different scales of
pay, among others. When the proposed new service is formed, the
existing hierarchies will mostly be broken because a huge majority will
be in the same scale of pay. It is an open question whether any
particular work which is now done by a junior employee and supervised
by a senior employee, will still be got done by the same employee who,
however, will not have the same senior-junior relation any more. There
will be problems in the discharge of statutory functions as a statutory
authority and its appellate authority may be in the same pay scale.
36.29 We, therefore, hold that formation of a new State Service as
proposed by the proponents of the idea is far from a true solution to the
problem of stagnation. In our view the demand is both unreasonable
and unrealistic and hence we are unable to agree to this demand. We
are not also in favour of accepting the Department’s proposal for creation
of 259 higher scale posts viz., 212 posts in scale no. 17 and 47 posts in
scale no. 18 in the proposed new Service of SRO.
36.30 While not agreeing to the proposal of the Department, we
think it will be important to highlight certain facts, cited by the
Department itself. The latter has admitted in so many words that there
is no sanctioned cadre strength of the SROs-I. If so, one may well ask,
how do some of the SROs-II at all get promoted to the posts of SROs-I
and how does the Department know whether it is promoting the correct
number of SROs-II to the post of SRO-I ? Can such things be managed
by pure conjecture which appear to be the only methods currently
available to this Department? The conclusion is unavoidable that the
484
Department has no control over the matter. In the background of even a
rudimentary type of cadre management, nothing much could have been
achieved in solving the problem of cadre congestion for a reasonable
period of time, even if all the suggestions mooted by the Department were
to be accepted in full. We, therefore, strongly recommend, that the
Department must first hold a thorough review of its cadres very carefully
indeed and only thereafter approach the appropriate authorities, with the
result of the review, with any proposal concerning its cadres.
36.31 However, before we end the discussion, we would like to
point out that putting a sizeable number of L & L R posts in the cadre
schedule of the WBCS (Exe), particularly at the lower and mezzo level,
but failing to man them by the members of the WBCS (Exe) apparently
because none belonging to the latter is available is hardly a sound
practice. The cadre schedule of the WBCS(Exe) should be reviewed and
such posts should be released in favour of the SRO-II and SRO-I. At
least 50% of the posts of the Deputy DLLROs, SDLLROs, Spl. LAOs and
Additional LAO, in our considered opinion, should thus be withdrawn
from the cadre schedule of the WBCS (Exe). Further, if in future any
post under the control of the L & LR Department and falling within the
current cadre schedule of the WBCS (Exe) cannot be manned by any
member of the latter Service for more than six months at a stretch, and
therefore, has to be manned by the SROs, it should be presumed that the
members of the WBCS (Exe) will not be available to man that post and
thereupon that post should automatically devolve to an SRO of the
appropriate variety.
36.32 Further, it has been pointed out that quite a few members of
the SRO-II find themselves to be age-barred for the purpose of promotion
to the WBCS (Exe) because the concerned Rules lay down that none
beyond the age of 54 years should be so promoted. Now that 60 years
has become the age of superannuation for all Government employees, we
485
recommend the concerned Rules may be marginally relaxed and 56 years
may be made the upper limit of entering the WBCS(Exe) on promotion
from various feeder services including the SRO-II.
36.33 The Department has forwarded the following individual case
to the Commission for consideration. The Librarian of the library of L &
LR Department has prayed that the library which was placed in category
B as per recommendation of the 4th Pay Commission and, therefore, the
Librarian was put in pre-revision scale no. 11 which was accorded to
category B libraries, may be placed in category A, and the librarian, as a
consequence of the latter, may be allowed pre-revision scale no. 16. The
argument appears to be that the status of the library of L & LR
Department should be the same as that of the West Bengal Secretariat
Library, for both are treated as Departmental Reference Libraries, and
since the West Bengal Secretariat Library has been put to category A, the
library of L & LR Department should also be classified as a category A
library.
36.34 We have given due consideration to the matter, but find no
reason to differ from the recommendations of the 4th Pay Commission in
this behalf. Hence we do not recommend pre-revision scale no. 16 for
the Librarian of L & LR Department.
36.35 We have received a proposal from the Department for
upgradation of the scale of pay of Head Computor in the office of the DLR
& S from pre-revision scale no. 9 to pre-revision scale no. 11. The facts
as stated by the Department are as under.
36.35.1 Two groups of employees, viz., the Surveyors and the
Computors have been working in the office of the DLR & S side by side
for a long time and their job responsibilities are interlinked. At one point
of time the Head Computor used to supervise the work of both the
486
Surveyors and the Computors. It has been stated that originally there
were two categories of Computors in this office holding basic scale nos. 6
and 9 respectively and Computor, Grade-I in scale no. 8. But, there are
now only Computors in scale no. 9, the others having already retired on
superannuation. The Surveyors on the other hand are in pre-revision
scale no. 9 and a newly created post of Head Surveyor is borne in pre-
revision scale no. 11. The Department recommends pre-revision scale
no. 11 for the post of the Head Computor.
36.36 On examination of the recruitment rules, it is found that the
Department has prepared two sets of draft rules. In terms of these
drafts, the post of the Head Computor is to be filled up only by promotion
from the Computors, and similarly, the post of Head Surveyor is to be
filled up only by promotion from Surveyors. The essential qualifications
for the posts of the Computor and of the Surveyor are identical, i.e., a
pass in Madhyamik Examination or equivalent, and possession of the
Senior Surveyorship certificate from West Bengal Survey Institute
Bandel, or a certificate of Surveyorship from ITI or its equivalent.
Therefore, the post of Head Computor may be said to have equivalence
with the post of Head Surveyor and, therefore, identical pay scale for the
Head Computor is not unthinkable.
36.37 In our considered opinion, the essential qualification for a
direct recruit Surveyor or a Computor should be (a) a pass in Madhyamik
examination or its equivalent, and (b) National Trade Certificate from an
Industrial Institute in the trade of Surveyor or Senior Surveyorship
Certificate from West Bengal Survey Institute or its equivalent. One may
add it will be desirable for the Surveyor / Computor to have some
practical experience in survey work. But previous experience may not be
made an essential qualification. We recommend that the draft
recruitment rules for the Surveyors and the Computors of the office of
the DLR & S may be modified accordingly.
487
36.38 We have already recommended pre-revision scale no. 12 for
the post of the Head Surveyor. We accordingly recommend the same for
the post of the Head Computors also.
36.39 We further suggest that the administrative department
should explore the possibility of merging the cadre of Computors with
that of Surveyors in future. As per draft recruitment rules, (which on
finalization and approval of the concerned authorities will come into
force) both categories of employees will have identical qualifications.
Therefore, one group should be able to bear the work responsibilities of
the other group also, and that being so, there is hardly any rationale to
keep them separate.
36.40 We have received a proposal from L & L R Department for
upgradation of pay scale of Chief Surveyor under that Department now
carrying pre-revised scale no. 9 on the ground that it is a promotion post
of Surveyor.
36.41 It appears that a special pay of Rs. 100/- was attached to
this post which was abolished w.e.f. 01.01.1996. The same proposal was
referred by them to Finance Department when the said Department
regretted the same as the Administrative Department could not establish
with supporting documents that the post is indeed a promotion post of
Surveyor.
36.42 Some further information and papers have been collected by
us from the Department and it appears that although there are no
separate rules of recruitment of Chief Surveyor, it was treated as a
promotion post even in the long past. The duties attached to the post
also appear to be supervisory in nature. The special pay as was attached
to the post till 31.12.1995 was also found to be so attached with this
488
post even in WBS (ROPA) Rules, 1970 and the rate was then Rs. 40/-
p.m.
36.43 In the above background, we may suggest framing of
recruitment rules of this post first while simultaneously laying down the
relation between the recently created post of Head Surveyor and this post
of Chief Surveyor. Thereafter the pay scale of this post may be
determined in consultation with the Finance Department.
36.44 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
489
CHAPTER – 37
LAW DEPARTMENT
37.0 The task of legislation was assigned to the erstwhile
Legislative Department of the Government of West Bengal. Law
Department was established in 1958 after amalgamation of two
departments – Legislative and Judicial – which were again bifurcated in
1963 between Judicial and Legislative Departments. In 1988 the
Legislative Department has been renamed as Law Department with two
branches, viz., Legislative Branch and Official Language Branch. The
later has two wings – Bengali and Nepali. The Department of Law is
headed by a Secretary drawn from the West Bengal Higher Judicial
Service.
37.1 The Law Department is required to examine and consider the
need for legislation from the legal point of view, competence of the State
Legislature on a particular subject matter, vires and constitutionality of
proposed legislation including the requirement as to obtaining previous
sanction of President under the Constitution, repugnancy of the
proposed legislation with other existing or earlier laws, consistency of the
proposed legislation vis-a-vis the previous of the Constitution and in
particular, those relating to fundamental rights. Further, the Law
Department is responsible for drafting of legislation, examination or
settlement of subordinate legislation and rendering advice as to the
feasibility of proposed legislation of legality of amendments to an
enactment, including drafting of amendments, among other functions.
37.2 In the Law Department the job of drafting of legislation and
vetting or settlement of subordinate legislation at the instance of the
administrative department is traditionally carried out by the Judicial
490
Officers drawn on deputation from the West Bengal Judicial Service.
Since 1999 the Law Department started to recruit through PSC Junior
Law Officers for manning the posts of Law Officer etc. and in 2006 a new
State Service under the name of West Bengal Legal Service (WBLS) was
created with a view to fostering the aspirations of such Law Officers and
encouraging their commitment to serve the Government better.
37.3 The Officers of West Bengal Legal Service (WBLS) are
presently appointed in pay scale No. 16 (pre-revised). The officers are
eligible to enjoy the next two higher scales, i.e., pre-revised scale Nos. 17
and 18 by way of CAS. It has been alleged that till date no policy has
been finalised for opening promotional avenues for them. It has,
however, been stated that for some time past the Government is
considering the proposal of reduction of certain deputation posts of the
Judicial Officers and filling up of non-judicial posts by the retired
Judicial Officers and also by the newly constituted State Legal Service
Cadre. A number of posts starting from the Secretary, Judicial & Law
Departments, Legal Remembrancer, Registrar, High Court, Chairman
and Member of various tribunals, Registrar of various Civil Courts, to
Joint Secretary/ Deputy Secretary, Law Officer of various Central
Government/ State Government and undertakings etc. have been
identified which, it has been claimed, should be filled up by officers of
WBLS on the ground that these posts are administrative in nature and in
no way relate to administration of justice and discharge of judicial
functions. It has also been stated that these posts may, as a stop gap
measure, be filled up by members of WBHJS, WBJS or WBCS (Ex), but
as soon as the members of WBLS attain seniority to fill these posts, such
posts, notwithstanding contained in any order, rules, notification, etc.
should immediately be filled up by members of WBLS.
37.4 The Commission feels that the Judicial Officers are also
connected with administration in their own sphere and it would be quite
491
fallacious to draw a conclusion that there is no connection between
administration of justice and general administration. The Commission
observes that the WBLS officers, who are noticeably enthusiastic about
clinching ‘administrative’ posts, have stepped into the arena of
administration of justice by claiming the posts of Chairman/ Member of
various tribunals. The functions of tribunals are pre-dominantly
judicial. The Commission has strong reservation about the de-
caderisation of such posts and hence, does not recommended de-
caderisation of these posts. Job responsibility of these posts requires
functional experience in administration of justice.
37.5 It has been represented that to retain the best talent in the
service the posts of Deputy Secretary/ Joint Secretary/ Special Secretary
and even of Secretary in different administrative departments should be
manned by WBLS officers.
37.6 The Commission is of opinion that functions of the WBLS
Officers relate to “Law” matters. Their designation should not be other
than Law Officer. In relation to administrative departments their role is
always nothing but supportive. Hence, ascription of designations like
Deputy Secretary/ Joint Secretary will not be befitting with their job.
The Commission therefore, is not in favour of re-designation of the Law
Officers as Deputy Secretary/ Joint Secretary and deployment of them in
those posts.
37.7 Representation has been made for creation of new posts of
Deputy Secretary (Law)/ Joint Secretary (Law) etc. in different
departments and extension of the WBLS to Directorate, District, Sub-
divisional Officers and local authorities like Municipalities, Panchayats
etc. for better supervision and administration of legal affairs including
court matters.
492
37.8 Creation of such posts in different departments and
extension of the branch to district/ sub-division/ Municipality level
depend or will depend on the functional necessity of the concerned
departments. The Commission does not, suo moto, recommend creation
of any posts at any level solely for the purpose of extension of any
particular service including that of the WBLS..
37.9 It has been represented that the officers of WBLS should be
provided with suitable and beneficial Assured Career Progression
Scheme, i.e., change of scale after every five years.
37.10 The question of CAS has been dealt with by the Commission
in a separate chapter. Hence, no further comment is made here for the
present.
37.11 Demand has been made for promotion to IAS or Indian
Legislative Service like the officers of Executive/ Forest Service.
37.12 The question of promotion to IAS etc. has been discussed by
the Commission in a separate chapter. Hence, the Commission refrains
from making any comment at the moment.
37.13 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
493
CHAPTER – 38
MASS EDUCATION EXTENSION AND LIBRARY SERVICES DEPARTMENT
38.0 As the name suggests this Department is concerned with
extension of mass education and promotion of library services.
38.1 There are two Directorates under the Department, viz., (1)
The Directorate of Mass Education Extension and (2) The Directorate of
Library Services. While the Directorate of Mass Education Extension has
its programme responsibility in respect of the (1) Literacy campaign in
the State in various forms, (2) Special schools for the visually disabled,
hearing disabled and mentally disabled children (3) Adult High Schools
(4) Non-formal Education (5) Social Education not connected with Higher
Education, the Directorate of Library Services looks after the affairs of
the State run Libraries as well as the sponsored/ aided Public Libraries
of the State. The State Library Mission Authority has been constituted
for monitoring the ongoing programmes for imparting literacy in the
districts as well as framing up of guidelines thereof. The State Library
Council is entrusted with the similar job relating to the libraries.
Community Library-cum-Information Centres (CLIC) have been
established in Gram Panchayat areas having no Government or
Government sponsored Libraries.
38.2 It has been proposed that for the sake of better
administration and streamlining the programme responsibilities of the
Directorate of Mass Education Extension a post of Additional Director
should be created in scale No. 19 (pre-revised).
38.3 We have already made it clear that creation of new posts
should generally depend on the functional necessity of the concerned
494
department. The Commission has no recommendation on the instant
proposal.
38.4 It has been represented that the Directorate of Mass
Education Extension is to look after the special schools for the visually
impaired, hearing impaired and mentally handicapped children. In
terms of Persons with Disabilities Act, 1995 personnel trained in those
special fields and having Registration under the Rehabilitation Council of
India can only supervise and monitor the functioning and affairs of such
special schools. At present there is only one post of Joint Director. It
has been proposed that an additional post of Joint Director (Special
Schools) for the Directorate of MEE should be created in scale No. 18.
The post will be filled up by persons with requisite qualification after
consultation with the P.S.C.
38.5 We have already stated our position on the matter. The
Commission has again no comments to make.
38.6 Demand has been made for sanction of some kind of benefit
for Assistant Director MEE, Chief Superintendent State Welfare Homes
Banipur, DMEEO and ADMEEO in view of the fact that District Inspector
of Schools in the School Education Department has been granted higher
initials in scale No. 16 (pre-revised).
38.7 The work responsibilities of these officers and those of the
D.I. of schools are not identical. The Commission does not find any valid
ground for extension of further financial benefits to the officers of the
above mentioned posts. The proposal is rejected.
38.8 The post of Principal, Sramik Vidyapith has been
conventionally filled up by Deputy Directors under the Directorate of
MEE. There are no recruitment rules for the said post. The post is
495
borne in scale No. 17 (pre-revised). It has been proposed that the post
should be filled up from amongst WBSES Officers under the Directorate
of MEE on the basis of recruitment rules framed in consultation with the
P.S.C.
38.9 The Commission is of the view that the administrative
department may take appropriate action in this regard. The Commission
has no view in this matter.
38.10 There is a Training institution under the Directorate of MEE
at Banipur, 24-Parganas (N) which is known as the people’s (Janata)
College. The institution does not only cater to the MEE wing of
Directorate but also conduct courses like Librarianship Training Course
involving the Directorate of Library Services. The post of Principal of
institution is borne in scale No. 16 (pre-revised). It has been proposed
that the post of Principal of People’s (Janata) College at Banipur should
be included in the cadre post of WBES under the Directorate of MEE.
38.11 The Commission does not find any merit in the proposal.
Therefore, it is not in a position to accept it.
38.12 The post of Chief Superintendent, N.D.K. State Welfare
Homes, Banipur in 24-Parganas (N) belongs to WBES cadre and it is
borne in scale No. 16 (pre-revised). There are four units in the said State
Welfare Homes having Secondary schools. Headmasters of these schools
also enjoy scale No. 16 (pre-revised). It has been represented that it does
not appear justified as the Chief Superintendent of the Homes is the
controlling officer in respect of all the staff of the Homes including the
Headmasters of the schools. In view of the above, it has been proposed
that the post of Chief Superintendent may be included in WBSES and
the scale of pay attached to it may be enhanced to the corresponding
scale No. 17 (pre-revised).
496
38.13 After careful consideration of the matter the Commission
finds the point raised to be valid and therefore recommends that the post
of Chief Superintendent may be included in W.B.S.E.S.
38.14 At present there are 12 State Welfare Homes in the State
under the MEE & LS department, each having the post of
Superintendent. They are borne in scale No. 10 (pre-revised) for Hons./
Master’s degree holders and scale No. 9 (pre-revised) for others. There is
a post of Headmaster in the schools of State Homes, the pay scale of
which is Rs. 5500 – 11325/- (pre-revised) for Hons./ Master’s degree
holders and Rs. 4650 – 10175/- (pre-revised) for others. It has been
represented that since the Superintendent is the nodal officer in respect
of the State Welfare Homes he should be placed in a higher scale than
that of the Headmaster and the post may be filled up from amongst
WBCS (Group C) officers.
38.15 After due consideration of the issue, the Commission finds
same substance in the contention of the Superintendents and
recommends scale No. 12 (pre-revised) for the post of Superintendent,
State Welfare Homes. As regards the filling up of the post the
Commission is of opinion that the existing method of recruitment, i.e.,
either by promotion or by direct recruitment, should continue.
Possession of a graduation degree may be fixed as the minimum
qualification for recruitment.
38.16 Representation has been made for upgradation of pay scale
of the Assistant District Mass Education Extension officers from scale
No. 14 (pre-revised) to pre-revised scale No. 15 on the ground that
recently the pay scale of Assistant Inspector of Schools has been
upgraded from scale No. 14 (pre-revised) to scale No. 15 (pre-revised).
497
38.17 The Commission does not find any merit in the demand.
Hence, the proposal is not acceded to.
38.18 The MEE department has proposed for abolition of Gradation
system now existing in the designation of EOMEE & LEOMEE officers
under the MEE Directorate as per recommendation of the 4th Pay
Commission.
38.19 In view of the fact that all the posts in Grade I & Grade III
have fallen vacant we may not have any objection to the abolition of
Gradation system. In fact, the department has already framed the rules
of recruitment for the posts of EOMEE/ LOMEE on the assumption that
Gradation system has ceased to exist.
38.20 Proposal has also been made for upgradation of the scale of
EOMEE/ LEOMEE from scale No. 9 (pre-revised) to scale No. 14 (pre-
revised), i.e., at par with the scale of pay of Sub-Inspector of Schools
because the issue is intrinsically connected with the filling up of higher
posts.
38.21 Considering the recruitment qualifications and the job
responsibilities of the EOMEEs/ LEOMEEs we recommend scale No. 11
(pre-revised) for them.
38.22 However, as regards promotion to higher posts, the existing
G.O. No. 217/MEE/Sectt. dated 11.03.2005 and G.O. No. 1306 –
Edu(MEE) dated 17.08.1999 have to be amended as these G.Os.
stipulate promotion from EOMEE/ LEOMEE, Grade I and Grade II and
Grade III respectively.
38.23 It has been represented that though the post of EOMEE is
the feeder post for promotion to the post of Joint B.D.O. Yet, the
498
LEOMEEs are not eligible for such promotion. There is, however, no bar
for lady candidates to be recruited to such post directly by the P.S.C.
The Commission has been urged for abolition of the discrimination.
38.24 We do not find any justification for such gender
discrimination. We, therefore, recommend inclusion of the post of
LEOMEE in the feeder post for promotion to the post of Joint B.D.O.
38.25 The post of officer-in-charge, Audio-Visual Section of the
Directorate of MEE carries the pay scale of Rs. 4500 – 9700/-. Besides
performing the normal duties of A.V. section the officer-in-charge is
entrusted with the duties related to various exhibitions regarding the
performance of the Department and Directorate of MEE. Representation
has been made for upgradation of the pay scale of officer-in-charge,
Audio-Visual section to scale No. 16 (pre-revised).
38.26 The Commission is of its considered opinion that in this age
of knowledge explosion and development of electronic media there is
hardly any efficacy of such Audio-Visual medium. The system has
outlived its purposes. In view of the above the Commission is of the view
that no useful purpose will be served by upgradation of the Audio-visual
section and recommends that the Government may consider its abolition
and using the service of the incumbent somewhere else.
38.27 The posts of Functional Literacy Project Officer were created
under a central scheme. They are borne in scale No. 12 (pre-revised).
The project has become non-existent at present. It has been proposed
that these schematic posts may be surrendered and the incumbents of
the posts, which is 3 in number now, may be accommodated by creating
supernumerary posts.
499
38.28 We have no objection if the posts are surrendered and the
accommodation of the incumbents by creation of supernumerary posts
and the project may be wound up.
38.29 It has been proposed that the 5% quota for promotion to the
posts of ADMEE/ C.S., Banipur/ DMEEO/ Additional DMEEO from the
Circle Assistants may be reserved for the Literacy Officers instead of
Circle Assistants. All the 5 posts of Circle Assistants are vacant.
38.30 We do not have any objection to such reservation. Further,
we recommend abolition of the post of Circle Assistant.
38.31 With the launching of Total Literacy Campaign in the early
nineties of the last century, Functional Literacy Projects in different
Blocks have come defunct. But the projects have not been wound up
formally and the officers and staff engaged in those projects are
continuing in the offices of DMEEOs. They are borne in scale No. 12
(pre-revised). Representation has been made for winding up the F.L.P.
and absorbing the officers and staff in the offices of DMEEOs by creating
supernumerary posts.
38.32 The Commission agrees with the logic of the proposal and
recommends winding up of the F.L.P. For absorption of the officers and
staff of the project administrative department may move the appropriate
authorities in the Government.
38.33 Principal, Calcutta Deaf and Dumb School is borne in scale
No. 16 (pre-revised). He is also in-charge of Training College for the
teachers of the Deaf for which he gets a monthly remuneration of Rs.
150/-. It has been represented that the said remuneration which was
fixed in 1975 is too meagre and the Commission has been urged for
enhancement of the same.
500
38.34 After due consideration of the matter the Commission
recommends enhancement of the remuneration from Rs. 150/- to Rs.
300/- per month. The Commission also suggests that a full time
Principal of the Training College for the teachers of the Deaf should be
appointed for proper administration of the College.
38.35 The visually handicapped teachers of primary and Secondary
Schools and College and University teachers have placed the following
proposals for recommendation by the Commission:
a) Allowance for Readers @ Rs. 1500/- p.m. for school teachers
and @ Rs. 2000/- p.m. for college and university teachers for
evaluation of answer scripts.
b) T.A. at double the normal rate which should be not less than
Rs. 1000/- p.m.
c) Annual grant of Rs. 12000/- for purchase of special teaching
materials.
d) Provision for interest free loan for purchase of assistive
devices like computers and allied accessories.
e) Provision of higher pay scale with achievement of higher
academic qualification.
38.36 After careful consideration of the proposals the Commission
regrets its inability to recommend any one of them.
38.37 It has been represented that special pay of the Teacher-in-
charge of Special Schools should be enhanced from Rs. 150/- p.m. to Rs.
2000/- p.m.
38.38 The Commission recommends enhancement of the
remuneration from Rs. 150/- to Rs. 300/- p.m.
501
38.39 There are some posts in Special Schools with the
nomenclatures of Orientation and Mobility Instructor, Daily Home Living
Instructor, Physical Instructor, Craft Instructor, Braille Instructor, Music
Teacher etc. Representation has been made for identical pay scale and
other benefits like the teachers of other Madhyamik/ H.S. Schools.
Demand for change of designation from ‘Instructor’ to ‘Master’ has also
been made.
38.40 The Commission does not find anything wrong with the
extant designation. Therefore, it does not accede to the demand.
38.41 It has been represented that Specialized Staff like
Audiologist, Speech Therapist, Occupation Therapist, Physchotherapist,
Ear Mould Technician, Psychologist should get the same pay scale as
enjoyed by the Assistant Teachers of Special Schools.
38.42 The Commission does not find any merit in the demand.
Hence, the demand is negated.
38.43 Representation has been made for sanction of U.D. scale
with 5 increments to Hostel Superintendent/ Matron.
38.44 The Commission does not find any good reason to accept the
demand.
38.45 It has been demanded that warden/Assistant Warden /
Nurse-cum-warden/ Matron-cum-office Assistant, if graduate, should get
L.D. scale of pay with 3 increments and if undergraduate L.D. scale with
2 increments initially.
502
38.46 After careful consideration the Commission recommends
corresponding pay band plus grade pay of the pre-revised scale no. 6.
38.47 It has also been represented that Transcriber should get
U.D. Scale of pay and Reader, if graduate should get L.D. scale of pay
with 3 increments and others with 2 increments.
38.48 The Commission finds no merit in the demand and hence
turns down the proposal.
38.49 Demand has been made for sanction of 5 increments initially
in the existing scale to skilled Group ‘D’ staff of special schools.
38.50 There is no valid reason to accept to demand. Hence, it is
negated.
38.51 Employees of Adult High School, Jhargram and
Ramchandranagar Srihari Smriti Kalyan Ashram have represented for
introduction of a pay scale for them.
38.52 These Institutions are not within the rule-making authority
of the government. Hence, the Commission refrains from making any
recommendations about them.
38.53 It has been urged that the Directorate of Library Services
needs additional posts due to increase in workload of the Directorate.
Proposal has been made for creation of seven additional posts starting
from Deputy Director to Lower Division Clerk.
38.54 Creation of post(s) depends on the functional necessity of the
Department/Directorate. Administrative department is competent
503
enough to judge the necessity of it and approach the government
accordingly. The Commission has no recommendation on the demand.
38.55 Proposal has been made for upgradation of pay scales of the
officers of the Directorate of Library Services starting from Director to
Assistant Director and Lecturer on the ground of multiplicity of
workload.
38.56 The Commission does not find adequate justification in the
argument.
38.57 It has been iterated that in the Public Library System of West
Bengal, as envisaged by West Bengal Public Libraries Act, the District
Library Officers (DLO) play key roles so far as administration of Public
Library System in the districts is concerned. The DLO is the ex-officio
Secretary of the Local Library Authority (LLA) of the district. Apart from
development of Public libraries he takes part in District Planning
Committee, Siksha Sthayee Samities of the Zilla Parishad and literacy
programme of the district. In this perspective representation has been
made for upgradation of pay scale(s) of DLO from scale no. 16 (pre-
revised) to scale no. 17 (pre-revised) and creation of a post of Assistant
DLO in scale no. 15 (pre-revised).
38.58 After careful consideration of the matter, the Commission is
of opinion that the job content of the post of DLO does not call for
upgradation of the pay scale and creation of a post of Assistant DLO.
38.59 Representation has been made for creation of scope of
promotion for the DLO and Assistant Director of Library Services to the
posts of Deputy Director, Joint Director (if created) and also to the post
of Director, Library Services.
504
38.60 The Commission feels that there should be some scope of
promotion for the officers of Library Service. The Commission, therefore,
recommends that the posts of Assistant Director of Library Services may
be filled up by promotion from among the DLO’s. One more post of
Assistant Director may be created and Assistant Directors may be placed
with a higher initial at the 5th stage in the existing scale of pay. 100%
promotion to the post of Deputy Director may be made from the
Assistant Directors. In the opinion of the Commission, there is no need
to create any post of Joint Director. The post of Director, however, may
continue to be filled up, from amongst the WBCS (Exe.) cadre, the post,
as of now, being a cadre post of the latter.
38.61 It has been demanded that all recruitment rules for the
Directorate of Library Services which were framed under different
branches of Education Department should be reframed under the
Department of Mass Education Extension and Library Services.
38.62 The Commission does not find any cogent reason behind the
argument. Hence, it rejects the proposal.
38.63 It has been represented that at present career advancement
benefits for the employees of Government Sponsored Libraries are not at
par with the Government Libraries. The Commission has been urged to
make it at par with the employees of Government Libraries.
38.64 In respect of CAS the government and non-government
employees are guided by different set of rules. The Commission,
therefore, negates the proposal.
38.65 It has been pointed out that there are certain posts which
are designated as “Darwan – cum- Night guard”, “Duftary-cum- Binder”
505
“Clerk-cum-Typist” etc. It has been suggested that the word “Cum”
should be avoided and the post should have a single designation.
38.66 The matter has been dealt with by the Commission in a
separate chapter. Hence, no repetition is made hereagain.
38.67 Proposal has been made for waiving the “economy circular”
in respect of the following :-
a) Hiring of car for Library inspection purposes.
b) Purchase of mobile vans for Mobile Library Services.
c) Recruitment in different posts in Public Libraries, Offices of the
Directorate of District Library Offices.
38.68 This is something on which the administrative department
should take a view after consulting Finance Department. The
Commission has no recommendation to make on the matter.
38.69 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
506
CHAPTER – 39
MICRO & SMALL SCALE ENTERPRISES AND TEXTILES DEPARTMENT
39.0 Previously known as the Department of Cottage and Small Scale
Industries, it has been given a new name, viz., Department of Micro and
Small Scale Enterprises and Textiles in terms of a Notification to that effect
issued by the Home (Constitution and Election) Department dated
13.03.2007. Functions of this Department now consist of (1) promotion and
facilitation of micro and small scale enterprises and trade in the State, save
as otherwise provided; (2) promotion and facilitation of overall Textiles Sector
including Handlooms, Spinning Mills, Silk Weaving, Powerlooms, Readymade
Garments, Hosiery and Sericulture in the State; (3) Regulation and control of
supply and distribution of paraffin wax; (4) matters connected with 13
Government companies/ corporations, apex cooperative bodies and
development agencies; and (5) matters connected also with 6 spinning mills.
39.1 This Department has now two Directorates. The first one is the
Directorate of Micro and Small Scale Enterprises, which is the new name of
the erstwhile Directorate of Cottage and Small Scale Industries, while the
second one is the Directorate of Textiles which has been newly created by
amalgamation of the erstwhile Directorate of Handloom and Textiles with the
erstwhile Directorate of Sericulture.
39.2 As specified in the Rules of Business, this Department exercises
administrative control over the following Government companies/
corporations, apex cooperative bodies etc: (a) West Bengal Small Industries
Corporation Ltd., (b) West Bengal State Handloom and Powerloom
Development Corporation Ltd. (Tantushree), (c) West Bengal Ceramic
Development Corporation, (d) West Bengal Handicraft Development
Corporation (Manjusha), (e) West Bengal State Handloom Weavers’
Cooperative Society (Tantuj), (f) West Bengal State Leather Industries
507
Development Corporation Ltd., (g) West Bengal Projects Ltd., (h) West Bengal
State Handicrafts Cooperative Society Ltd. (Bangasree), (i) West Bengal Khadi
and Village Industries Board, (j) Electronics Text and Development Centre, (k)
Small Industries Development Agency, (l) Paschim Banga Resham Silpi
Samabaya Mahasangha Ltd., (m) Silpabarta Printing Press Ltd., (n) The
Kalyani Spinning Mills Ltd., (o) The West Dinajpur Spinning Mills, (p)
Mayurakhsy Cotton Mills, Birbhum, (q) West Bengal Cooperative Spinning
Mills, Serampore, (r) Tamralipta Cooperative Spinning Mills Ltd., and (s)
Kangsabati Cooperative Spinning Mills Ltd.
39.3 It is noted that all of these 19 units are not operational and some
have even closed down meanwhile. However, out of these 19 organizations,
only 6 have been referred to this Pay Commission. The referred organizations
are (a) Sailpabarta Printing Press Ltd., (b) West Bengal Handicrafts
Development Corporation Ltd. (Manjusha), (c) West Bengal Khadi and Village
Industries Board, (d) West Bengal Small Industries Development Corporation
Ltd., (e) The Kalyani Spinning Mills Ltd., and (f) West Dinajpur Spinning Mills
Ltd.
39.4 A number of associations of the employees of the Micro and
Small Scale Enterprises Directorate have come up with demands for
constituting new Services consisting of different groups of officers of the
Directorate. Although the basic demand is common, there are variations
in the details. One association has recommended formation of a well
defined cadre Service consisting of all officers from the rank of Assistant
Director to that of the Additional Director and notification of a common
gradation list for the concerned officers.
39.5 Another association has demanded formation of two new
Services. The first one is to be called the West Bengal Industrial Service
comprising the posts of Assistant Directors/Managers, the Deputy
Directors /the General Managers, the Joint Directors and the Additional
508
directors. The second Service is to be called the West Bengal Junior
Industrial Service which will have only the Industrial Development
officers. This association has also demanded introduction of one line
administration.
39.6 The third group of Directorate officers has demanded
formation of a constituted Service to be called the West Bengal Industrial
Service and only the Industrial Development officers are to be the
members of the proposed new Service.
39.7 None of associations that have demanded constitution of
these new Services has cared to justify the demand. We have already
explained elsewhere our considered opinion about formation of new
Services. We hold that new Services, if formed, will usually yield some
benefits to some of the existing groups of Government employees, but are
likely to create more problems in the long run than these will solve in the
present. The instant bunch of proposals for new Services is no
exception. Moreover, whether the proposed new Services, if constituted,
will promote qualitative improvement in the work that the constituents of
the proposed Services now do, and if so, how, have not at all been
established. Finally various posts at different levels are not
interchangeable. We, therefore, do not recommend formation of the
proposed new Services.
39.8 One of the associations has demanded changing of the
promotion policy/recruitment rules in such a manner that the vacancies
in the concerned higher posts (i.e., those of the Assistant Director,
Deputy Director, Joint Director and Additional Director) are filled up only
by promotion, while not more than 50% of the posts of the IDOs are filled
up by direct recruitment and the rest goes to the promotees.
509
39.9 In a Directorate in which a variety of specialists are required,
it is not possible to go by a simple and single rule of all higher posts
being filled up only by promotion. Besides, it is not a good idea to do
away with the possibilities of infusing new blood altogether. The extant
recruitment rules for the IDOs, the Assistant Directors and the Deputy
Directors have made room for both direct recruitment and promotion
more or less in equal measure. The proposal that the recruitment
remains confined to 50% of the total has not been elaborated adequately.
Currently, 65% of the post of IDOs are to be filled up by direct
recruitment while the rest are to be filled up by promotion. We hold that
the quota of direct recruitment should not be reduced unduly for at this
level, both educational qualification and age matters. Having noted,
however, that the recruitment rules have made room for as many as 19
types of lower feeder posts from which promotion to the post of IDOs is to
take place, we think that 35% as the promotion quota may be somewhat
inadequate to accommodate the lower feeder posts. Accordingly we
recommend that the promotion quota to the post of the IDOs may be
increased to 40%.
39.10 Another association has demanded that the IDOs should be
promoted to the next higher post of Assistant Directors/Managers after
10 years’ of service and thereafter to the next higher post of Deputy
Directors / General Managers after 16 years’ service, both promotions
taking place automatically.
39.11 This is not a practical and an acceptable demand. Such an
automatic promotion will jeopardize quality and will also, in due course,
make the organization (i.e., the Directorate in this case) unnecessarily
top heavy. We reject the suggestion.
39.12 Curiously enough, the same association has also demanded
that the provision of scale promotion after 10 years of service and
510
thereafter another scale promotion after 16 years of service should
continue to be made available, so that in case functional promotion
cannot be given at the above stages of one’s service life, one gets the non
functional promotions.
39.13 This is actually a part of the extant Modified Career
Advancement Scheme. We have discussed the CAS matters in another
chapter of this volume. All that we may state here is that there is no
reason at all to apprehend that the benefits of the extant MCAS will be
withdrawn.
39.14 There is a proposal for upgradation of the scale of the IDO
from pre-revision scale no. 10 to scale no. 12. In support of the claim,
the concerned association has compared the pre-revision scale of the
IDOs with those of the Extension Officers (Sericulture) and of the Sub
Assistant Engineer (both of whom enjoy pre-revision scale no. 12),
stating simultaneously that from the point of view of entry level
qualifications, the IDOs have the same footing with the Extension
Officers (Sericulture) and the Sub Assistant Engineers.
39.15 The essential qualification for direct recruitment in the post
of IDOs is a degree of a recognized University or a diploma in Engineering
or Technology of a recognized University/ Institution, that of the Sub
Assistant Engineer is a diploma in Engineering and that of the Extension
Officer (Sericulture) is a degree in Science with Botany or Zoology or a
degree in Textile Technology, or in Agriculture, or Agricultural Economics
or Sericulture or equivalent qualification from a recognized University/
Institute. So there is indeed a broad similarity of essential educational
qualification at direct entry level in all the three posts. But the job
responsibilities of the IDOs are not comparable with those of the Sub
Assistant Engineers. On the other hand, one may somewhat generally
state that both the IDOs and the Extension Officers (Sericulture) are
511
engaged in extension work. Considering all pros and cons carefully we
recommend pre-revision scale no. 12 for the IDOs.
39.16 One of the associations has come up with the suggestions
that the scale of the Joint Directors and that of the Additional Director
should be upgraded from pre-revision scale no. 17 to scale no. 18 and
from scale no. 18 to the next higher scale respectively.
39.17 We do not find any justification for the proposed
upgradations and do not, therefore, recommend the same.
39.18 The Director of the Micro and Small Scale Enterprises
Directorate has mooted 9 proposals for upgradation of pay scales, 2
proposals for creation of some higher posts to facilitate promotions and 1
proposal for redesignation. The upgradation proposals are for (a) Grade-I
Exhibition Assistant, Statistical Assistant and Examiner (QMS) (from
scale no. 8 to scale no. 9), (b) Draughtsman, Chemical Assistant,
Exhibition Manager and Transport Supervisor (from scale no. 9 to scale
no. 10), (c) IDOs (from scale no. 10 to scale no. 12), (d) Lac Development
Officer (from scale no. 12 to scale no. 16), (e) OSD (Vigilance) (from scale
no. 14 to scale no. 16), (f) Joint Directors (from scale no. 17 to scale no.
18), (g) Additional Director (from scale no. 18 to scale no. 19). Of these,
the upgradation proposal for IDOs has already been dealt with. The rest
are without any justification except that the proposals appear to be a
part of a proposal for reorganization of the Directorate.
39.19 Another part of the reorganization proposal is a
recommendation for increasing the number of certain posts. They are
the post of Joint Director and that of the Additional Director. According
to this proposal, the number of posts of Joint Director should be
increased from 15 to 17, and the same for the post of Additional Director
should similarly go up from 1 to 3.
512
39.20 It has further been represented before us that the
Directorate is in the need of a post of Office Superintendent and a post of
a Senior Supervisor Typist.
39.21 Finally there is a proposal of redesignation of 50% of the
posts of Grade I Clerk-cum-Typist. These are to be given a new
designation of Data Entry Operators. The redesignated posts are to be
filled up by optees only and are to be another feeder post for the IDOs.
This also is a part of reorganization of the Directorate.
39.22 If one is to consider the merit of each subset of the totality of
the set of reorganization, one cannot but disagree with each proposal due
to near total absence of justification. However, since a reorganization of
an entire Directorate is reportedly being attempted, instead of simply
rejecting the suggestions, we recommend that the cadre controlling
authorities takes a hard and critical look at it and undertakes a
thorough review of each cadre/ group of posts first, and then only takes
up each such proposal with the appropriate authorities.
39.23 The Sericulture wing, which was itself a Directorate earlier,
is now a part of the Directorate of Textiles, has several associations of the
employees who have given their representations to us. One of the
associations has come up with a demand for constitution of 3 Services,
(a) West Bengal Junior Sericulture Service, comprising the Assistant
Inspectors and the Seed Examination Officers; (b) West Bengal
Sericulture Service comprising the Extension Officers Sericulture/
Managers and the Development Officers, Sericulture; and (c) West Bengal
Higher Sericulture Service which is to consist of all other officers from
the level of Assistant Director and above.
513
39.24 We have already discussed the issue of formation of new
Services and explained why such proposals are not likely to be conducive
to any betterment of the situation. We do not entertain the proposal.
39.25 The association has also demanded that (a) 75% of the post
of Extension Officer Sericulture/ Managers should be filled up by direct
recruitment of only those who hold a PG diploma in Sericulture, (b) all
pass outs with a PG diploma in Sericulture must be absorbed in the post
of Extension Officer, Sericulture, (c) the PG diploma in Sericulture must
be made one of the essential qualifications for the post of Extension
Officer, Sericulture, and (d) a degree in Textile Technology which is
currently one of the alternative essential qualification for the same post,
should be deleted from the recruitment rules.
39.26 We find that the current recruitment rules governing direct
recruitment to the post of Extension Officer, Sericulture do not specify
the aforesaid P.G. diploma as one of the essential qualifications (i.e., a
degree in Science with Zoology or Botany from a recognized University, or
a degree in Textile Technology, or Agriculture, or Agricultural Economics,
or Sericulture, or equivalent qualification from a recognized
University/Institute). The demands which appear to have originated
from a lobby of the holders of the aforesaid PG diploma, are simply not
acceptable.
39.27 The same is also true of the demand that the PG diploma
should be made the minimum qualification for the post of Assistant
Director.
39.28 The association recommends that (a) 75% of the post of
Assistant Director should be filled up by promotion form the
Development Officers of Sericulture, (b) all posts of Deputy Director are
to be filled up by promotion form Assistant Directors on the basis of
514
seniority cum preference (c) all posts of Joint Directors are to be filled up
by promotion from the Deputy Directors on the basis of seniority cum
merit, and (d) the lone post of Additional Director should be filled up by
promotion from the Joint Directors.
39.29 We do not entertain the above bunch of proposals. The
extant recruitment rules prescribe, except in the case of the post of
Additional Director, 50:50 as the sharing of the mode of recruitment
between direct recruitment and promotion. We do not find any cogent
reason to alter the same. We also do not wish to make the mode of
promotion literally Sericulture-centric. The concerned recruitment rules
state that though the post of Assistant Director is normally to be filled up
by promotion of the Development officers of Sericulture (in the promotion
quota), such promotion posts can also be filled up, in case no suitable or
eligible officer in the post of Development Officer is available, by a host of
other officers like the Extension Officer Sericulture, Manager of State
Grainage, Superintendents of Nurseries etc. It is quite a big list and goes
down to the Inspector, Government Grainage, Superintendent of Tasar
Seed Station, Superintendent of Experimental Station, Economic
Investigator, Assistant Manager State Filature, Superintendent, Foreign
Race Seed Farm. Though all posts are basically Sericulture-related,
there should be no scope to misconstrue the extant recruitment rules
and hold that the promotion to the post of Assistant Director is meant for
the Development Officers alone.
39.30 Similarly, the posts of Superintendent of Sericulture,
Superintendent of Silk Conditioning House and Manager of the State
Filature are, along with the post of Assistant Director of Sericulture are
the feeders to the post of the Deputy Director and should remain so.
39.31 Again, for the promotion quota in the post of Joint Director,
the feeder posts are those of the Deputy Director, Sericulture, the Deputy
515
Director Tasar and the Deputy Director, Reeling. There is no reason why
the recruitment rule should be so amended as to exclude the posts of
Deputy Directors of Tasar and Reeling.
39.32 The same association has recommended upgradation of the
scale of the Joint Director from pre-revision scale no. 17 to scale no. 18
and that of the Additional Director from pre-revision scale no. 18 to scale
no. 19. No justification has been given for these recommendations. We
do not accept them.
39.33 There is also a proposal that the posts of Additional Director
and the Director should be filled up on promotion by a Joint Director and
the Additional Director respectively.
39.34 The existing provision for filling up the post of the Joint
Director does make room for promotion of one of the Joint Directors.
But simultaneously allows the alternative of filling the same up by a
deputationist either from the IAS or from the WBCS (Exe.). We do not
think that deleting the alternative from the recruitment rule will be a
good idea. But we recommend that the first alternative (of filling it up by
promotion) should be tried first and the second alternative may be taken
recourse to if no eligible or otherwise suitable officer in the feeder post is
available.
39.35 It has further been proposed that the post of Director
Sericulture should be filled up only by promotion of the Additional
Director and that the current rule of filling the same up by deputation of
either an IAS officer or a WBCS (Exe) officer should be amended
accordingly.
39.36 It is not, in our considered opinion, be quite appropriate and
we do not accept this proposal.
516
39.37 Another association has demanded upgradation of the pre-
revision scale no. 6 applicable to the Field Assistants and Demonstrators
on the ground that these employees have to undergo a compulsory pre
service training in Sericulture and this factor has not been taken account
of while fixing their pay scale. They have demanded that their pay scale
should be pre-revision scale no. 9 or the pre-revision pay scale of the
Field Assistants of the Central Silk Board.
39.38 The relevant recruitment rules lay down that the essential
qualifications for the posts are (a) a pass in School Final or equivalent
examination and (b) Junior Course training in Sericulture or Sericulture
training from recognized Institute or Sericulture training under
Government sponsored scheme. Item (b) was specifically referred to the
administrative Department for confirmation, and it has been confirmed
that successful completion of the Junior Certificate course in Sericulture
is one of the essential qualifications for appointment to the post of Field
Assistant/ Demonstrator. Besides, their job responsibilities include
extension work among others. On the basis of these facts we hold that
the holders of these posts are one notch higher than other Government
employees whose essential qualification is a pass in School Final
examination and who are in pre-revision scale no. 6. We, therefore,
recommend pre-revision scale no. 7 for the Field Assistants and
Demonstrators.
39.39 It has been recommended that the pay of the Grade-I Field
Assistants and Demonstrators should be fixed in the third higher scale
or in the scale of the promotional post, instead of in the second higher
scale, when they are placed in Grade-I. There is no justification for the
demand and we reject the same.
517
39.40 The association has recommended a CAS under which
everyone gets a functional promotion every 6 years three times in one’s
service life, or at least twice at the end of the 6th and the 12th year while
getting a scale promotion at the end of the 18th year.
39.41 In a separate chapter in this volume, we have discussed a
revised version of the CAS.
39.42 It has been demanded that the workers in the basic seed
firms, grainages, filatures, reeling plants and throwing plants should be
given 10% of their respective basic pay as extra duty allowance, because
they are required to work on Saturdays, too.
39.43 We have already recommended extra duty allowance for
those Government employees who do not get weekly off days and whose
normal duty hours exceeds 40 hours per week. But that extra duty
allowance is basically meant for night watchmen, night guards, security
personnel etc. and not for any other groups of employees.
39.44 There is, however, a Government Order dating back to 1994
which lays down that Saturdays in all Sericulture field units (i.e., basic
seed farms, grainages, filatures, throwing plants and reeling units) would
be full working days in order to take care of essential sericulture
operations in the field, fertilizer application, irrigation, grainage
operation, silk worm rearing etc. All employees engaged in such
sericulture operations therefore have to work on whole time basis on all
Saturdays. It has also been pleaded that they do not get any
remuneration or any compensatory leave for working on Saturdays.
39.45 In consideration of these factors, we recommend a special
allowance of Rs. 250/- p.m. to the above described types of workers
engaged in Sericulture operations as also to all other Government
518
employees who are required to work on all Saturdays, or on all Sundays
in a year because of the peculiar nature of the work responsibilities
attached to the posts, provided that a Government Order issued by the
concerned Department requires them clearly to do the necessary work in
a regular and routine manner on all Saturdays or on all Sundays as the
case may be throughout the year, and further provided that the
concerned Government employees do not get any compensatory leave or
any remuneration either in cash or in kind, for working on all Saturdays
or on all Sundays. We further make it clear that the special allowance
will not be admissible for attending office on all Saturdays in those
offices where a six day week is now observed.
39.46 We do not accept the demand that the promotional post of
the Field Assistants and Demonstrators, i.e., the post of Assistant
Inspector should be filled up by promotion alone. We also do not accept
the demand that the post of Inspectors should be filled up by way of
promotion only from the Assistant Inspectors. Further, we reject the
recommendation that the number of posts of Assistant Inspectors should
be increased in order to afford more promotion to the Field Assistants
and the Demonstrators.
39.47 There are two proposals of scale upgradation coming from
the Director of Textiles (Sericulture). The first one is for upgrading the
scale of the post of Draughtsman from pre-revision scale no. 6 to scale
no. 9. The second one is for upgradation of the scale of the Tracer from
pre-revision scale no. 3 to scale no. 6. The proposals have been justified
by citing the pay scales of these two posts in other Government
Departments like PWD.
39.48 Both these posts belong to a group that has been described
as common category posts and all such ‘common category’ posts have
been discussed in a separate chapter in this volume.
519
39.49 An association of employees who describe themselves as
handloom technologists has demanded that there should be two
divisions in the Directorate, i.e., one division should deal with
handlooms, spinning mills, silk weaving and handloom based
handicrafts and the other division should deal powerloom, hosiery and
readymade garments division, and further that such divisions being
technical divisions should be manned by technical personnel only.
39.50 As to why the existing distribution of work between these
two divisions needs to be rearranged is not clear. It does not appear to
be necessary and have no recommendation to make in this behalf.
39.51 There is a series of recommendations for upgradation of pay
scales of Handloom Development officer, Technical Assistant Grade II,
Technical Assistant Grade III, Deputy Director, Assistant Director,
Technical Assistant Grade I, Joint Director, Technical Officer and
Enforcement Inspector. All the recommendations are in terms of Central
Government’s revised Pay Band + Grade Pay.
39.52 No specific justification has been given for any of the
recommended upgradations. In our considered opinion the
corresponding PB + GP worked out by us should be adequate to deal
with these demands.
39.53 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
520
CHAPTER – 40
MINORITY AFFAIRS AND MADRASAH EDUCATION DEPARTMENT
40.0 Initially the name of the Department was Minority
Development and Welfare Department. Later on, it was renamed as
Minority Affairs and Madrasah Education Department.
40.1 There are two Directorates under the Department viz.,
Minorities Development and Welfare Directorate and Directorate of
Madrasah Education. Besides that, West Bengal Minorities Commission,
W.B., Minorities Development and Finance Corporation, W.B. Urdu
Academy, W.B. State Haj Committee, Madrasah Service Commission,
Calcutta Madrasah College, West Bengal Board of Madrasah Education
and Board of Wakf, W.B. are under the administrative control of the
Department. It provides financial assistance to Aliah University.
40.2 The principal functions of the Department are:
a) Religious and linguistic development and Welfare of minorities.
b) Evolving and development schemes for minorities.
c) Arrangements for Haj pilgrimage and
d) Management of Wakf properties.
40.3 An Association of Madrasah teachers has represented for
experience allowance and higher scale of pay, scale for higher
qualification, stagnation increment, pay protection for senior teachers,
leave, transfer of teaching staff and equivalence of qualifications of Alim,
Fazil, Kamil and M. M. examination with Madhyamik, H. S., Graduation
and post-graduate qualifications, respectively.
521
40.4 The Commission has dealt with these issues in the section of
‘School Education’ of its report. Therefore, the Commission refrains from
repeating its observations on these issues.
40.5 Issues like development of education system, regular
inspection of schools, change of academic year, introduction of pass-fail
system etc. have been raised.
40.6 The Commission is of opinion that some of these issues fall
within the functional jurisdiction of the administrative department and
some other issues are quite pertinent and deserve opinion of expert
bodies. The Commission, therefore, recommends that the Government
may, if it so likes, set up expert-bodies to consider and decide the issues
raised.
40.7 In respect of all the posts under the Department and
Directorate we recommend fixation of pay in the corresponding Pay Band
plus Grade Pay in the existing scales of pay as recommended by us in Vol.
I, Part I, chapter 8 of our earlier Report and accepted by the Government.
522
CHAPTER – 41
MUNICIPAL AFFAIRS DEPARTMENT
41.0 The Department of Municipal Affairs was created in 1991 by
bifurcating the Local Government and Urban Development Department.
41.1 The Department is headed by a Principal Secretary/
Secretary. It is entrusted with the responsibility of providing legal and
administrative support to urban local bodies of the State and to
implement some of the urban development programmes through the
municipal bodies and the different organizations of the Department. The
Secretariat has two Directorates, viz., Directorate of Local Bodies and
Municipal Engineering Directorate. While the former oversees the
performance of the municipal bodies, co-ordinates their activities,
analyses their budgets, assesses their fund requirements, evaluates
progress of ongoing schemes and provides general counseling to the
urban local bodies the latter is responsible for municipal development of
the State including planning, execution and monitoring of various
municipal development programmes. Institute of Local Government and
Urban Studies, West Bengal Valuation Board, State Urban Development
Agency, Change Management Unit and Society for Training and Research
on Urban Governance are under the administrative control of the
Municipal Affairs Department.
Municipal Engineering Services
41.2 Engineer officers of this Department from the ranks of Chief
Engineer down to Sub Assistant Engineer belong to Engineering Services
and we have discussed their issues in the chapter “Engineering Services”
in this report, which may be referred to.
523
41.3 In respect of all other posts under the department we
recommend fixation of pay in the corresponding Pay Band plus Grade
Pay in the existing scale of pay as recommended by us in Volume-I, Part-
I, Chapter-8 of our earlier Report and accepted by the Government.
524
CHAPTER – 42
PANCHAYAT AND RURAL DEVELOPMENT DEPARTMENT
42.0 This Department which has been formed after merging the
erstwhile Department of Panchayat and the erstwhile Department of
Rural Development sometime in the 90’s is responsible for all matters
relating to Panchayat bodies in the State and Rural Development
including implementation of various National as also State programmes
for uplift of rural population.
42.1 The Department has one Directorate, viz., the Directorate of
Panchayats which is responsible for all Panchayat related matters,
particularly the statutory issues and the establishment related matters
pertaining to the Panchayat bodies. There is no Directorate to deal with
Rural Development matters. At one point of time, the District Rural
Development Agencies, which from the point of view of organizational
structure were registered societies, served the purpose of the Directorate.
There was one DRDA for each district and they were responsible for
implementation of various Rural Development schemes. Later, the
DRDAs have been integrated with the Zilla Parishads/Siliguri Mahakuma
Parishad / the (erstwhile) Darjeeling Gorkha Hill Council. The executive
arms of the Panchayats and Rural Development Department are the
Panchayat bodies, i.e., the Gram Panchayats, the Panchayat Samities
and the Zilla Parishads (and the latters’ equivalent bodies). The
uniqueness of the system lies in the fact that even though they are
democratically elected self governing bodies, and have their own
employees, they have a fair share of Government employees a sizeable
number of whom work in these local bodies on whole time basis.
42.2 The organizations under the administrative control of this
Department are, the State Institute of Panchayat and Rural Development
525
(i.e., SIPRD), The West Bengal State Rural Development Agency (i.e.,
WBSRDA), Paschim Banga Rajya Shishu Shiksha Mission (i.e., PBRSSM),
and The West Bengal Comprehensive Area Development Corporation (i.e.,
WBCADC).
42.3 The Government officers who are under the administrative
control of the Panchayat & RD Department and located in Block offices
are the Joint Block Development Officers (Jt. BDOs), the Panchayat
Development Officers (i.e., the PDOs), the Panchayat Accounts and Audit
Officers (i.e., PA & AOs) and Women Development Officers (i.e., WDOs).
There are also, in some of the Blocks, Gram Sevaks and Gram Sevikas,
who despite of having been placed in a pre revision pay scale common
with some other Group C staff, constitute a unique group of employees in
these offices.
42.4 The Jt. BDOs have come up with a claim for upgradation of
their pre-revision pay scale no. 14 to a higher scale that is
commensurate with their increasing responsibility – as is perceived by
them - and which is next only to the scale of pay to be fixed for the
WBCS (Exe.) cadre. The arguments for this proposal are that compared
to the early 1970s when the post was first created and when the main
responsibility of a Jt. BDO was to function as the DDO of the Block
establishment, not only the work has increased quantitatively with
involvement of a huge amount of fund pouring in Block offices, but
additionally, a Jt. BDO has now to bear a lot of responsibility in respect
of PRI administration. The Jt. BDO, it has been argued, is the second in
command in the Block administration. His pay and emoluments should,
therefore, be only next to what the BDO gets.
42.5 We have carefully considered the pleas and have found that
the workload of the Joint BDOs has indeed increased significantly over
time. That apart, their job responsibilities have also increased
526
appreciably. The work they are required to do is no longer limited to
pure establishment matters. It is noteworthy that they are now required
to do certain Panchayat related work which was not included in the
original list of duties of the Jt. BDOs. In consideration of all these facts,
we recommend upgradation of the pay scale of the Jt. BDOs from the
pre-revision scale no. 14 to pre-revision scale no. 15.
42.6 Next come the Panchayat Development Officers (the
erstwhile Extension Officers of Panchayat), who are now in pre-revision
scale no. 10 and for whom upgradation to pre-revision scale no. 15 has
been demanded. The PDO is the Secretary of the Panchayat Samiti and
in that capacity, has the jurisdiction over all the establishment matters
of the latter, including maintenance of service records of all the staff and
officers of the Panchayat Samiti. He also enjoys the status of a statutory
supervising authority over the administration of the Gram Panchayats
and their establishments. He is the authority to initiate the annual
performance reports in respect of all Gram Panchayat staff i.e., the
Executive Assistant, the Nirman Sahayak, the Secretary, the Sahayaks
etc. More importantly, he is also the initiating authority of annual
performance reports of all the staff and officers of the Panchayat Samiti
as well.
42.7 In consideration of these facts, some upgradation of the pay
scale of the PDO is called for. We recommend pre-revision scale no. 12
for the PDO.
42.8 The Panchayat Accounts & Audit Officers, who currently are
equated with pre-revision scale no. 9, have sought a higher pay scale
without specifying exactly which (pre revision) pay scale would satisfy
them. The ground for seeking the upgradation appears to be some
proposed modifications in requisite qualification as well as in the
recruitment rules applicable to the PA & AOs, and this in turn is based
527
on the proposed upgradation of the internal audit system as
recommended by the S.R.D. Cell of the Department.
42.9 It is found that the PA & AOs came up with a demand for
upgradation of their pay scale no. 9 to that of no. 10 to the 4th Pay
Commission also. However the latter concluded that the job
responsibility of the post of PA & AO did not call for higher pay scale.
Even though this time, no specific higher scale has been identified, the
demand is still there. We find that no upgradation is called for at this
stage, on the basis of anticipated elevation of requisite qualification and
job responsibilities that are still in the womb of future. If the State
Government increases the job responsibilities of the PA & AOs at any
future date, the State Government would, we are sure, take a decision
about upgradation etc. as it may deem fit and proper.
42.10 The case of the Gram Sevaks – and of the Gram Sevikas too
– is somewhat unique in nature. These posts were created in each Block
in the halcyon days of community development when the incumbents to
these posts were the sole contact between the officialdom and the vast
multitude of rural masses. With the advent of the refurbished
Panchayats in the late 1970’s, the baton was passed on to the Gram
Panchayats. But effort was made to put in use the experience and the
knowledge of the Gram Sevaks and Gram Sevikas by deputing –
permanently – optee Gram Sevaks to the post of Executive Assistants of
Gram Panchayats (to the extent of 50% of the total posts) and by
promoting the appropriately qualified Gram Sevikas to the post of
Women Development Officer created in the Block offices. Both the posts
of Gram Sevaks and Gram Sevikas are borne in the pre-revision scale no.
6, while both the posts of Executive Assistants in Gram Panchayats and
Women Development Officers are borne in pre-revision scale no. 9.
528
42.11 It is in this background that upgradation has been
demanded of the present pre-revision scale of both the posts from no. 6
to no. 9. The concerned association has argued these posts (i.e., that of
Gram Sevaks and Gram Sevikas on the one hand and those of Executive
Assistants and Women Development Officers on the other) are to be
taken as of the same rank and status because the Gram Sevaks have
been taken on deputation in the post of Executive Assistants and the
Gram Sevikas have been put in the post of WDOs. It has also been
pointed out that the financial implication of the proposed upgradation
will be very small, as those officials who continue in the posts of Gram
Sevaks and Gram Sevikas, have already reached scale no. 9 by way of
MCAS.
42.12 The reasoning is, however, faulty. The mode of fixation of
pay of the Gram Sevaks in the deputation post of Executive Assistant, as
we have come to know, has been similar to the one of promotion and so
the relation between the post of Gram Sevaks and those of the Executive
Assistants should be taken as one of a lower feeder post and a promotion
post, notwithstanding the fact that the optee Gram Sevaks have been
permanently deputed to work as Executive Assistants. In this case,
deputation is merely a method applied to use the service of the Gram
Sevaks who are in State Government service, in a higher post which
belongs to Panchayat service. Obviously, there could not have been a
straightway promotion for a Gram Sevak to the post of an Executive
Assistant in a foreign service. Nevertheless, the permanent deputation
has the effect of a seniority based promotion (from among the optees
naturally) and the same has to be taken as such.
42.13 The case of the Gram Sevikas, a large number of whom
moved up to become WDOs, on the other hand, is a clear case of a
promotion. The promotees have continued to be in the State
529
Government service. There can, therefore, be no dispute about the
relative position of the Gram Sevikas vis-à-vis that of the WDOs.
42.14 That being so, in none of these two cases, there is any scope
of interpreting that the posts of Gram Sevaks and those of the Gram
Sevikas have the same rank and status as enjoyed by the posts of the
Executive Assistants and the WDOs respectively. The demand for
upgradations are, therefore, not acceptable.
42.15 The Assistant Statisticians (RWP) have demanded
upgradation of their present scales along with upgradation of some of the
posts. They have stated that they are all Assistant Statisticians at the
district level. They have demanded that the post should be upgraded to
Senior Statistician, Senior Research Officer and Senior District Statistical
officer and the current scale should also be upgraded correspondingly
from the minimum of scale no. 16. It has been stated that the Assistant
Statisticians have three scales differing from each other on the basis of
entry level educational qualifications, i.e., scale no. 11 for graduates,
scale 14 for Honours Graduates and scale 15 for masters’ degree holders.
42.16 The demands made are without any justification. However,
it is found that there have been some important changes meanwhile, viz.,
there are now two grades. One is the grade of Assistant Statisticians in
scale no. 14, and the other is the grade of Junior Statistician in scale no.
15. In view of this, no further upgradation, in our opinion, is called for.
42.17 At the Department level, there are three Assistant
Information Officers, who do not belong to any type of State Service and
who are not to be confused with Assistant Information Officers of the
Information and Cultural Affairs Department. The aforesaid officers of
Panchayats and Rural Development Department are responsible for
maintenance support to computers for the entire Department, the same
530
for computer hardwares and peripherals, the same for Local Area
Network, the same for internet access through VSAT, modification of
server configuration for VSAT, arrangement of Video conferencing and a
host of similar other computer related matters. They are now in pre-
revision scale no. 10 and they have prayed for upgradation to pre-
revision scale no. 15. While forwarding their prayer, the Department has
recommended pre-revision scale no. 14 for them.
42.18 We have considered their prayer as also the recommendation
of the administrative Department in this behalf. We find that both on
the count of their job responsibilities and the essential qualification for
direct recruitment (i.e., a degree from a recognized university and a post
graduate diploma in management of computer system from a recognized
institute), they deserve a higher pay scale than scale no. 10. We
recommend pre-revision scale no. 12 for them.
42.19 The Department has also recommended a change in
designation from Assistant Information Officer to Assistant Informatics
Officer so as to distinguish them from the Assistant Information Officers
of I & CA Department. We agree and recommend the suggested change.
42.20 The three-tier Panchayat system functioning in West Bengal
for quite a long time now is too well known to need any introduction.
After the 73rd and 74th Amendments of the Constitution have come into
force the Panchayat bodies along with the municipal bodies have come to
be known as the third level of Government (the first two being the
Central Government and the State Governments respectively). The
Panchayat bodies now, have a very strong presence in rural areas of
West Bengal and a big amount of the total Government funds meant for
rural areas is being spent through the Panchayat bodies. The enhanced
responsibility which is definitely devolving upon the Panchayats
increasingly, we feel, has to be taken into account while judging the
531
quality of the claims that have been submitted on behalf of the
employees of the Panchayats to this Commission.
42.21 At Gram Panchayat level, upgradations have been sought for
almost all groups of employees, i.e., Nirman Sahayaks, Nirbahi
Sahayaks, Sachibs, Karma Sahayaks and Sahayaks.
42.22 The entry level minimum educational qualification of Nirman
Sahayaks, who currently enjoy pre-revision scale no. 10 and for whom
scale no. 12 has been demanded is a diploma in Civil Engineering from
any institute recognized by either the State Government or the Central
Government. This is a three year diploma course. Therefore, the entry
level educational qualification is identical with the qualification required
of a Sub Assistant Engineer in the State Government. The nature of
duty of a Nirman Sahayak, by and large, corresponds to that of a Sub
Assistant Engineer in the State Government. The latter have already
been allowed by the State Government the pre-revision scale no. 12. We
therefore recommend upgradation of the pre-revision pay scale for
Nirman Sahayaks to scale no. 12.
42.23 Upgradation has also been sought for the Nirbahi Sahayaks
(Executive Assistants) from pre-revision scale no. 9 to a higher pay scale
without specifying which higher pay scale is preferred. The ground on
which such upgradation has been demanded is the requirements of
higher educational qualification.
42.24 On examination of the latest recruitment rules, it is found
that the entry level minimum qualifications now are (a) a Bachelor’s
degree and (b) a diploma in Computer Application. Previously, the
minimum educational qualification was a pass in Higher Secondary
examination with at least 50% marks. Apart from the present higher
minimum qualification/requirements at entry level, we also note that the
532
Executive Assistant is the topmost official of a Gram Panchayat in all
non-engineering matters, and recommend that the pre-revision pay scale
applicable to the Executive Assistants be upgraded from scale no. 9 to
scale no. 11.
42.25 The concerned association has pleaded for an upgradation in
the pay scale of the Sachibs (Secretaries) who are now in pre-revision
scale no. 6, on the ground of high job responsibility as also higher entry
level educational qualification.
42.26 The recruitment rules as amended partially in 2008 show
that the entry level minimum educational qualification. which earlier
was a pass in Madhyamik examination, is now a pass in Higher
Secondary examination. In view of the requirement of higher educational
qualification at entry level and also the duties attached to the post, we
recommend pre-revision scale no. 8 for the Secretaries to Gram
Panchayats.
42.27 Upgradation of scale has also been demanded for Karma
Sahayaks (Job Assistants) on the ground that the work the Karma
Sahayaks are required to do is of technical nature.
42.28 The Karma Sahayaks are currently in pre-revision scale no.
6 and the entry level minimum educational requirement for them is a
pass in Madhyamik or equivalent examination. Neither there has been
any change in these requirements, nor there has been any change in
their work responsibilities. We also do not agree that the work they are
required to do is of technical nature. We therefore do not recommend
any upgradation of the pay scale for the Karma Sahayaks.
42.29 Sahayaks in Gram Panchayats are currently in pre-revision
scale no. 5. They have moved this Commission for an upward revision in
533
their current pay scale on the ground that employees in the State
Government as also in various types of semi Government bodies, having
the same entry level minimum educational qualification (of a pass in
Madhyamik examination) and having work responsibilities that are
clerical in nature, do by and large, share pre-revision scale no. 6. We
accept their plea and recommend pre-revision scale no. 6 for the
Sahayaks.
42.30 Demands for upgradation of scale for employees of
Panchayat Samities have been received on two counts. The first of them
concern the Block Informatics Officers. They are currently in pre-
revision scale no. 10. The concerned association has come up with a
demand for upgradation of this scale, though it has not specified to
which higher scale the upgradation should take these officers to.
However the association has cited the upgradation of the Sub Assistant
Engineers to scale no. 12.
42.31 We do not find this comparison, albeit an indirect one, to be
valid, for the work responsibilities and the nature of the duties of these
employees differ from each other quite perceptibly. However, we do take
cognizance of the fact that the entry level minimum educational
qualification requirement (i.e. a Bachelor’s degree in Computer
Application or a Bachelor’s (Hons.) degree in Computer Science or a
Bachelor’s degree in any stream with an ‘A’ level certificate course of
DOEACC) is quite high, and further since the only method of recruitment
is direct recruitment, it may be difficult to attract suitable candidates for
posting at Block level without an appropriate scale of pay. We
recommend pre-revision scale no. 12 for the Block Informatics Officers.
42.32 Another post for which scale upgradation has been sought
for is that of Deputy Secretary of a Panchayat Samiti. Currently the
534
Deputy Secretaries are in pre-revision scale no. 9 with a higher initial of
Rs. 4250/-.
42.33 Among the employees of the Panchayat Samiti, the Deputy
secretary is only next to the Secretary (i.e., the Panchayat Development
Officer) and is required to take a lot of responsibility in that office. In
consideration of the same, we recommend pre-revision scale no. 10 for
the post.
42.34 At the Zilla Parishad level, upgradations have been sought
for in as many as 11 posts. To start with, upgradation of scale for the
Sub Assistant Engineers from existing scale no. 10 to scale no. 12 has
been asked for. We accept the prayer and recommend pre-revision scale
no. 12 for the Sub Assistant Engineers.
42.35 For District Information Analysts, who are now in pre-
revision scale no. 11, upgradation has been demanded to an appropriate
higher scale which is being enjoyed by holders of similar posts in the
State Government. This is a vague description. It has not been shown
that similar posts with similar job responsibilities exist in the State
Government, and even if they do, they have the same minimum
educational qualifications and experience (if called for) at the entry level.
However in consideration of the high entry level minimum qualifications
as laid down in the 2003 recruitment rules (i.e., A Bachelor’s degree with
an one year full time PG diploma in Computer Application Course with
three years’ working experience or an ‘A’ level certificate of DOEACC
course), we recommend pre-revision scale no. 12 for them.
42.36 Accountants in ZPs currently enjoy pre-revision scale no. 10.
Upgradation of the same has been demanded on the ground that the
State Government has now prescribed a higher minimum qualification at
entry level. Previously the recruitment rules required this post to be
535
filled up only by promotion from among Additional Accountants for
whom the minimum qualification at entry level was a Bachelor’s degree
in Commerce. Since there was no provision of direct recruitment, a
Bachelor’s degree in Commerce has to be taken to be the basic minimum
qualification for the post of Accountant at that time. Now by an
amendment in the concerned rules, a provision for direct recruitment to
the extent of 50% has been made. The minimum qualification for direct
recruitment as per the latest recruitment rules is B.Com (Hons.) with six
months’ certificate in Financial Accounting. In view of the improvement
in the essential educational qualification, we recommend an upgradation
to pre-revision scale no. 11.
42.37 For Additional Accountants, upgradation of pay scale (from
the current pre-revision scale no. 7) has been sought for. The concerned
association has suggested upgradation to scale no. 9 on the ground that
the entry level minimum qualification is graduation (i.e., B.Com).
42.38 We accept the plea and recommend pre-revision scale no. 8
for the Additional Accountants having regard also to the work
responsibilities associated with the post.
42.39 A case has been attempted to be made out in favour of an
upgradation in the pay scale of the post of Computer Assistant (at
present in the pre-revision scale no. 9). The reason for seeking the same
is that the requisite entry level minimum qualifications for the post of
Computer Assistant are identical with those required for the District
Information Analyst.
42.40 This, to our mind, is no reason to grant a higher pay scale to
the post in question, as the work responsibilities of the two posts are not
the same. Accordingly, we do not find anything wrong in a lower feeder
536
post and its promotion post having the same basic qualifications. We
therefore do not entertain the demand.
42.41 The pre-revision pay scale applicable to the Stenographers is
scale no. 9. An upgradation has been demanded on the ground that the
entry level minimum educational qualification is graduation.
42.42 We do not find any cogent argument for upgrading this scale.
Moreover under the Government, the minimum educational qualification
for Stenographers is a pass in Madhyamik with minimum speed in
stenography and typing of 80 and 30 words per minute respectively. We
suggest that the existing rules of recruitment of Stenographers under
Zilla Parishads may be amended so as to conform to the position
obtaining under the State Government.
42.43 The concerned association has recommended that the
Stenographer-cum-PA/CA should be given at least two increments while
pay is fixed for them. They currently enjoy pre-revision scale no. 9. it
appears from the 1997 recruitment rules that in each Z.P. there is a post
styled as Stenographer-cum-P.A. to Sabhadhipati, incumbents to which
were to get grade pay (i.e., in scale no. 9) plus a special pay of Rs. 50/-
p.m. The post is filled up by Stenographers on promotion. The State
Government has since abolished all kinds of special pay to the State
Government’s own employees with effect from 01.01.1996. Presumably,
this instant special pay of Rs. 50/- p.m. has also since been abolished.
If so, we recommend higher initial start at the fifth stage in the pre-
revision scale no. 9 so long as it continues to be filled up only by
promotion from the Stenographers, in consideration of the fact that the
duty of the incumbents is of a higher order than the duty of other
Stenographers in a Z.P.
537
42.44 Upgradation in scale has been sought for the post of Cashier
who is currently in scale no. 7. The demand is for improving the scale to
no. 9. The ground for seeking the upgradation is that scale no. 9 has
already been granted to the Cashier of Panchayat Samiti.
42.45 The comparison is not valid. In a Panchayat Samiti, there is
a post of a Cashier-cum-Storekeeper, but no post for doing exclusively
the work of a Cashier. The pay scale for the post of Cashier-cum-
Storekeeper is in pay scale no. 9. It is a post equivalent to UD Assistant.
In the Z.P., on the other hand, the Cashier has no responsibility for
storekeeping, as there is a separate post of a Storekeeper. The post of
Cashier in ZP is roughly equivalent to LD Assistant. Therefore, the job
responsibilities of the Cashier in a Zilla Parishad and the Cashier-cum-
Storekeeper in a Panchayat Samity are not identical. The demand for
upgradation is therefore not entertained.
42.46 Upgradations have also been demanded for three groups of
Z.P employees, all currently in pre-revision scale no. 6. Of them, the
improvement in the current pay scale of Assistant Cashier has been
asked for on the ground that the recruitment rules have fixed their pay
scale at scale no. 6 with four increments and the latter have, over time,
taken the holders of the post nearly to scale no. 8 and therefore the
relevant pay scale may as well be upgraded to scale no. 8. This is not a
valid piece of reasoning and we do not accept the plea.
42.47 The other two posts are those of the Compounder and the
Press Supervisor/Manager. The reason shown for seeking upgradation is
that the Third Pay Commission recommended these upgradations. This
too is not an acceptable plea and we do not recommend any upgradation
for these two posts.
538
42.48 The employees of the District Rural Development Cells
attached to the Zilla Parishads, Siliguri Mahakuma Parishad and
Darjeeling GHC were the directly recruited employees of the then District
Rural Development Agencies. By virtue of G.O. No. 1138/PN/O/III/2E-
52/99 dated 22.03.2000 the State Government winded up all the DRDAs
as also the Mahakuma RDA of Sliguri (but not the Council RDA of
Darjeeling) and merged them with the respective Zilla Parishads and the
Mahakuma Parishad. It went on to create District Rural Development
Cells in the Z.Ps and the M.P., also created such posts of different
categories in the Z.Ps etc. as existed in the pre-merger DRDAs and filled
them up only by absorption of the serving officers and employees of the
respective DRDAs. It is also found that the G.O. provided for preparation
of a separate cadre-wise gradation list of the absorbed personnel
maintaining their inter se seniority in each DRDA/ MRDA as obtained
immediately before the mergers took place. In view of the same, we
conclude that the concerned employees now in the DRD Cells of the Z.Ps.
are actually employees of the respective Z.Ps./ M. P. though of a special
variety.
42.49 We have already submitted in Volume-I, Part-I of our report
our recommendations regarding pay structure, not only of the State
Government employees, but also of the employees of some other
organizations which are within the rule making control of the State
Government and the latter include, inter alia, all Panchayat bodies. Our
recommendations in this report covered D.A., H.R.A. and Medical
Allowance, while the report in Volume-I Part-II contained our
recommendations on pay structure of the employees of the remaining
organizations and our recommendations on a number of other
allowances. Doubtless, the relevant Government Orders issued in the
meantime have covered the employees of the Z.Ps. also. We, therefore,
have nothing special to recommend for the employees of the DRD Cells in
this behalf.
539
42.50 The concerned association has demanded extension to them,
of an identical CAS, which will be made applicable to the State
Government employees. CAS has been discussed in a separate chapter
of this volume. In that chapter, one will find our recommendations for
the employees of the statutory bodies, municipalities, Panchayats etc.
The same, needless to add, will apply to the employees of the DRD Cells
also.
42.51 It is found that each of the DRD Cells has been given, of late,
3 more posts that are filled up contractually on fixed pay basis. They
are: a post of a Technical Assistant declared to be equivalent to a Sub
Assistant Engineer, a post of a Livelihood Development Officer and
another post of a District Coordinator (Training), the last two being
equivalent to the post of a Joint BDO. Conceptually therefore, the first
named post should be in scale no. 12 while the last two should be in
scale no. 14. We understand the fixed pays for these posts were arrived
at by adding the basic pays in these scales with other applicable
allowances. We recommend that the fixed pay may now be recalculated
in the same manner, except that the pre-revision scale will now be
substituted by the corresponding Pay Band and the relevant Grade Pay
in that Pay Band.
42.52 It is learnt that various Zilla Parishads/Siliguri Mahakuma
Parishad have some posts of Medical Officers in Allopathy, Homeopathy,
Ayurvedic and even in Alternative Medicine stream and these are filled
up on regular basis. Allopaths with MBBS degree are offered pay in scale
no. 16. Pay scales of other Medical Officers are not clearly reported.
These Medical Officers are deployed to run dispensaries dealing with
outdoor patients only.
540
42.53 This appears to be an unorganized subsector of the activities
of the district level Panchayat bodies. It is recommended that the State
Government in the Panchayat and Rural Development Department
should examine the existing arrangement closely and take a decision on
whether this arrangement to offer medical service to the people at large
should continue. If the decision is in favour of its continuation, the
extant arrangement should be formalized while keeping it in mind that
patient care is not one of the primary duties of the Panchayat bodies and
duplication of the efforts of the Health and Family Welfare Department in
this behalf should be avoided because the latter has the necessary
expertise and the wherewithal, which Panchayat bodies do not have.
42.54 Finally, Panchayats and Rural Development Department has
come up with a proposal for creation of a State cadre of the engineers of
the Zilla Parishads. It may be recalled that each of the latter already has
an engineering set up consisting of some Sub-Assistant Engineers (both
Civil and Electrical), Assistant Engineers (Civil) and District Engineers
(Civil), the last one in terms of rank and status being equal to Executive
Engineers in a Government Department. The total number of the
engineers in all the Zilla Parishads taken together is 163. Distribution of
the posts is as follows: District Engineer – 18, Assistant Engineer (Civil)
– 49, SAE (Civil) – 78 and SAE (Electrical) – 18.
42.55 The problem, as explained by the Department, is that the
engineers of a Z.P. belong to the engineering cadre of that particular Z.P.
and, therefore, cannot either be transferred to an equivalent post in
another Z.P., nor can any Engineer be promoted to a suitable post in
some other Z.P. In some of the Z.Ps there are engineers who are eligible
to get their promotion but are not getting the same because there is no
berth available in the concerned Z.Ps. On the contrary, there are a few
Z.Ps in which the promotion posts are lying vacant but these cannot be
filled up because there is none eligible to get promoted to those posts.
541
Under the circumstance, according to the Department the only way to
solve the problem is to place all engineers of all the Z.Ps in a single State
cadre.
42.56 In a later version of the proposal, the Department has
included the Nirman Sahayaks in the proposed setup. Because, there is
now no promotion post available to the latter, creation of two posts at the
level of Panchayat Samities has been envisaged. These will be one post
each of (i) SAE and (ii) Samiti Engineer. It has been proposed that all the
posts of SAEs in all the Panchayat Samities taken together should be
filled up by promoting the Nirman Sahayaks. Additionally, the post of
SAEs in the Zilla Parishads may also be filled up by promotion from
among the Nirman Sahayaks.
42.57 The post of Samiti Engineer at each Panchayat Samiti will be
borne in pre-revision scale no. 14. Two alternative methods for filling up
vacancies in this post has been suggested. The first alternative is that
50% of the posts will be filled up through direct recruitment by graduate
engineers or diploma holders with 5 years’ experience of working in
Government or semi Government establishments, and the rest by
promotion from Nirman Sahayaks/ SAEs having certain specific length of
service. The second alternative allows the posts to be filled up entirely by
selection from among the non-Government SAEs of the Panchayat
Samities and the Zilla Parishad.
42.58 As for the posts of Assistant Engineer in a Z.P., 40% of the
same which are now available to the SAEs of a Z.P. as promotion posts,
will be opened up to the Samiti Engineers too. It has been stated in this
connection that after the existing SAEs get promoted to the posts of
Assistant Engineer, the promotional channel will remain open to the
Samiti Engineers only.
542
42.59 Finally, the Department favours the idea of making the
cadres of Assistant Engineers and District Engineers, which are now
district cadres, part of a State Panchayat cadre so as to allow their
movement from one district to another.
42.60 We have considered all the proposals carefully, but having
done so, we find that it is unlikely that one part of the set will at all work.
This part concerns promotion of Nirman Sahayaks to the post of SAE.
The former are holders of diploma in Civil Engineering and their work
responsibilities are identical with those of the SAEs in any Government
engineering set up. In recognition of the same, we have recommended
upgradation of their pay scale from pre-revision scale no. 10 to scale no.
12. Therefore, the Nirman Sahayaks should be taken as holders of posts
equivalent to that of the SAEs, if the State Government accepts our
recommendation in this behalf. Therefore the proposal of promotion of
the Nirman Sahayaks to the post of SAE is a non-starter.
42.61 The other part of the instant set of proposals in not quite
foolproof either. It is more than doubtful whether a graduate engineer
will at all be available for a post carrying the pre-revision scale no. 14.
His normal expectation will be to get a job, if in Government sector, with
pre-revision scale no. 16 and this is already the standard. Therefore, it
will be rather unusual if a graduate engineer accepts the job of Samiti
Engineer in a Panchayat Samiti.
42.62 Further, according to the suggested scheme of action, all
future SAEs of the Z.Ps will be required to work as Samiti Engineers in
the Panchayat Samitis on promotion, before they can be further
promoted to the posts of Assistant Engineer in the Z.Ps. In the
Government set up on the other hand, the post of Assistant Engineer, is
the next promotion post for all SAEs. The proposed arrangement may
work as a disincentive to the prospective SAEs.
543
42.63 Still another problem will be to convert the posts of Assistant
Engineers and the District Engineers of the Z.P.s from the respective
district cadre posts to a single State Cadre posts. The task involves
changing the service conditions of the existing incumbents and,
therefore, may require consent from the latter.
42.64 Presuming that at least some of the engineers will give their
consent, it is theoretically possible to start a State cadre with those that
give their consent and then induct freshers in the State cadre by direct
recruitment. But even that may not solve the problem because (a) all of
those who come over to the State cadre may not have the requisite length
of service to be eligible for the next promotion, (and worse still, it is not
impossible that a relatively long waiting period will come in the way of
giving them promotion rapidly) and (b) efforts to make direct recruitment
in the proposed State cadre may not fructify. The second possibility is
more disturbing than the first. The Department has admitted that in
some of the districts, efforts to induct freshers by selection have failed,
possibly due to lack of career prospects. If so, higher and, in due course,
still higher posts will have to be created in order to be able to offer
promotion posts to those who may be directly recruited to the State
cadre. To what extent this will be feasible and appropriate is a matter of
a good deal of serious thought.
42.65 In view of the foregoing discussion that points out a number
of problem areas, we do not recommend reconstitution of the engineering
set up under the Panchayat bodies in its present form. We would
recommend that the administrative Department reconsiders these
proposals and comes out with a revised set that is both internally
consistent and capable of producing the desired results.
544
42.66 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
545
CHAPTER – 43
PARLIAMENTARY AFFAIRS DEPARTMENT
43.0 The formal head of the Department of Parliamentary Affairs
is the Home Secretary. But an officer in the rank of Joint Secretary
manages the daily chores with the help of one Deputy Secretary, one
Assistant Secretary and other Secretariat Staff.
43.1 The department deals with regulation of relations between
Legislature and Executive, summoning and prorogation of the Legislative
Assembly, programmes of the business of the Assembly, notification of
assent to bills, scrutiny of and advice on procedure of Legislature. It also
deals with matters involving the business of Chief Whip and opposition
whip, matters relating to the establishment of the Legislative Assembly
Secretariat, organization of State Level Youth Parliament competition and
Quiz contest for school and college students.
43.2 In respect of all posts under the department we recommend
fixation of pay in the corresponding Pay Band plus Grade Pay in the
existing scale of pay as recommended by us in Volume-I, Part-I, Chapter-
8 of our earlier Report and accepted by the Government.
546
CHAPTER – 44
PASCHIMANCHAL UNNAYAN AFFAIRS DEPARTMENT
44.0 The Department of Paschimanchal Unnayan Affairs was
created in terms of Home (C&E) department’s Notification no. 194-Home
(Cons) R2R(Cons)-10/6 dated 12.07.2006.
44.1 The department has a Secretariat set up headed by a
Principal Secretary who is assisted by a Special (or Joint) Secretary, one
Deputy secretary, One Assistant Secretary and 12 other categories of
employees. Paschimanchal Unnayan Parshad is under the
administrative control of the department which functions under the
guidance and supervision of a Joint Secretary level officer.
44.2 The principal activities of the department are as follows:
a) Promotion of social economic and cultural advancement of
people residing in the areas covered by the Paschimanchal
Unnayan Parshad and financing, regulation and inspection of
all bodies established for this purpose.
b) All matters in connection with or, in relation to the constitution
and functioning of the Paschimanchal Unnayan Parshad.
c) Co-ordination of development schemes and projects operated by
different departments in the areas covered by the
Paschimanchal Unnayan Parshad.
d) Social Planning with which the department is concerned.
e) State public services with which the department is concerned.
44.3 We recommend fixation of pay of the officers / employees of
the department in the corresponding Pay Band plus Grade Pay in the
existing scale of pay as recommended by us in Volume-I, Part-I, Chapter-
8 of our earlier Report and accepted by the government.
547
CHAPTER – 45
PERSONNEL & ADMINISTRATIVE REFORMS DEPARTMENT
45.0 P & A R Department as it is now commonly called, this
Department had its origin in the General Administration Branch of Home
Department.
The principal activities of this Department are :-
i) Control and management of the State Cadre of Indian
Administrative Service, West Bengal Civil Service (Executive)
and Secretariat Common Cadres of each of the categories,
namely, Deputy Secretaries, Assistant Secretaries, OSDs/
Registrars/ Special Officers, Section Officers, Head Assistants,
Upper Division Assistants, Lower Division Assistants and
Typists,
ii) To act as the nodal agency for effecting administrative reforms
in various spheres of the Government departments,
iii) Training of all Services, etc.
The department also functions as the Administrative Department of
Vigilance Commission and Administrative Training Institute.
45.1 The Secretariat Common Cadres of Deputy Secretary,
Assistant Secretary, etc. have been dealt with in the chapter on Common
Categories.
West Bengal Civil Service (Executive)
45.2 Rules of recruitment to WBCS (Executive) have been freshly
framed in the year 1978 vide notification no. 271 P & A R (WBCS) dated
13.01.1978 after merger of the erstwhile West Bengal Junior Civil Service
548
with WBCS (Executive) in the year 1974. In terms of these rules,
recruitment to this Service is now made by the following methods,
namely,
a) By direct recruitment on the results of the West Bengal Civil
Service (Executive) and Allied Services Examination for “Group A”
Services and posts, held by the West Bengal Public Service Commission;
b) By promotion from the following feeder services/ posts:
i) Special Revenue Officer, Grade II,
ii) Land Reforms Officers, Grade II,
iii) Joint Block Development Officers,
iv) West Bengal Junior Agricultural Service, provided that the
officers of this category who opt for promotion to the WBCS
(Executive) shall not be considered for promotion to the West
Bengal Agricultural Service.
v) Assistant Canal Revenue Officer, provided that the officers of
this category who opt for promotion to Canal Revenue Officer
shall not be considered for promotion to the West Bengal
Civil Service (Executive).
c) By selection in special cases from among persons, who are
confirmed in a Civil Service/ post under the State Government,
not being a member of the Service or holding any post as
mentioned in items (i) and (ii) of sub-clause (b) above, as may be
determined by the State Government in consultation with the
Commission:
It has also been provided in the rules that not more than fifty per
cent of the total number of posts borne in the cadre shall, at any time, be
filled by persons recruited under sub-clauses (b) and (c) above.
549
45.3 It further appears that the minimum qualifying service for
“promotion” and “selection in special cases” to the Service under clauses
(b) and (c) mentioned hereinabove is six years of service in the respective
feeder services/ posts and that the maximum age limit for promotion/
selection in special cases which was 52 years earlier has been raised to
54 years after the age of superannuation of the Government employees
was raised to 60 years in the year 1998.
The minimum educational qualification for appearing at the WBCS
(Executive), etc. Examination conducted by the WBPSC is a graduate of a
recognized University.
45.4 The cadre strength of this Service has recently been raised to
2017 from 1767 fixed in the year 1979. WBCS (Executive) is an
integrated Service and appointment to each of the posts belonging to the
cadre of the Service is made by transfer. The members of this Service are
promoted to IAS as per provisions of IAS (Appointment by promotion)
Rules. Besides promotion to about 63 posts of IAS the members of this
Service have scope of appointment to 145 posts borne in pre-revised
scale no. 19 and 18 posts borne in pre-revised scale no. 21.
45.5 The Commission has received a reference from P & A R
Department vide letter no. 601 – PAR (WBCS)/ 1E – 60/09 Apptt dated
25.02.2010 a copy of which is appended at the end of this Chapter as
Annexure – 1.
45.6 It is evident from the said letter that the Department is in
favour of fixing percentage of promotion quota for all the three feeder
service/ post of WBCS (Executive) namely, WBSLRS, Gr. – I/ SRO – II,
Joint BDO and ACRO on the basis of cadre strength of the feeder
service/ post.
550
45.7 We have examined the proposal carefully and having done
that we do not find any merit in this proposal as quality of the promotees
can hardly be ensured in such a system.
45.8 We have received two memoranda, one each from two
associations of the officers belonging to WBCS (Executive). We have also
received a third memorandum from an association of apex nature, in the
name of Convention of State Services Associations representing mostly
the officers belonging to eight other State Services recruitment to which
also is made through the same examination through which WBCS
(Executive) officers are recruited. Apart from the officers of these eight
State Services, this association also represents the officers belonging to
two other State Services, viz., W.B. Audit & Accounts Service and West
Bengal Secretariat Service. Even though out of the total ten State
Services the officers of which have jointly submitted this third
memorandum only W.B. Secretariat Service Officers belong to P & A R
Department, we have decided to examine the contents of this
memorandum under this Department as the grievances expressed in this
memorandum are primarily targetted towards the WBCS (Executive)
Officers.
45.9 While dealing with the three memoranda mentioned above,
one is struck by the intensity of the service rivalry between the WBCS
(Executive) on the one hand and the other Group A State Services on the
other. The focal point of the rivalry concerns the issue as to whether the
overall position of the WBCS (Executive) is higher than that of the rest of
the Group A State Services and if so, whether the same should find an
expression through an edge to be allowed to the WBCS (Executive) in
respect of pay and promotional avenues over the same to be allowed to
other Group A State Services (i.e., West Bengal Commercial Tax Service,
West Bengal Excise Service, West Bengal Agricultural Income Tax
551
Service, West Bengal Food and Supplies Service, West Bengal
Employment Service, West Bengal Cooperative Service, West Bengal
Labour Service, West Bengal Audit & Accounts Service, West Bengal
Registration and Stamp Revenue Service, and finally also the West
Bengal Secretariat Service). The associations representing the
WBCS(Executive) appear to have no doubt that the Service they
represent is superior to other functional State Services and that this
superiority is to be recognized by awarding of a higher pay structure and
ensuring a career progression that is faster than those to be awarded to
all other State Services.
45.10 The thesis of the alleged superiority of the WBCS (Executive)
appears to rest on the following pieces of argument. In the first place,
the WBCS (Executive), known as the B.C.S. (Bengal Civil Service) in the
pre Independence period was the only “State Service” that performed all
the services within the province of Bengal subject of course to the overall
superintendence of the Indian Civil Service but side by side with the
latter. It, therefore, follows that the BCS was capable of delivering the
services which much later the other State Services excepting those of the
engineers and the doctors started to deliver. Even during the post-
Independence period, this trend continued till the other State Services
came to be formed gradually. The argument goes that this shows that
the WBCS (Executive) has the ability to deliver the services of all other
State Services (again barring the technical ones delivered by the
engineers and the doctors).
45.11 It has also been argued that the WBCS (Executive) is
required to manage crises of various types. Also, other Services are
either not called upon to play the role of crisis managers, or even when
they have a role in crisis management, the same is not of a major player.
552
45.12 On the other hand, the other State Services never performed
the duties which were/ are being performed by the BCS/ WBCS
(Executive).
45.13 In the second place, the WBCS (Executive) is, even today,
called upon to perform the most important task of coordinating the
activities of all other functional Services, mostly at the field level, but
often also at the Directorate and Department level. This calls for an
administrative acumen that is generally not available in other State
Services in question.
45.14 The other Group A State Services on the other hand argue
that “… With the increasing mass awareness and democratic aspiration
of the people, the necessity of developing specialization, expertise and
professionalism in specific areas of public service was felt…” and
according to them, this was the basic reason for creation of most of the
other State Services. In the opinion of these Services, the concept of
running administration by a single civil service was gradually replaced by
a combination of many State Services in response to the changing needs
of the society. Thus, the single State Civil Service, which represents an
outmoded and archaic system of administration, should not be
considered to be superior to other State Services.
45.15 It has also been argued that officers belonging to the WBCS
(Executive) are recruited from the same merit list of successful
candidates who appear at the WBCS (Executive) etc. examination, from
which the officers of all other Group A State Services are also recruited.
Which successful candidate will finally join which State Service depends
upon options exercised by the successful candidates and the availability
of vacancies in the concerned Services. Therefore, so goes the argument,
irrespective of the posts the successful candidates hold in different
Departments/ Directorates/ regional offices, they should be taken to be
553
equal in the matters of status, salary, promotion etc. and therefore,
parity between the WBCS (Executive) and these Services in such matters
must be ensured.
45.16 There is another bone of contention between the WBCS
(Executive) and other Group A State Services. It is the issue of
promotion to the IAS. Under the current system, the WBCS (Executive)
gets 85% of the promotion posts while the other State Services get 15% of
the same. Both the WBCS (Executive) and other State Services are
acutely unhappy over the aforesaid way of distribution of promotion
posts to the IAS.
45.17 The WBCS (Executive) has argued that this is the only Civil
Service among all the State Services and therefore, all the promotion
posts to the IAS should go only to the WBCS (Executive). It has also
been pointed out that promotion to the IAS is the only avenue of
promotion available to the WBCS (Executive), while the other State
Services generally enjoy other promotional avenues and promotion to the
IAS is an additional promotional possibility to them. The WBCS
(Executive) has pointed out that as of now, the members of this Service,
in spite of being eligible to get the promotion to the IAS after 8 years of
service in the WBCS (Executive), actually get this promotion in the 27th
or 28th year of their service. By that time, the members of other Group A
State Services often get a number of promotions. This, they hold, is an
injustice meted out to them. One of the ways in which the situation can
be partly remedied is by earmarking all the promotion posts to the IAS
for the members of the WBCS (Executive) only.
45.18 However, having realized that because of the numerical
bigness of the WBCS (Executive) cadre and the relative smallness of the
number of promotion posts to the IAS, the overall situation will not alter
significantly in favour of the WBCS (Executive) even if all the promotion
554
posts to the IAS are kept reserved for the WBCS (Executive), the latter
have chalked out and have proposed alternative pay structures involving
automatic upward movement over time to higher (pre-revision) pay scales
which are concomitant with higher administrative posts. This is a
scheme of automatic career progression outside the purview of the
routine CAS/ MCAS.
45.19 A critical look at the issue of the alleged superiority of the
WBCS (Executive) will immediately make it clear that there are some
claims that are not based on reason and neither all the counterclaims
are fully tenable. It is true that historically, the original version of
today’s WBCS (Executive), i.e., the B.C.S. did all the work in the lower
tier of administration. But in those days administration was basically
concerned with collection of revenue and administration of criminal
justice, there being hardly any need to give any particular attention to
matters like cooperation or employment or labour etc. Whatever little
work might have been required on the latter fronts, could be done by the
members of the B.C.S. However, that cannot mean that either the B.C.S.
of the older days or the WBCS (Executive) subsumes all the other Group
A State Services in question. The very fact that the other Group A State
Services were created in due course for serving functionally separate
areas of State activities does show that these Services are distinctly
separate limbs of the State administration, i.e., they are not subsumed
by the WBCS (Executive).
45.20 Contrarywise, the claim that only these Group A State
Services are, characterized by specialization, expertise and
professionalism – and to imply thereby that the WBCS (Executive) is only
a general Service that does not share these characteristics – is an
exaggeration of sorts. If there is any specialization/ expertise to be found
in these unifunctional Services, these are only results of dealing with
555
more or less the same matters pertaining to particular fields over a
relatively prolonged period. Without belittling such expertise in any
manner, one can say that a multifunctional Service like the WBCS
(Executive) also has its own expertise that comes from the very
multifuntionality it practises.
45.21 The fact is that in order to run the complex business of
governance, the Government needs both unifuntional and
multifunctional varieties of expertises and none of the practitioners of
these expertises can claim exclusivity.
45.22 It has been claimed by the Convention of the State Service
Associations that the officers of the WBCS (Executive) as also those of
other Group A Services are recruited from the same merit list of
candidates who are successful in the same competitive examination and
who will join which Service depends upon the option(s) exercised by the
successful candidates and the number of vacancies in different Services
in a particular year and, therefore, all the officers in all the Group A
Services taken together should enjoy the same status, same promotion
prospects and the same pay and allowances. This is a misleading claim.
We need not go into the question of whether the more meritorious of the
successful candidates prefer Service X to Service Y or Service Z. It is
sufficient for us to note that there are now as many as nine Constituted
State Services belonging to Group A, coming from WBCS Examination,
all enjoying the pre-revision scale no. 16 at the entry level and all
enjoying career progression in the same manner through scales no. 17
and 18. This fact shows that they enjoy the same footing throughout a
considerable length of their service lives.
45.23 Does that mean that all these ten Group A State Services
including the W.B. Audit & Accounts Service who are recruited through
another competitive examination must continue to have the same footing
556
in course of the rest of the service life of the members of these Services?
Here our answer is in the negative. That the Group A State Services in
question have a common starting point may not mean that all of them
must, of necessity, have the same career path. As a matter of fact, they
do not. It is because of the differences in the respective career paths that
the members of different Services occupy different types of posts.
45.24 A question immediately arises as to whether some of the
posts are superior to others. The answer to this query is obvious and is
in the affirmative when one considers posts within an organization /
office / Department. The answer to the same question is not so obvious
if one is to compare posts inter-organizationally or inter Departmentally.
In such situations the only way to determine whether a post/certain
posts is / are superior to some other/certain other posts will be to
compare the nature of the duties and work responsibilities involved in
the posts in question.
45.25 Before one progresses any further, one should explore the
implication(s) of the word ‘superior’. Normally, a post is superior in
relation to another /others, if the holder of the former is officially
empowered to issue instructions / orders to the holder(s) of posts that
are hierarchically located at lower orders. Since Government Offices /
Departments are hierarchically structured, it is easy to locate posts that
are superior in relation to another post/ posts within a Government
Office / Department.
45.26 There is another kind of superiority, which, in the absence of
any other nomenclature, may be described as functional superiority. The
latter is normally found inter officially / inter-organizationally or even
inter Departmentally. An example of functional superiority may be found
in the position of say, Finance Department vis-à-vis some other
Department. The latter is mandated to seek the approval / sanction of
557
the Finance Department before it undertakes certain types of,
work/scheme or certain amounts of expenditure. Because of such a
functional inter-relation, Finance Department may, in a restricted sense,
be said to be “superior” compared to any other Department and at least
symbolically, the Finance Secretary is functionally superior in respect of
certain matters to the Secretaries of other Departments by dint of the
very nature of the duties he has to perform as long as he holds that post.
But, there is nothing personal about it and this functional superiority
does not imply any superiority of any other kind whatsoever.
45.27 In our attempt to consider whether any one Group A State
Service [i.e., the WBCS (Executive) to be precise] is superior to any or all
other Group A State Services, we shall be concerned with the application
of the concept of functional superiority only. The answer to the question
raised is that the WBCS (Executive) as a whole cannot be held to be
superior to the other Group A State Services, and yet, while holding
certain types of posts, at least symbolically the members of the WBCS
(Executive) should be deemed to have functional superiority over the
holders of comparable posts in other Group A Services. Those posts in
which one of the main duties is to coordinate the activities of different
functional Departments/Directorates/regional offices of the Government
should, in our considered opinion, be deemed to have the aforesaid
functional superiority. Some of the examples of such posts are those of
the Block Development Officer, the Sub Divisional Officer (particularly in
an outlying Sub-Division) and the District Magistrate. Once again, there
is nothing personal about the functional superiority of a Block
Development Officer at the Block level. A WBCS (Executive) Officer is
extremely unlikely to continue to be so posted as to carry such a
functional superiority without any break throughout his career. After he
works for a few years in the capacity of a BDO, he may very well find
himself in a post that does not enjoy such functional superiority. Thus,
while he is the first among the equals as a BDO, he will almost invariably
558
be just one among the equals somewhere else. It will, therefore, be
incorrect to hold that an officer belonging to the WBCS (Executive) is
superior right from the first day he is born into the Service till he retires
on superannuation, to those in other Group A State Services, by dint of
the only fact that he belongs to the WBCS (Executive). But
simultaneously he may have functional superiority over others if he
occupies certain types of posts in which the holders of these posts have
to play a coordinating role. As against that, the posts which are held by
the members of the other Group A State Services in question, being
unifunctional in nature, do not have such coordinating role.
45.28 From the exposition given above, it may be concluded that
there is hardly any reason to prescribe for the WBCS (Executive) a whole
separate pay structure, which is also distinctly superior to the pay
structures given/to be given to other Group A State Services, though it
will not at all be incorrect to award to the members of the WBCS
(Executive) a special remuneration in those posts which involves effecting
coordination inter-departmentally as are currently given to the BDOs,
the SDOs and the DMs. It is also acceptable that at the policy making
level, a few of the members of the WBCS (Executive) enjoy the highest
pre-revision pay scale. But, of course, this is not a special feature of the
latter alone. They share this distinction with members of a number of
other Services, a point which is being taken up in the paragraphs that
follow.
45.29 It is noted that the pay structures suggested by both the
associations of the WBCS (Executive) stretch beyond pre-revision scale
no. 18. It may be recalled that as per current dispensations, all the
Group A State Services [including the WBCS (Executive)] start from pre-
revision scale no. 16 and move upward, more or less automatically, upto
pre-revision scale no. 18. A process of differentiation has started from
pre-revision scale no. 19 and gone on upto pre-revision scale no. 21, the
559
WBCS (Executive) having been granted a large share of posts borne on
these two scales particularly of scale no. 19. The other Group A Services
have come up with demands of larger share of posts in these two scales
on the grounds that the distribution of posts in the latter has been
inequitable and that they cannot be treated as “inferior” to the WBCS
(Executive) in the matter of enjoying the benefits of the top pre-revision
pay scales available in this State.
45.30 The pay structures recommended by the associations of the
WBCS (Executive) are actually varieties of a scheme of assured career
progression. They essentially envisage how all the members of the WBCS
(Executive) will move upward at regular intervals of time till all of them
reach scale no. 21 (or even beyond). This type of pay structures have
been demanded by both associations of the WBCS (Executive). In fact,
one of the associations has demanded a pay structure that closely
follows the pay structure recommended by the 6th Central Pay
Commission for the IAS, demanding simultaneously that the IAS be
gradually phased out from West Bengal and the space to fall vacant
because of withdrawal of the IAS be filled up by the WBCS (Executive)
alone. It is interesting to note that in the suggested pay structure, all the
members of the WBCS (Executive) will move upto pre-revision scale no.
21 (Central Government’s PB-4 with GP of Rs. 10,000/-) automatically
after about 21 years’ of service; the next higher grade where pay is in PB-
4 with GP of Rs. 12000/- should be reachable almost automatically after
25 years of service; only the final grade when pay is fixed at Rs. 80,000/-
p.m. is not reached automatically, through eligibility to occupy the post
of Chief Secretary (or an equivalent post) should accrue after 30 years’ of
service. This Pay Commission does not have anything to say about
withdrawal of the IAS from West Bengal. So there is no recommendation
on that score. However, the suggested separate pay structures for the
WBCS (Executive) is not an acceptable idea, because the suggestion is
based on the premise that each member of the Service is qualitatively
560
superior enough to reach the highest pre-revision pay scale
automatically, i.e., by virtue of only the fact that he/she belongs to that
Service.
45.31 Incidentally, the Convention of State Service Associations
has also come up with the same type of demand. The Convention has
asked, for all the members of all the Service Associations it represents,
pre-revision scale no. 16 at the entry level, then pre-revision scale no. 17
after the 6th year, then pre-revision scale no. 18 after the 12th year,
thereafter pre-revision scale no. 19 after 18th year and finally, pre-
revision scale no. 21 after the 24th year. This pay structure suggested
by the Convention is not acceptable for the same reason for which the
pay structures suggested by the associations of the WBCS (Executive) for
their own members is not.
45.32 Coming back to the question of the alleged inequity in
distribution of posts in pre-revision scales no. 19 and 21, we find that
the WBCS (Executive) has been awarded a much larger number of posts
in scale no. 19 than those enjoyed by the members of other State
Services. This calls for a fresh look in the matter. Keeping in mind the
idea that the holders of the posts in pre-revision scale no. 19 also play an
important role in framing of policies, and that those with excellent
service records should not be deprived of the opportunity to serve in this
capacity, we have, instead of a mere redistribution, of the number of
posts in scale no. 19, which contains the possibility of an otherwise
deserving officer not getting a post in scale no. 19 due to lack of
vacancies, recommended in our chapter on MCAS automatic extension of
scale no. 19 to a member of any of the constituted State Services
(including the WBCS (Executive) after such a member has put in not less
than 28 years of service and is eligible for this scale in terms of the
yardsticks we have prescribed in chapter-3, Part-II of Volume-I of our
Report. It is needless to mention here that same rigorous scrutiny
561
regarding eligibility to scale no. 19 will have to be made in those cases
where this scale will be allowed on the basis of fixed number of posts in
that scale. This would afford a greater supportive role of the other Group
A Services in policy making than is available as of now.
45.33 That leaves us with posts in scale no. 21 that are usually
associated in this State with posts of Secretaries/ Special Secretaries
and ex-officio Secretaries. Holders of these posts are some of the
principal players in the arena of policy making. These posts should
usually go to such officers who have been trained to take and who have
been taking holistic views of different subject matters of State policies.
Members of multifunctional Services do have an edge over members of
unifunctional Services in this respect. It cannot be denied that the co-
ordinating, and the integrating role which the WBCS (Executive) as the
only true multifunctional State Service performs in the total
administrative framework of the State, coupled with the experiences
which most of the members of this Service gather while working at
different levels of diverse areas of activities of the Government give them
an edge over the members of other Group A Services for the limited
purpose of holding posts in pre-revision scale no. 21. A clear exception,
however, is the case of those technical areas in which even a holistic view
needs some amount of technical knowledge/ skill/ upbringing. It has
also to be borne in mind that all members of the WBCS (Executive),
merely by virtue of being a member of the latter should not be deemed to
qualify automatically for holding posts in pre-revision scale no. 21.
There has to be a good deal of picking and choosing and only those who
would be found to have rendered meritorious service at various levels,
particularly at different cutting edge posts involving crisis management
and critical decision making should be considered, in due course, to be
fit for holding posts in scale no. 21.
562
45.34 The next most noticeable dispute between the WBCS
(Executive) and the other Group A Services concerns promotion to the
IAS. The former appears to think that this promotion is entirely for the
WBCS (Executive) only, while the latter claim a larger share of the
promotion posts to the IAS on the ground that they are equal to the
WBCS (Executive). As per current dispensations, the WBCS (Executive)
get 85% of these promotion posts and other State Services get the rest,
i.e., 15% of the total.
45.35 After considering the matter carefully, it is found difficult to
agree to the viewpoint of the other State Services, unless the Rules
governing the matter [viz., the IAS (Recruitment) Rules 1954 read with
the relevant Regulations governing appointment to the IAS by promotion
and by selection] are changed. Apart from direct recruitment, certain
number of posts in the IAS i.e., 85% of the promotional posts may be
filled up by promotion from the State Civil Service and some i.e., upto
15% of such posts may be filled up by selection from persons of
outstanding ability and merit serving in connection with the affairs of the
State, who are not members of the State Civil Service of that State, and
the State Civil Service is that Service (or Services), members of which
normally hold, for purpose of revenue and general administration, charge
of a Sub-Division of a District or a post of higher responsibility. Among
the State Services it is only the WBCS (Executive) that qualifies for the
members of this State Service alone hold the charge of a Sub-Division or
posts of higher responsibility in the sphere of revenue and general
administration. Other Group A Services in question do not fit in the
description and as such may not be categorized as State Civil Services for
this limited purpose.
45.36 As a matter of fact, it is somewhat difficult to use the verb ‘to
claim’ in this context. The rules lay down that upto 15% of the
promotion posts in question may be filled up by officers belonging to
563
other than the State Civil Service if there are officers of outstanding
ability and merit. In other words, this is an enabling provision only and
it is not mandatory in nature.
45.37 A related question is whether 85% of the promotion posts to
the IAS meets the requirement of the WBCS (Executive). From the
memoranda submitted by two associations of this Service, one reaches
the conclusion that their requirements in this behalf will not be met even
if 100% of the promotion posts are awarded to them. It is not really
surprising. The WBCS (Executive), as of now, is an unmanageably huge
cadre of 2000+ officers. It is clearly not possibly to meet the aspirations
of such a large number of officers for suitable posts in the higher
echelons of the State Administration, if the same is to remain
pyramidically structured. If on the other hand, the extant pyramidical
structure is to be dispensed with, the administration will become badly
top heavy and inefficient. The 4th Pay Commission had recommended a
reduction in the cadre strength of this Service by 500. At that time, the
cadre strength of this service was a little less than 1800. But instead of
reducing the cadre strength of the WBCS (Executive), the latter has been
allowed to increase the same by 250 very recently. It is obvious that a
Service with such a huge size is very difficult to manage, particularly if
the Service belongs to the upper echelon of the State administrative
machinery (because there will be little space for all the members of the
Service to move upto the top). In order to save the service from a still
more chaotic condition, the State Government must stop the unbridled
expansion of the cadre, hold a cadre review and immediately start
offloading unnecessary posts from the cadre schedule so as to reduce the
strength of the cadre to approximately half of its present strength by the
next 5 years.
45.38 The above discussion clearly points out that cadre
management by various cadre controlling authorities is short sighted and
564
unscientific. It is strongly recommended that the highest administrative
authority in the State – if necessary aided by a committee of experts -
takes a holistic overview, lays down sets of common principles, policies
and modalities of cadre management and arranges a cadre review by
each cadre controlling authority at regular intervals of time, say once in
every 5 years. Needless to add, a cadre review must not be concerned
with only the ways and means to expand a cadre particularly at the
expense of another; the primary consideration must be how best a cadre
can perform the public duty assigned to it.
45.39 There are two other points agitated / mentioned in the
memoranda of some of the associations. One association has demanded
that a Higher Administrative Service be formed exclusively for the
members of the WBCS (Executive). The proposed Service it appears will
be an alternative to the IAS. Such a claim, it is learnt, was made also in
the past but was never accepted. It may be rejected again. It is neither
feasible nor desirable to have such a Higher Service only for the WBCS
(Executive). Either all other comparable Group A Services would have to
be given shares in the proposed Higher Service, or each of them would
have to be given their separate Higher Services. It, therefore, does not
solve any of the problems; on the contrary, it creates new ones besides
adding to the costs significantly and yet unnecessarily.
45.40 The second point refers to the demands made by both the
WBCS (Executive) and the other comparable Group A Services for
including their respective cadre schedules various posts in Government
companies / public undertakings/ statutory Boards etc to be manned
only by the members of their respective Services. These posts, however,
are not to be distributed among these Services like pieces of a cake that
are distributed among a group of children clamouring for the same.
These organizations – particularly those that are to be run commercially
– must build up their own management teams consisting basically of
565
appropriately qualified persons recruited from open market. The
Government companies etc. however need not be barred from filling up
some of the posts – as may be required by each – by deputationists from
various Services of the State Government. Taking in such deputationists
should be guided entirely by the functional requirements, of these
organizations which alone should decide which post(s) can be a part of a
cadre schedule of a State Service. Further, this part of the cadre
schedule must not be a permanent arrangement, but should be flexible,
so as to allow it to be changed from time to time on the basis of the
functional requirements of the organizations in question.
45.41 Various groups of employees in the Secretariat have placed
their respective demands regarding pay structures, upgradation,
promotion, and post creation to facilitate promotion, creation of certain
new Junior / State Services etc. Almost all of these demands have
already been considered by the Commission. No new recommendations
are therefore necessary on these issues particularly those concerning pay
structures and promotions etc. However, the following are the
considered opinions of this Commission on some of the salient issues.
45.42 The demands of the West Bengal Secretariat Service
association for filling up all the posts of Assistant Secretary and 60% of
the posts of Deputy Secretary are not acceptable. Neither it will be
correct to reserve 1% of the cadre strength of this Service for posts in
pre-revision scale no. 21. However, it is possible that the members of
this Service will not automatically get posts in pre-revision scale no. 19
which has been brought within the purview of a new CAS. Some
dispensation(s) has / have been suggested for them in the Chapter on
CAS.
566
45.43 The proposals of creation of posts of Senior Supervisor Typist
and Supervisor Telephone Operator have been dealt with in the Chapter
on “common categories” of Government employees.
45.44 No new proposal for upgradation of pre-revision pay scales in
the cadres of LDAs/ UDAs etc. is accepted by the Commission.
45.45 There is a bunch of proposals consisting of the following:-
that all existing Group D employees having required qualification should
automatically be promoted to Group C posts, 10% of LDA posts should
be filled up by members of the families of those who die in harness (the
candidates having the requisite qualification), 10% of Group D posts
should be filled up by members of families of those who die in harness
(the candidates not possessing the requisite qualification for Group C
posts), and that there should be upgradation in pre-revision scales of
LDAs from scale no. 6 to no. 9, of the UDAs from scale no. 9 to no. 14, of
the HAs from scale no. 10 to no. 15 and of Section Officers from scale no.
12 to no. 16. We have dealt these issues in the chapter on “common
categories”.
45.46 There is a proposal for creation of a new constituted State
Service consisting of employees from LDAs to Section Officers – and
consisting of the LDAs & UDAs only according to another version of the
same proposal – styled as West Bengal Junior Secretariat Service. It has
further been demanded that all vacancies in the West Bengal Secretariat
Service should be filled up only by promotion from among members of
the proposed West Bengal Junior Secretariat Service. Similarly there is
also a proposal of creation of a new State Service comprising all the
Typists, to be called The West Bengal Typist Secretariat Service. We may
not accept these proposals as no useful purpose will be served by
forming the proposed Services.
567
45.47 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
568
CHAPTER – 46
POWER AND NON-CONVENTIONAL ENERGY DEPARTMENT
46.0 The Department of Power and Non-Conventional Energy acts
under the leadership of a Secretary. He is assisted by a Special
Secretary, one OSD & Ex-Officio Special Secretary, two Joint Secretaries,
one Deputy Secretary, one OSD & Ex-Officio Deputy Secretary, one
Assistant Secretary, one Chief Controller of Audit apart from a host of
other secretariat staff. The Directorate of Electricity is under the
administrative control of the Department which is headed by a Chief
Electrical Inspector who is borne in scale no. 19 (pre-revised).
46.1 West Bengal State Electricity Transmission Co. Ltd., West
Bengal State Electricity Distribution Co. Ltd., West Bengal Power
Development Corporation Ltd., Durgapur Projects Ltd., and West Bengal
Renewable Energy Development Agency are also under the
administrative control of the Department. It also functions as the
administrative department of W. B. State Electricity Regulatory
Commission which is created in terms of Electricity Act of 2003.
46.2 The main functions of the Department comprises of:
a) Formulation and implementation of policies and projects
relating to power generation, development and utilization and
rural electrification.
b) Co-ordination between departments and agencies of the State
and Union Governments concerned with policies and schemes
relating to power.
c) Matters pertaining to the office of the Chief Electrical Inspector
and Electrical Advisor.
569
46.3 The department also overviews matters connected with
Integrated Rural Energy Programme, Mini/ Micro Hydel Projects, Wind
Pumping and Wind Electricity Generation System, Solar Photovoltaic
Systems, Solar Thermal Systems, Biomass Programmes including bio-
gas activities, energy from waste materials, energy from tides and waves,
energy conservation etc.
46.4 There are certain proposals received from one of the
associations regarding upgradation of pay scales of the Engineer Officers
of the Directorate of Electricity. After careful consideration of the matter,
the Commission recommends upgradation of the pay scale of the Joint
Electrical Inspector from pre-revision scale no. 18 to pre-revision scale
no. 19. The Commission also recommends continuation of pre-revision
scale no. 19 for the Chief Electrical Inspector; but the latter is
recommended to have a higher initial at the 3rd stage provided this post
is filled up only by promotion from the holder of the lower feeder post of
the Joint Chief Electrical Inspector. The Commission does not
recommend any upgradation of scale for the Electrical Inspector/
Inspector of Lifts, or for the Deputy chief Electrical Inspector.
46.5 We recommend fixation of pay of all other officers/
employees of the Department in the corresponding Pay Band plus Grade
Pay in the existing scale of pay as recommended by us in Volume I, Part
I, Chapter 8 of our earlier Report and accepted by the Government.
570
CHAPTER – 47
PUBLIC ENTERPRISE DEPARTMENT
47.0 The Department of Public Enterprises is headed by a
Secretary / Principal Secretary and there is also a post of Secretary,
Public Enterprises Cell. Apart from it, there is one Special Secretary, one
Joint Secretary, 3 Deputy Secretaries, 2 Assistant Secretaries, one
Internal Legal Advisor and a host of other Secretariat Staff.
47.1 Durgapur Chemicals Ltd. West Bengal State Warehousing
Corporation, Electro-medical and Allied Industries Ltd. Westinghouse
Saxby Farmer Ltd., Gluconate Health Ltd, Shalimar Works Ltd., Eastern
Distilleries Chemicals Ltd., Saraswati Press Ltd. and Britannia
Engineering Ltd are under the administrative control of the Department
which have been referred to the Commission for consideration. Besides,
there are certain other companies which are functioning as Joint Venture
Companies.
47.2 The principal activities of the department relate to
overviewing of the performance of Public Sector undertakings under the
control of this department with the twin objectives of generating cash
surplus and reducing dependence on the Government. Other related
issues are:
a) Review, scrutiny and evaluation of financial viability of
Government Corporations and preparation of panel of Managing
Directors for such corporations or companies.
b) Restructuring of all Public Sector Enterprises under the
administrative control of different Departments.
c) All matters connected with Public Enterprises Cell.
47.3 We recommend fixation of pay of all the officers and
employees of the department in the corresponding Pay Band plus Grade
571
Pay in the existing scale of pay as recommended by us in Volume I, Part I
Chapter 8 of our earlier Report and accepted by the government.
572
CHAPTER – 48
PUBLIC HEALTH ENGINEERING DEPARTMENT
48.0 Earlier to 1987, Public Health Engineering was a wing under
Health & Family Welfare Department of the State Government. In 1987,
it was transformed into a separate, independent, full-fledged
Department. As per Rules of Business of the State Government, the
principal activity of this Department relate to supply of safe drinking
water and sanitary services to the people of the State.
48.1 However, Panchayats & Rural Development Department is
now the Nodal Department for rural sanitation. Similarly, Municipal
Affairs and Urban Development Departments now look after activities of
urban sanitation and sewerage. Therefore, main activity of the
Department is now restricted to supply of safe drinking water to the
entire rural and urban areas of the State except Kolkata Metropolitan
area. In addition, this department has to operate and maintain the
sewerage & drainage schemes at Kalyani, Berhampore and Nabadwip
along with implementation of four such new schemes for four more
towns. Besides, this Department arranges for water supply and
sanitation measures in fairs and festivals like Ganga Sagar Mela and at
the time of natural calamities, like flood, cyclone and draught, takes the
responsibility of supplying drinking water to the affected population.
48.2 The administrative set up of the Department is headed by a
Secretary from the IAS cadre and an Engineer-in-Chief & Ex-Officio
Secretary from the Engineering cadre. The Department has one
Directorate in the name of Public Health Engineering Directorate which
is entrusted with the task of implementation of the schemes of the
Department, and has four Chief Engineers at the top. Further, there is
one Community Capacity Development Unit (CCDU) under the
573
administrative set up of the Department for information, education,
communication and human resource development activities. This unit is
headed by an Executive Director in the rank of Chief Engineer of the
Directorate.
48.3 It has been proposed by one of the unions that the scale of
pay of Lower Division Clerks and Lower Division Assistants should be
upgraded from pre-revised scale no. 6 to pre-revised scale no. 8, Upper
Division Clerks and Upper Division Assistants should be given pre-
revised scale no. 10 and scale of pay for Head Clerk and Administrative
Officer should be upgraded to pre-revised scale no. 11 and 15
respectively.
48.4 We have dealt with these issues in the Chapter of “Common
Categories” in this volume.
48.5 An employees’ samiti has suggested that the educational
qualification for recruitment to the post of Peon and Farash should be
pass in Class-VIII examination and 70% of the posts should be filled up
by selection through Public Service Commission, West Bengal. They
have further suggested that for recruitment of Sweeper, the candidate
should be able to read and write only. Here also as per their
recommendation, 70% of posts should be selected through P.S.C., West
Bengal.
48.6 We have discussed these issues in the Chapter “Common
Categories” in this volume.
48.7 The samiti has further proposed that the post of Chainman,
who now draws pay in pre-revised scale no. 2, should be filled up by
promotion from existing Workmen, the essential qualifications for whom
are, a pass in Class VIII examination and three years’ experience.
574
Alternatively, the recruitment should be by selection and should be
effected through Public Service Commission, West Bengal. They have
further proposed that the post of Chainman should be considered and
included as a Senior Workman.
48.8 We have come to know from the administrative Department
that there is no recruitment rule to the post of Chainman and, therefore,
we are unable to give any specific recommendation on this issue. We
would only suggest that the Department should finalize the Recruitment
Rules to the post of Chairman, in consultation with Public Service
Commission, West Bengal as early as possible. Regarding redesignation
of Chainman as Senior Workman, we leave it to the Department to take a
decision after reviewing their nature of duties.
48.9 The samiti has stated that there is no functional promotional
scope of Chainman in his service career and has, therefore, proposed for
creation of a post of Amin in pre-revised scale no. 4 in each Assistant
Engineer and Executive Engineer’s office under Planning Circle for land
surveying work and these posts may be filled up form eligible Chainman
who have passed certificate course in Amin.
48.10 We are totally against creation of any post where the sole
purpose of creation of the post is to open up promotional avenue for
certain category of employees. But if the post is actually required for
better performance as a whole, the administrative Department may take
further appropriate actions, as deemed fit and proper.
48.11 An association has informed us that this Department is
required to carry decomposed carcass from different sewerage and
drainage schemes and dump these stinking refuse at fixed locations, for
which there is no earmarked employee. They have, accordingly,
575
proposed for creation of post of “Dhangar” in the Department in pre-
revised scale no. 1.
48.12 We have no comment on this issue. We leave it to the
administrative Department to take further actions, if it considers them to
be necessary. We, however, do not think that such contingencies arise
daily or frequently enough to warrant a whole time post.
48.13 An association has suggested the following regarding the
technical employees engaged in operation, repair and maintenance
works:-
48.13.1 Creation of post of Senior Mechanic in pre-revised scale no.
8, Senior Welder in pre-revised scale no. 5, Master Driller in pre-revised
scale no. 10 for better functioning of the Department. These posts may
be filled up by promotion from the cadre of Mechanic, Welder and Senior
Driller respectively.
48.13.2 Framing of recruitment rules to the post of Senior Workman
specifying that the post will be filled up by promotion from Departmental
Workmen, having at least 3 years’ service, on the basis of seniority-cum-
suitability, as recommended by 4th Pay Commission and accepted in
principle by the Government.
48.13.3 Post of Assistant Operator (Engine) may be filled up either by
promotion on seniority basis from Senior Workman having three years
working experience in the relative field or by direct recruitment through
Public Service Commission, West Bengal for candidates having ITI pass
certificate in the concerned subject along with pass in Class VIII
examination in modification of the recruitment rules recommended by
4th Pay Commission.
576
48.14 We have already requested the Government for formation of
an Expert Committee to deal with these cases. Hence, we are not
making any comment on these issues.
48.15 An association has suggested that the Superintendent,
Kalimpong Water Works presently borne in pre-revised scale no. 12
should be awarded pre-revised scale no. 17 for executive and supervisory
nature of work undertaken by him. The suggestion has been made
without any justification.
48.16 It is our considered opinion that the administrative
Department should review the duties and work responsibilities of the
Superintendent, Kalimpong Water Works and see whether it justifies
upgradation. If so, the Department may consider posting of an Assistant
Engineer in charge of Kalimpong Water Works.
48.17 Engineer officers of this Department of the ranks of Chief
Engineer down to Sub Assistant Engineer belong to Engineering Services
and we have discussed their issues in the chapter “Engineering Services”
in this report.
48.18 For all other posts under this Department not covered herein
the revised Pay Band with Grade Pay corresponding to the existing ones
are recommended.
577
CHAPTER - 49
PUBLIC WORKS DEPARTMENT
49.0 Public Works Department, which is the largest Engineering
Department under the State Government, renders infrastructural
services and is also entrusted with construction and maintenance of
Government buildings, roads and bridges, maintenance and development
of certain national highways as an executing agency on behalf of
Government of India, installation and maintenance of statues of national
leaders, martyrs, social reformers etc. at important public places and
rendering common service in important Government office buildings and
residences like accommodation, furniture, telephone etc.
49.1 This Department is headed by a Secretary from the IAS
cadre and an Engineer-in-Chief & Ex-Officio Secretary from the
Engineering cadre. Many of the papers submitted by the Department
shows that this Organisation has three Departments viz., Public Works
Department, Public Works (Roads) Department and Public Works
(Construction Board) Department. But, according to the Rules of
Business and other important documents of the State Government, there
is no Department called Public Works (Roads) Department and Public
Works (Construction Board) Department. The Rules of Business also
indicates that it is the Public Works Department that subsumes the work
of Public Works Roads and Public Works, Construction Board.
Therefore, we consider that there is only one Department, namely Public
Works Department, and the latter has three Directorates going by the
names of Public Works Directorate, Public Works (Roads) Directorate and
Public Works (Construction Board) Directorate. Besides, there is an
Electrical wing and an Architectural wing under Public Works
Directorate, one National Highway wing and a Mechanical wing under
Public Works (Roads) Directorate and an Electrical wing under Public
578
Works (CB) Directorate. Over and above these, there is a research
institute in the name of Road & Building Research Institute headed by a
Director in the rank of Chief Engineer under the control of Public Works
(Roads) Directorate.
49.2 The Principal Secretary to the Government of West Bengal,
Public Works Department in his memo no. 1342-E/E-1/2M-10/07 dated
01.09.2009 has requested the Commission to consider inclusion of the
Architecture Wing of PWD under the Engineering service for establishing
a harmonious relation between the Engineering and Architecture wings
of the Department with a further request to award them the benefit of
higher scales of pay as now admissible to the officers of West Bengal
Engineering Services. It has been explained in the proposal of the
Principal Secretary, P.W.D. that Architecture is an integral part of Civil
Engineering and Architects play a very important role in different
building projects undertaken by P.W.D. This Commission has also come
to know that the requirement of educational qualification for recruitment
of Junior Assistant Architect of Architecture wing vis-à-vis Assistant
Engineer of Engineering wing and Architectural Assistant of Architecture
wing vis-à-vis Sub-Assistant Engineer of Engineering wing is almost
similar. For the former the requirement is a degree in
Architecture/Engineering or its equivalent while for the latter the
requirement is a diploma in Architecture / Engineering. It, therefore,
appears to the Commission that these two technical cadres are
complementary to each other.
49.3 In view of this position we accept the proposal of the
Department and recommend that in West Bengal Engineering Service a
separate wing named as “Architecture Wing” may be created. All
Architectural Assistants of PWD will be in West Bengal Sub-ordinate
Engineering Service (Architecture Wing), and all Junior Assistant
Architects will be in West Bengal Service of Engineers (Architecture
579
Wing). Similarly, West Bengal Senior Service of Engineers (Architecture
Wing) will be composed of Senior Assistant Architect, Senior Architect,
Additional Chief Government Architect and Chief Government Architect
&, E.O., Chief Engineer.
49.4 Our above recommendation is subject to the condition that
the Architects, as soon as they come in Engineering Service, will have to
pass Departmental and Professional examinations referred to respectively
in Chapter V and VI of the Services (Training and Examination) Rules,
West Bengal as the Engineers of the Engineering Services are required to
do. The details of these examinations including subject, course etc. may
be finalized by the Department in consultation with Public Service
Commission, West Bengal.
49.5 We further recommend that the benefits for higher scale of
pay in the ratio of 60:40, may be extended to the officers of the proposed
West Bengal Engineering Service (Architecture Wing) officers under the
same terms and conditions as are applicable to the Engineer officers. We
also propose that like Engineering Services, in the Architecture Wing also
60% of the total posts of Junior Assistant Architect should be filled up by
direct recruitment and the remaining 40% by promotion of Architectural
Assistants. In order to qualify for the promotion, the latter, however, will
have to pass the Professional and Departmental examinations conducted
by the Public Service Commission, West Bengal and they will also have to
be registered with the Council of Architecture in terms of the Architects
Act, 1972. As already recommended for the Engineering Services, here
also the Architectural Assistants may be allowed to sit for the
Professional examination after completion of 6 years service and the
eligibility period of service for the purpose of promotion should be 8
years.
580
49.6 We have received representations for revision of pay scale of
Architectural Assistants, who enjoy pre-revised scale no. 11. It has been
stated that before 1996, the Architectural Assistants were enjoying pre-
revised scale no. 11, while the Sub-Assistant Engineers were in pre-
revised scale no. 10. Now, the Sub-Assistant Engineers have been
allowed pre-revised scale no. 12, while the Architectural Assistants
remain in the pre-revised scale no. 11.
49.7 We have reviewed the issue thoroughly and are of the
opinion that the Architectural Assistants deserve upgradation of their
pay scale. We, therefore, recommend pre-revised scale no. 12 for the
Architectural Assistants.
49.8 It has been represented to us that the nomenclature/
designation of Junior Assistant Architect and Senior Assistant Architect
often creates confusion about the status of the post and is equated
wrongly. They have proposed that the existing nomenclature be changed
and they be renamed in the same manner in which their counterparts in
the Engineering Wing have been named. What they ask for is detailed
hereunder:
a) Junior Assistant Architect should be renamed as Assistant
Architect.
b) Senior Assistant Architect should be renamed as Executive
Architect.
c) Senior Architect should be renamed as Superintending
Architect.
The Department also suggests that changes in designation in respect of
the posts in Architecture wing should be considered to establish a parity
in nomenclature with the Engineers of the Department.
49.9 We have no specific view in this matter. We leave it to the
Government to take a decision on the issue.
581
49.10 The Department has sent to us a proposal for upgradation of
the pay scale of the post of Artist-cum-Model Maker in the Architecture
wing of P.W.D. from existing pay in pre-revised scale no. 9 to pre-revised
scale no. 12 considering the recruitment qualification, duties and
responsibilities of the post. The Department has informed us that the
recruitment qualifications for the post are: (i) a pass in Matriculation or
School Final Examination, (ii) 5 years’ diploma pass certificate from
Government College of Art & Crafts, Kolkata either in Fine Arts or
Commercial Art and (iii) experience in model making. The Department
has further stated that it is only the Artist-cum-Model Maker who has
been allowed a lower pay scale in comparison to those of the Sub-
Assistant Engineer and the Architectural Assistant posted in the same
office, inspite of the fact that the educational qualification for
recruitment to the post of Artist-cum-Model Maker is higher than those
of an SAE or an Architectural Assistant.
49.11 In Information and Cultural Affairs Department there is a
post of an Artist. Recruitment qualification for the said post is a diploma
from a recognized School of Art and experience in illustrating books and
pamphlets, drawing posters, sketching lay-on and lettering for display
advertisements and cover designs of pamphlets and books. He draws
pay in pre-revised scale no. 10.
49.12 We have been informed that the old 5 year diploma course in
Government college of Arts & Crafts, Kolkata has now become a degree
course. Considering the recruitment qualification of this post and those
of the post of Artist in I & CA Department, present scale of pay and other
aspects, we recommend upgradation of pay for Artist-cum-Model Maker
in pre-revised scale no. 10. We also suggest that before any future
recruitment to this post, the Department should modify and update the
Recruitment Rules.
582
49.13 The Department has submitted a proposal in a reference for
changing the nomenclature of the post of ‘Lady Supervisor’ in the joint
establishment of Writers’ Buildings PBX and New Secretariat Building
PBX and to re-designate them as ‘Supervisor-in-Charge’ on the ground
that the posts may be required to be filled up by male Telephone
Operators also.
49.14 We agree to the proposal of the Department and recommend
that the post of “Lady Supervisor” may be re-designated as “Supervisor-
in-Charge” keeping the recruitment qualification, scale of pay etc.
unaltered. From the references made by the Department it is noticed
that 66 posts of Telephone Operator have been sanctioned in the joint
establishment of Writers’ Buildings PBX and New Secretariat Building
PBX. We learn that both the PBX have now been fully automatic. In
view of this, we suggest that the Department may reassess the actual
requirement of Telephone Operators for these two PBX and take
appropriate actions accordingly.
49.15 The Department has moved the Commission for upgradation
of the scale of pay of the post of Treasurer, P.W.D. from pre-revised scale
no. 10 to pre-revised scale no. 12 on the ground that the said post bears
a huge monetary responsibility involving handling of money on account
of pay & allowances, GPF withdrawals, various loan payments etc. of
about 550 employees along with Telephone, Electricity and Internet Bills
of Writers’ Buildings & Jessop Building and receipt of rent of different
stalls & canteen at Writers’ Buildings. The Department has stated that
the total monetary transaction usually is more than Rs. 10 crores each
year. The Department has also informed us that the post of Treasurer in
the Vigilance Commission is borne in pre-revised scale no. 12 even
though the total monetary transaction is usually much less than that
transacted by the Treasurer of PWD.
583
49.16 Considering all aspects of the matter carefully and, the
duties and job responsibilities of the Treasurer, P.W.D., we recommend
upgradation of pay scale of the post of Treasurer, P.W.D. from pre-
revised scale no. 10 to pre-revised scale no. 12.
49.17 It has been represented to us that the Clerk-cum-Typists
posted in the offices of Assistant Engineer of PWD do not have
promotional avenues on 5:4:1 basis which the Typists enjoy and thus
they are deprived of the post of Supervisor in pre-revised scale no. 10 in
their cadre. It has been argued by the Association that Clerk-cum-
Typists are to shoulder additional load as they are to do clerical work in
addition to typing, and, therefore, post of Supervisor should be
sanctioned in their cadre. A reference in this respect has also been made
by the Department to this Pay Commission.
49.18 We have dealt with the subject separately in the chapter
under “Common Categories” of this Report, which may be referred to.
49.19 We have been informed that the Toll Collectors in PWD are in
pre-revised pay scale no. 5 and the educational qualification required for
recruitment is pass in Madhyamik Examination of the Board of
Secondary Education, West Bengal or its equivalent. As almost all
Government employees with the above educational qualification enjoy
pre-revised scale no. 6, we recommend pre-revised scale no. 6 for the Toll
Collectors in P.W.D.
49.20 One association has proposed that the post of Toll Collector
should be filled up from among the Assistant Toll Collectors and the post
of the Assistant Toll Collectors should be filled up from among Toll
Chowkidars, who have passed Madhyamik Examination.
584
49.21 The post of Toll Collector is a direct recruitment post and
educational qualification requirement is pass in Madhyamik
Examination, whereas minimum educational requirement for the post of
Assistant Toll Collector is pass in Class VIII Examination. In
Recruitment Rules of each of the posts there is provision for
consideration of eligible Departmental employees with lower scale of pay.
We find the recruitment rules are in order and, therefore, do not
recommend any change in the process.
49.22 One association has stated that the Sub-Assistant
Engineer(Civil) posted at Banga Bhavan, New Delhi is also designated as
Caretaker and is required to perform the duties of Caretaker in addition
to his normal duties. Further, he is also to function as Protocol Officer of
the Department. For performing these additional duties, he gets a
Caretaking Allowance @ Rs. 80.00 per month and a Protocol Allowance of
Rs. 125.00 per month. The association has proposed that the
Caretaking Allowance should be raised to 10% of pay + Grade Pay for the
Sub-Assistant Engineer.
49.23 We feel that the two additional duties which the Sub-
Assistant Engineer at Banga Bhavan is to perform regularly, are of
totally different nature (for caretaking duty he should stay at Banga
Bhavan for most of the time while for protocol duty, he is to go to the
same Airport and Rly. Station frequently) and, therefore, should not be
given to one employee. We propose that the Sub-Assistant Engineer
(Civil) of Banga Bhavan should be entrusted with the additional duty of
caretaking only and for this we recommend a Caretaking Allowance @
Rs. 250.00 per month. The protocol duty may be entrusted to another
Sub-Assistant Engineer of PWD posted at New Delhi, and he may be
given Protocol Allowance at the rate already recommended by us.
585
49.24 It has also been proposed that a Special Allowance @ Rs.
1000.00 per month should be sanctioned to the Sub-Assistant Engineer
in charge of State Guest House, New Delhi for staying outside the State.
49.25 We do not find any convincing reason for sanctioning this
Special Allowance and, hence do not recommend the same.
49.26 One association has proposed that the Cook, the Table Boy,
Room Attendant and the Kitchen Helper should be provided with dress
as sanctioned to certain categories of State Government employees.
49.27 The Commission has discussed the issue and is of the
unanimous opinion that an apron will be more useful in discharging the
official duties of the above named employees and, therefore, recommends
that an apron may be supplied or cost thereof may be sanctioned every
year to Cook, Table Boy, Room Attendant and Kitchen Helper engaged in
Guest Houses and Inspection Bungalows. The Commission also
recommends sanction of Washing Allowance, as already recommended in
Volume-I, Part-II of our Report, to these employees.
49.28 It has been stated by an association that Night Guards, who
are primarily employed for guarding of Government Offices/properties at
night, are required to work for 12 hours daily and are deprived of
Government holidays. They have proposed that these staff should be
paid overtime allowance as per approved rate for doing work beyond 8
hours and additional Night Guard Allowance @ 30% of their pay.
49.29 The issue has already been discussed by us and our specific
recommendation in this aspect has been given in para. 5.27 of Volume-I,
Part-II of our Report.
586
49.30 We have received representations from one association
seeking upgradation of pay scales of the Senior Laboratory Assistant
(from pre-revised scale no. 6 to pre-revised scale no. 10), the Research
Assistants (from pre-revised scale no. 9 to pre-revised scale no. 12) and
the Assistant Research Officer (from pre-revised scale no. 12 to pre-
revised scale no. 14) of Road & Building Research Institute. The
Association states that a major percentage of the existing SLAs are
enjoying pre-revised scale no. 10 as per Hon’ble Court’s Order and has
urged for awarding the said scale of pay to the few remaining SLAs to
avoid discrimination.
49.31 From the Recruitment Rules to the post of Senior Laboratory
Assistant we find that this is a direct recruitment post and the minimum
educational qualification is a pass certificate of Higher Secondary
Examination / Pre-University Examination with Physics, Chemistry and
Mathematics as subjects. Considering the minimum educational
qualification required for the post, we recommend pre-revised scale no. 7
for them. We would also suggest that the administrative Department
may update the recruitment rules by deleting Pre-University examination
and substituting Higher Secondary by Higher Secondary (10+2).
49.32 We also observe that the post of Research Assistant is the
promotional post of the Senior Laboratory Assistant and also the feeder
post of Assistant Research Officer. Considering the duties and
responsibilities attached to the post of Research Assistant and Assistant
Research Officer, we do not find any cogent ground for upgradation of
the pay scale of any of these two posts and, therefore, recommend the
revised Pay Band with Grade Pay corresponding to the existing ones.
49.33 An association has submitted a plea for upgradation of the
scale of pay of Auto Vote Recording Equipment Operator in Electrical
wing of P.W.D from pre-revised scale no. 10 to pre-revised scale no. 12 as
587
the post is said to be considered equivalent to that of a Sub-Assistant
Engineer, who enjoys pre-revised scale no. 12.
49.34 This post is listed in the category of technical employees
engaged in operation, maintenance and repair works and to resolve the
anomalies in respect of scale of pay, designation etc. of these employees,
we have already requested the Government to appoint an Expert
Committee. Hence, we refrain ourselves from making any comment on
this issue at the moment.
49.35 An association has proposed to us that considering the
responsibility of duties, the post of Lift Inspector should be upgraded to
the rank of Assistant Engineer like Electrical Inspector (Lift) in the
Directorate of Electricity under Department of Power and the post should
be filled up by promotion of Sub-Assistant Engineer. There is one post of
Lift Inspector in the Electrical wing of P.W.D and he is posted in a Circle
Office. He is required to issue operation certificate of all new lifts being
installed by P.W.D and also to inspect existing lifts under P.W.D, if so
required, and prescribe necessary repair/modification measures. The
post of Lift Inspector is filled up by a Sub-Assistant Engineer having
S.C.C in Part-IX.
49.36 After reviewing the nature of duties and responsibility of the
post, we feel that a Sub-Assistant Engineer is appropriate for the post of
Lift Inspector and, therefore do not recommend any upgradation.
However, as he is required to acquire an additional qualification for
joining this post, we recommend a special allowance @ Rs. 250.00 p.m.
for the holder of this post.
49.37 A number of associations have listed the following
proposals/ suggestions/ anomalies in respect of scale of pay, designation
588
etc. of certain category of technical employees of the Department engaged
in operation, maintenance and repair works:-
49.37.1 Scale of pay of Head Fitter, Head Winder, Head Tester, Head
Engine Fitter and Head Fan Fitter have been lowered down from pre-
revised scale no. 7 to pre-revised scale no. 6. They have proposed pre-
revised scale no. 7 for all the above posts.
49.37.2 Junior Wireman, redesignated as Assistant Electrician, has
been allowed pre-revised scale no. 4 in place of scale no. 3 and Senior
Wireman, redesignated as Electrician, has been given pre-revised scale
no. 5 in place of scale no. 4 with the condition that they will have to
acquire higher technical qualification as prescribed within 3 years failing
which they will not be allowed the benefit of higher scale of pay and will
be reverted back to old lower scales. The associations have suggested
that acquiring of such higher technical qualification should be imposed
on future promotional cases only and should not be exercised on the
existing employees.
49.37.3 Assistant Fitter, Assistant Turner, Assistant Winder and
Junior Wireman, all working in Electrical wing, were enjoying pre-revised
scale no. 3 since 1981. Now scale of pay of Junior Wiremen has been
upgraded to pre-revised scale no. 4, whereas scale of pay of all other
above posts have been kept in scale no. 3. The associations have
proposed pre-revised scale no. 4 for all the above posts.
49.38 To resolve all anomalies in respect of technical employees
engaged in operation, maintenance and repair works in different
Departments, we have already requested the Government to form an
Expert Committee. Hence, we do not want to make any comment on
these issues.
589
49.39 We have dealt with the cases of engineer officers of this
Department from the cadre of Sub Assistant Engineers to that of Chief
Engineers belonging to Engineering Services in the chapter “Engineering
Services” in this Volume of the report and our specific recommendations
about them have been recorded therein which may be referred to.
49.40 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
590
CHAPTER – 50
REFUGEE RELIEF AND REHABILITATION DEPARTMENT
50.0 The partition of Bengal on the eve of independence of the
country was one of the saddest Chapters in the history of India. Millions
of people who had the misfortune of falling within the wrong side,
suddenly found themselves alien in a land which had been their home
and hearth for generations and had no other alternative than to seek
refuge across the boundary.
50.1 The influx of refugees continued beyond 1950 and there was
a large scale exodus again at the time of liberation of East Pakistan (now
Bangladesh) and by 21st March, 1971 an estimated eight million
displaced persons had taken shelter in West Bengal.
50.2 The Department of Refugee Relief and Rehabilitation (RR & R
Deptt.) was set up just after the independence to tackle the monumental
task of fitting those millions of Displaced Persons (DP) into an area
already saturated both from the point of view of population and
employment.
50.3 In the initial stages, the task of the Department was limited
to providing temporary shelter and relief to the refugees who had become
pauper during the ordeal. Gradually when it became clear that there
was no possibility of the refugees returning to their motherland, the task
of the Department extended to providing physical and economic
rehabilitation of the DPs.
50.4 At present the main functions of the Department are:
591
(a) Regularization of the colonies inhabitated by the refugee families
by offering them Free Hold Title Deed (FHTD) for the land under their
occupation.
(b) Providing basic minimum infrastructure in the refugee colonies.
(c) Maintenance of the Camps and Homes where a few thousands
destitute refugee families still live and maintenance of the tenement
schemes.
(d) Running Production Centres set up for providing training and
employment to ex-inmates of Camps and Homes.
(e) Management of huge quantum of land and water bodies lying at
the disposal of the Department.
50.5 The Department has only one Directorate, viz., RR & R
Directorate which is headed by the Refugee Rehabilitation
Commissioner(RRC), usually an IAS Officer. The day to day
administration of the Directorate is looked after by the Deputy RRC. He
is assisted by two Directors, namely, Director (Land) and Director
(Supply & Accounts). Besides Supply and Accounts, there are six
sections for smooth running of the Directorate. Each section is headed
by a Deputy Director assisted by a number of Rehabilitation Officers
(RO), Kanungo-I, Surveyor, Draftsman and usual compliment of
supporting staff.
50.6 The Directorate also has an engineering cell headed by a
Superintending Engineer. He is assisted by two Executive Engineers and
a number of Assistant Engineers and SAEs along with the usual
compliment of supporting staff.
592
50.7 The RR & R Department has a district level set up in all the
districts of West Bengal except Purulia and Purba Medinipur where there
are no refugee colonies. It has also sub-divisional level set up in some
subdivisions.
50.8 The district level set up is headed by the District Magistrate
(DM). ADM (RR) looks after the day to day administration. He is assisted
either by a WBCS Officer of the Collectorate, designated as Officer-in-
Charge (RR) or by a District Rehabilitation Officer (DRO).
50.9 The Sub-divisional level offices are administered by the SDO.
He is assisted by an SDRRO, a number of Rehabilitation Officers, KGO-Is
and other supporting staff.
50.10 At the State level there is an Advisory Committee to review
on regular basis, the performance of the Department and to advise the
Government accordingly.
Rehabilitation Officer (R.O.)/ Sub-Divisional Relief & Rehabilitation Officer (SDRRO)/ District Rehabilitation Officer (DRO)/ Deputy Controller (Regularization), Kolkata
50.11 75% of total posts of R.O. borne in pre-revised scale no. 10
are filled up through Group – D of the W.B.C.S. (Exe.) and Allied Services
Recruitment Examination. Rest 25% are filled up by promotion from
clerical supervisory posts. These ROs have to perform both
administrative as well as quasi-judicial functions and they play a pivotal
role in the matter of rehabilitation of displaced persons. Some important
items of administrative functions discharged by them are acting as the
Officer-in-Charge of Production Centres, Central Store, duties of DDOs in
some offices, to enquire and recommend land transfer cases,
enumeration of families of displaced persons for determination of refugee
status, to supervise issue of loan remission certificates and deed of
593
reconveyance, etc., etc. Some of the important items of their quasi-
judicial work are registration of Free Hold Title Deeds (FHTD) in favour of
eligible displaced persons which is normally one of the main duties of
Additional District Sub-Registrars (ADSR) under the Finance (Revenue)
Department, discharging some functions of Executive Magistrates like
swearing of Affidavits, execution of Indemnity Bonds, etc. for the purpose
of refugee rehabilitation, etc.
50.12 It has been represented that though prior to 1961 ROs were
on a higher scale of pay compared to that of Sub-Registrar and WBSLRS,
Grade-I, in course of successive pay revisions their pay scale was steadily
downgraded and their present pre-revised scale of pay is pre-revised
scale no. 10 whereas that of Additional District Sub-Registrar (the
present version of the earlier post of Sub-Registrar) is pre-revised scale
no. 16 and that of WBSLRS, Grade-I is pre-revised scale no. 14.
50.13 Likewise, Sub-divisional Relief and Rehabilitation Officers
and District Rehabilitation Officers i.e., SDRROs and DROs also, as the
Commission has been informed, have suffered downgradation of their
pay scales and are now in pre-revised scale no. 12 and 15 respectively.
These are the promotion posts of RO and SDRRO respectively.
50.14 The following are the demands of one of the associations
representing the ROs/ SDRROs/ DROs. :
(i) The pre-revised scales of pay of RO, SDRRO and DRO be upgraded
to pre-revised scale nos. 14, 15 and 16 from the existing pre-revised
scale nos. 10, 12 and 15 respectively.
(ii) A State Service, namely, W. B. Refugee Rehabilitation Service may
be constituted.
594
50.15 The Commission has come to know that there are 28 Sub-
divisional RR Offices and 16 District RR Offices. But there are only 15
sanctioned posts of SDRRO and 10 sanctioned posts of DRO. There are
a few other promotion posts, namely, one post of Deputy Director (Camp
& Homes), one post of Special Officer (Production) and one post of
Deputy Controller (Regularisation) which are filled up by promotion of
RR&R Officers in the rank of DRO.
50.16 The following have been suggested by them for augmenting
the existing avenues of promotion of these officers:
(i) To create at least one post of SDRRO in each Sub-Divisional RR
Office and at least one post of DRO in each District RR Office where such
posts do not exist.
(ii) To fill up two other posts of Deputy Director also on promotion
from amongst the District Rehabilitation Officer/ Deputy Controller
(Regularization) of Kolkata District. These two Deputy Directors are now
manned up by WBCS Officers.
50.17 Another association has demanded that the pre-revised scale
of each of RO, SDRRO and DRO/DC(R) be upgraded to scale no. 16 from
present pre-revised scale nos. 10, 12 and 15 and that of each of Deputy
Director (Camp & Homes) and Special Officer (Production) be upgraded
from pre-revised scale no. 16 to 17. Their argument is that RO/
SDRRO/ DRO/ DC (R) also perform some of the duties of Additional
District Sub-Registrar whose pre-revised pay scale is scale no. 16.
50.18 They have also demanded that RO be made a feeder post for
promotion to WBCS (Exe) as prior to unification of WBJCS with WBCS
(Exe), RO was one of the feeder posts for promotion to WBJCS.
Augmentation of promotional avenues has also been proposed by them
595
by way of (i) creation of additional posts of SDRRO and DRO on
conversion of base level posts of RO and (ii) filling all the posts of Deputy
Director and Directors by the departmental officers on promotion. A
proposal conforming to (i) above was also received by the Commission
from the RR & R Department, but the same could not be agreed to by the
Commission. The views of the Commission have been communicated to
the Administrative Department vide letter no. 20 – PC dated 19.03.2010
a copy of which is appended at the end of this Chapter as Appendix – 1.
50.19 We have carefully considered all the above demands of the
officers of RR&R Department and we recommend as under:
(i) Having regard to the qualifications for recruitment, mode of
selection, job responsibilities attached and other relevant factors, we
recommend that the pre-revised scale of pay of RO and SDRRO may be
upgraded to pre-revised scale nos. 12 and 14 respectively. We do not
recommend any change in the pre-revised scale of pay of DRO or its
equivalent posts.
(ii) In a separate chapter of this volume, we have already recorded our
reservation on the question of constitution of any new State Service
under any department. In view of such observation we do not
recommend constitution of the State Service demanded here.
(iii) As regards the demand for creation of some additional posts of
SDRRO / DRO by conversion of some posts of RO, we have already
communicated our views to the Government conveying our disapproval
to the said proposal.
(iv) As regards the demand of the association for releasing the posts of
Deputy Director now manned from WBCS (Exe) in favour of the RR
Officers in order to augment their scope of promotion, we consider the
596
demand as reasonable and accordingly we recommend the same to the
Government for acceptance. This will also be in keeping with our
observation elsewhere in this Volume for reduction of the cadre strength
of WBCS.
(v) As regards the demand for making RO as one of the feeder posts
for promotion to WBCS we suggest that the Government may consider
the feasibility of making SDRRO as also DRO and its equivalent posts as
the feeder posts for promotion to WBCS.
KGO – I
50.20 Upgradation of scale of pay of the post of KGO-I under this
Department on a par with the scale of pay of KGOs under WBSLRS,
Grade-I and inclusion of the said post in WBSLRS, Grade-I are two long
standing demands of the associations representing them. It has been
mentioned that parity in the scale of pay of KGO under WBSLRS, Grade-I
and that of KGO-I under RR & R Department was maintained till
31.12.1985 and thereafter, the scale of pay of WBSLRS, Grade-I has
been revised from scale no. 10 to scale no. 12 w.e.f. 01.01.1986 and
further to scale no. 14 w.e.f. 01.01.1996. It has been represented that
the KGO–Is have been playing an important role in the matter of
acquisition and transfer of thousands of acres of land for rehabilitation of
displaced persons and they are the only Land Officer of RR & R
Department performing both technical and administrative functions as
well as quasi judicial functions just like the KGOs of the L & LR
Department. They have also to perform some of the functions of
Additional District Sub-Registrars of the Finance (Revenue) Department.
They are also conferred with the power of Special Executive Magistrates
in connection with some statutory work of refugee rehabilitation.
Accordingly they have demanded the following :-
597
(i) The pre-revised scale of pay of KGO-I be upgraded from scale no.
10 to 14 at par with the present scale of pay of WBSLRS, Grade-I and (ii)
KGO-Is of RR & R Department may be included in WBSLRS, Grade-I
under the L & LR Department.
50.21 We do not consider the demand for inclusion of the post of
KGO-I within the cadre of WBSLRS, Grade-I as a feasible one. We,
however, in consideration of the job responsibilities attached to the post
of KGO-I, recommend upgradation of its pre-revised scale of pay to scale
no. 12 from the existing scale no. 10.
Amin/ Badar Amin
50.22 It has been represented that Amins/ Badar Amins of RR & R
Department were allowed pre-revised scale no. 5 under ROPA ’81 though
Amins in some other Departments were allowed scale no. 6 under the
same ROPA Rules. This was due to the fact that there were no approved
rules of recruitment of Amins under RR & R Department. Subsequently
the rules of recruitment of the post were framed and the Finance
Department allowed the Amins of this Department pre-revised scale no.
6. The same was, however, cancelled later on as there was a Court case
then pending in the Hon’ble Supreme Court regarding the scale of pay of
Amins in general. As per Judgement and Order passed by the Hon’ble
Apex Court, the scale of pay of Amins under all Departments was fixed
as scale no. 6 w.e.f. 01.01.1996. Thereafter RR & R Department had
again moved Finance Department for allowing their Amins scale no. 6
from the dates of their joining as Amins. But the proposal has not been
agreed to by the Finance Department.
50.23 We recommend that the Finance Department may consider
allowing these Amins scale no. 6 from the date of framing the rules of
598
recruitment of the post if the same is not barred in any way, in terms of
the orders of the Hon’ble Apex Court.
50.24 For all the remaining posts under this Department, we
recommend revised Pay Band and Grade Pay corresponding to their pre-
revised scales of pay.
599
CHAPTER – 51
SCHOOL EDUCATION DEPARTMENT
51.0 School Education Department decides all policy matters
relating to school education. It implements its policies through the
School Education Directorate which has a host of Inspectors at the
district level, sub-divisional level and circle level. The academic and
administrative aspects of primary schools are looked after by the District
Primary School Councils headed by the West Bengal Board of Primary
Education. Academic and examination related matters of Secondary and
Higher Secondary Schools are dealt with by the Board of Secondary
Education and Council for Higher Secondary Education respectively.
State Council of Educational Research and Training (SCERT) manages
the issues relating to educational management, research and training.
West Bengal School Service Commission is also under the administrative
control of the Department. The number of primary, secondary and
higher secondary schools in the state runs into thousands and there is a
continuous endeavour on the part of the Government to increase their
numbers.
51.1 Posts of Headmasters/ Headmistresses of Government
schools carry the scale No. 16 (pre-revised). It has been represented that
the pay scale of the Heads of the Government schools is lower than that
of the post-graduate senior Assistant Master/ Mistress receiving the
benefit of CAS. It has been demanded that the Heads of the Government
schools be placed three rung higher than the existing scale of pay.
51.2 Head Masters/ Head Mistresses are also in receipt of CAS.
Therefore, after careful consideration of the matter the Commission does
not recommend any upgradation of their scale of pay.
600
51.3 It has been represented that the scope of promotion for the
Heads of Government schools is quite limited. It has been pointed out
that out of 30 Boys’ Schools and 14 Girls’ Schools only 4 and 1 posts are
in the West Bengal Senior Educational Service for Men’s Branch and
Women’s Branch, respectively.
51.4 The opinion of the Commission is at one with the
observation. The Commission, therefore, recommends upgradation of 2
more posts to Senior Educational Service in Men’s Branch as well as in
Women’s Branch of Government Schools.
51.5 Further, these highly experienced teachers may be posted as
District Inspector of Schools/ Assistant Director/ Deputy Director/ Joint
Director in School Education Directorate on the basis of their pay
scale(s). The Commission feels that this will enhance the quality of
administration as well as prospect of Career advancement of the
incumbents.
51.6 Demand has been made for upgradation of the scale of pay
of the Assistant Headmasters/ Assistant Headmistresses of Government
schools and for declaration of the post as a feeder post of the
Headmaster/ Headmistress.
51.7 The Assistant Headmasters/ Assistant Headmistresses enjoy
higher scale of pay through CAS. Hence, there is no point in upgrading
their scale of pay. Declaration of the posts of Assistant Headmaster/
Assistant Headmistress as the feeder post of Headmaster/ Headmistress
will limit the scope of promotion from the post of eligible Assistant
Master/ Assistant Mistress. We, therefore, do not recommend any
change in the existing system.
601
51.8 Teachers of Government schools are borne in the pre-revised
scale No. 14 & 15 on the basis of their qualification and they are in the
West Bengal Subordinate Educational Service. It has been represented
that since the Master/ Mistress of Victoria Boys’ and Dow Hill Girls’
Schools are in West Bengal General Service, nomenclature of all teachers
of Government schools should be changed to WBGS. All Headmasters/
Headmistresses of Government schools should be included in West
Bengal Senior Educational Service. Teachers after attaining scale No. 16
(pre-revised) should be included in the West Bengal Educational Service.
Designation of the teachers should also be made at par with that of the
teachers of Victoria Boys’/ Dow Hill Schools.
51.9 We are of the considered opinion that the present set of
nomenclatures and designations may not be changed.
51.10 Government school teachers have demanded one increment
for M. Phil degree holders since Ph.D. degree holders enjoy 2 incremental
benefits.
51.11 Since M. Phil. is higher than P. G. degree but one notch
lesser than Ph.D. and as the Ph.D. degree holders are in receipt of 2
increments we recommend 1 increment for M. Phil. Degree holders.
51.12 It has been represented that the Government school teachers
are not allowed to enjoy leave for B. Ed. Training as a matter of course
and they are not allowed to draw increments after one year of service
unless they are trained. On the other hand, teachers of sponsored/ aided
schools are allowed annual increments upto 5 years even if they are not
trained. Such teachers with 10 years teaching experience are treated as
trained teachers for the purpose of drawal of increments. Government
School Teachers’ Association has demanded similar benefits.
602
51.13 The Commission finds that B. Ed. Degree is not an essential
qualification criteria for recruitment to the post of teacher either in
Government or non-Government schools and yet increments are linked
up with obtaining a B. Ed. Degree. The latter is, therefore, important.
The disparity in treatment of the teachers in Government schools and
those in other schools is not justified. We, therefore, recommend that
identical facility in the matter of granting increments prior to obtaining
B. Ed. Degree may be extended to the Government school teachers. We
further recommend that since the Government school teachers are
Government employees, West Bengal Service Rules – Part I may be
suitably amended by insertion of appropriate provisions enabling the
Government school teachers to enjoy study leave for B. Ed. Training and
for other academic purposes.
51.14 Government School Teachers Association has represented
that Music Mistress and Home Science/ Nutrition Mistress in
Government schools have been awarded pre-revised scale No. 11.
Further there are two pay scales for the Drawing master/ Drawing
Mistress in Government schools. Diploma holders from Government Art
College with 5 years experience enjoy scale No. 11 (pre-revised) and
Diploma holders other than Government Art College are placed in pre-
revised scale No. 10. On the other hand, teachers of sponsored/ aided
schools enjoy pay scales according to their qualifications. By
Government order No. 920 – Edn (A/SE) dated 23.09.1991 all Assistant
Master/ Mistress of Government schools were allowed qualification pay
who had improved, or who would improve their qualification in their
respective subjects. Yet teachers of Government schools with the above
mentioned designations, it has been represented, were not allowed this
benefit, apparently because successive Revision of Pay and Allowance
Rules have put the Music Mistresses and Others Mistresses mentioned
above in a category separate and distinct from the category of Assistant
Teachers, and have indicated only one scale of pay against that unique
603
category instead of indicating several scales in accordance with their
qualifications as have been done for Assistant Teachers.
51.15 The basic question here is whether the concerned teaching
employees, viz., Music Mistress, Home Science Mistress, Nutrition
Mistress and Drawing Master/ Mistress can be taken to have the same
rank and status as those who are designated as Assistant Teachers of
certain specific subjects taught in the Government schools.
Notwithstanding putting of the Music Mistresses etc. in a category
separate from that of Assistant Teachers in the Rules governing Revision
of Pay and Allowances, it will not be logical to treat the Music Mistresses
and others as non teachers. Section (2)(p) of the West Bengal Schools
(Control of Expenditure) Act, 2005 defines the term teacher thus :
“teacher means an Assistant Teacher, or any other person, holding a
teaching post in a school on a regular and whole-time basis and is paid
from the fund under the control of the State Government and includes a
Headmaster or a Headmistress.” If one goes by this definition – and
there is no reason why one should not accept the definition laid down in
an Act of the State Legislature – a Music Mistress (and similar other
Mistresses) in a school run by the State Government itself are fully
qualified to belong to the group of teachers.
51.16 The above definition of the term “teacher” needs to be read
with the provision made in the Government Order no. 920 – Edn.(A/SE)
dated 23.09.1991 issued by the Appointment (School Education) Branch
of Education Department. The second paragraph of the said G.O. goes
thus: “Governor is now pleased to order that all Assistant Teacher/
Master/ Mistress of the Government Schools who have improved or will
improve their qualifications in subjects relevant to their teaching will get
the higher scale on qualification basis.”
604
51.17 Since, however, it appears that the successive Rules
governing Revision of Pay and Allowances have prevented The Music
Mistresses (and similar other Mistresses) from enjoying the benefits of
pay in accordance with qualification, we would, instead of making any
definite recommendation, leave the matter to the State Government itself
for taking a just and proper decision, with the advice for keeping in mind
the primacy of an Act of the State Legislature read with a specific
Government Order that was issued duly with the concurrence of Finance
Department vis-a-vis that contents of the concerned provision in the
Rules governing the ROPA.
51.18 In view of the above facts the Commission recommends
change of the designation of these posts to Assistant Mistress in Music,
Assistant Mistress in Home Science/ Nutrition and Assistant Master/
Mistress of Drawing.
51.19 It has been represented that the teachers serving in the
morning sections of Government schools are borne in scale No. 6 & 8
(pre-revised) on the basis of their qualification. Trained graduate
teachers enjoy scale No. 11 (pre-revised). A comparison with similar
category of teachers in Central Schools who enjoy higher scale of pay,
has been drawn and demand has been made for maintenance of parity
with them.
51.20 The Commission is of opinion that the comparison drawn
between the Central Government employees and State Government
employees in respect of pay is not valid. The Commission, therefore,
does not recommend any change in their pay scale. They may be fixed in
the corresponding Pay Band plus Grade Pay in the existing scale of pay.
605
51.21 Tailoring Master/ Mistress and Tabalchi in Government
schools enjoy scale No. 6 (pre-revised). Representation has been made
for upgradation of their pay scale to scale No. 11 (pre-revised).
51.22 We do not find any justification for the proposal and,
therefore, do not recommend any upgradation of their pay scale. They
may draw pay in the corresponding pay band with grade pay in the
existing scale of pay.
51.23 Attention of the Commission has been drawn to the fact that
the teachers of Government schools who are bearing additional
responsibility as Hostel Superintendent are deprived of House Rent
Allowance and have been granted a paltry sum as Hostel Superintendent
Allowance. HRA cannot be granted if he/ she is provided with rent free
accommodation. We, however, recommend enhancement of their
allowance from Rs. 100/- to Rs. 500/- in view of their additional
responsibility.
51.24 Junior Mistresses in Dow Hill School, Kurseong are borne in
pre-revised scale No. 12 and Senior Mistresses enjoy scale No. 16. It has
been represented that prior to ROPA 81 the pay scales of these two
categories of teachers were almost equal. Hence, the present disparity
should be obliterated.
51.25 We do not find any reason why the pay scale of a junior
group of employees should not be lower than that of a senior group. It
cannot be called a disparity. It is, in fact, a differentiation. Therefore, we
do not recommend any change in the pay scale of the Junior Mistresses.
51.26 Representation has been made for upgradation of the pay
scale of Games Teacher of Victoria Boys’ School, Kurseong on the ground
606
that the discharges identical duties with that of other subject Masters.
All Masters enjoy scale no. 16 whereas Games Teacher is in scale no. 11.
51.27 No case has been made out how the duties of Games teacher
are identical with those of other teacher. After careful consideration of
the case we do not recommend any change in the pay scale of the Games
Teacher.
51.28 An Association of Aided Schools has placed before the
Commission following demands:
a) Two additional increments for teachers who have graduated
with distinction.
b) Three additional increments for Ph.D degree holders.
c) Qualification Pay for Physical Education and Work Education
teachers.
d) Qualification Pay for teachers.
51.29 After the introduction of Control of Expenditure Act, 2005
extension of such benefits to aided school teachers has been
discontinued. We do not see any reason why they should be re-
introduced.
51.30 Representation has been made for creation of posts of Night
Watchman, Security Guard, Sweeper and Laboratory Assistant in each
school.
51.31 Creation of posts depends on the functional necessities of an
organization. We, therefore, do not make any recommendation in this
respect. Government may consider these “demands” in due course.
607
51.32 Representation has been made for allowing stagnation
increment to the teachers of non-government aided school.
51.33 A recommendation in this respect has already been made by
the Commission in its earlier report. Hence, we refrain from making any
further comment.
51.34 It has been represented that untrained teachers of non-
government aided schools should be allowed to draw increments till they
are trained or upto 8 years whichever is earlier and untrained teachers
who will remain untrained till 10 years of service should be regarded as
trained and should be allowed increments.
51.35 We are, in principle, not in favour of extension of such
benefit. However, in terms of G.O. No. 181-SE(B) dated 18.10.2009
untrained secondary school teachers of aided schools have been allowed
annual increment in revised pay structure upto 2012. We recommend
discontinuance of such benefit beyond 2012.
51.36 Representation has been made for treating Fazil, Kamil and
M.M. qualification of Madrasa as equal to undergraduate, graduate and
post graduate degrees respectively, and sanction of equal pay scale for
teachers of Madrasas and High Schools.
51.37 Equivalence between the two types of qualifications can be
judged only by an expert committee. Hence we recommend that an
expert committee be formed for this purpose.
51.38 Representation has been made by an aided school Teachers’
Association for sanction of next higher scale of pay after 10 years’ of
service.
608
51.39 The teachers of aided schools are covered by Career
Advancement Scheme under ROPA-1998. This has further been
repeated in G.O. No. 181 – SE(B) dated 18.10.2009. However, the issue
has been dealt with in a separate chapter of this volume. Our
recommendation in the said chapter may be referred to.
51.40 Representation has been made for introduction of a system
of ‘Transfer’ of teachers of non-government aided schools from one school
to another.
51.41 The teachers/employees of non-government aided schools
are appointed by the respective Managing Committees on the basis of
recommendations of the School Service Commission. Hence, the system
of transfer, as applicable to Government employees, is not permissible
under the existing laws/rules for the teachers of non-government aided
schools. However, we recommend that the Government may evolve a
system of ‘Mutual Transfer’ for the teachers of aided schools with a
monitoring by the Government/Board of Secondary Education/District
Inspector of Schools.
51.42 Representation has been made for sanction of maintenance,
contingency, examination and book grant to each school ranging from
Rs. 2500 – 25000/- depending on the number of pupils in the school.
51.43 This Commission understands that it would be quite difficult
for the government to shoulder the burden of such a huge expenditure.
Therefore, the Commission recommends that a policy may be framed by
the government whereby the schools can introduce some fees for raising
funds for these purposes.
51.44 The main demands of the non-teaching staff of non-
government aided schools are as follows :-
609
a) Overtime Allowance for non-teaching staff.
b) Promotion of LDC to UDC after 10 years of service.
c) Post of Accountant in each school which should be filled up on the
basis of seniority.
d) Promotion of qualified Group “D” staff to Group “C” posts.
e) Reservation of at least 20% of school teachers for promotion from
amongst qualified non-teaching staff.
f) Fixation of Madhyamik pass as minimum qualification for
recruitment to Group “D” posts.
g) Preference to computer literate persons for appointment to Group
“C” posts.
h) Permanent status to temporary staff working for 5 years
continuously.
51.45 There is hardly any merit in these demands. Hence, the
Commission does not accede to any one of the demands.
51.46 Assistant teachers in Work Education of non-government
aided schools are borne in pre-revision scale no. 10. They hold a Diploma
in Engineering. Representation has been made for upgradation of their
pay scale to scale No. 12 (pre-revised) which is being enjoyed by the Sub-
Assistant Engineers in different technical departments of the
Government.
51.47 From the recruitment qualification it appears that teachers
of Work Education are recruited from diverse disciplines and not from
among the Diploma holders in Engineering. That apart, job
responsibility of the Sub-Assistant Engineer in Public Works Department
and other departments is not similar or identical with that of the Work
Education teachers of schools. We, therefore, do not recommend any
upgradation of pay scales of the teachers of work education.
610
51.48 It has been brought to the notice of the Commission that a
teacher or a non-teaching employee may, with the approval of the Board
of Secondary Education, be granted leave with full pay not exceeding 18
months for prolonged illness like Tuberculosis, injury to limbs requiring
plastering etc. making him or her bed-ridden for a long time on the basis
of a medical certificate from a medical practitioner.
51.49 The Commission feels that such a long leave with full pay
should not be granted on the basis of a report by an ordinary medical
practitioner only. The list of ailments also appears to be in-exhaustive.
The Commission recommends that an exhaustive list of ailments for
which such leave is to be granted, should be prepared by the Board of
Secondary Education and such leave should be granted by the Board on
the basis of a report by a Medical Board constituted for the purpose of
determination of ailment and headed by a Medical Officer, not below the
rank of Super or Deputy Super of a Government Hospital, or a
Government Medical officer of equivalent rank.
51.50 It has been represented that 100% posts in the School
Education Directorate other than the posts of Sub-Inspector of Schools
should be made promotional.
51.51 At present, there are two methods of recruitment to the post
of District Inspector of Schools - by promotion and by direct recruitment
from amongst candidates having graduate degree with B.Ed degree and 3
years experience in Inspection work or teaching in school.
51.52 The Commission feels that direct recruitment facilitates
induction of bright, young candidates into the job of D.I. Discontinuance
of the present system will have a negative effect on the efficiency. The
Commission does not recommend abolition of direct recruitment.
611
However, experience in teaching / inspection may be raised from 3 years
to 5 years.
51.53 It has been demanded that in the revised scale(s) of pay
higher initials should be granted to Inspecting Officers of the School
Education Directorate.
51.54 In terms of G.O.No. 192-SE(Appt) dated 02.04.2007, Sub-
Inspector of Schools, Assistant Inspector of Schools and District
Inspector of Schools have been granted scale Nos. 14, 15 and 16
respectively with higher initial start. The Commission in its report
volume – I, Part – I has deliberated upon as to how the higher initial
starts in the pre-revised scale(s) of pay shall be translated in the Pay
Band – Grade Pay system.
51.55 Associations of Physical Education officers have demanded :
a) Equivalence of a 10 month training in Physical Education
(DPE/B.P.Ed./ B.Ed. in PE) with B.Ed. or B.T. degree.
b) Equivalence of M.P. Ed. Degree and M.A. in Physical Education
with other post-graduate Degree in matters of promotion, scale and
status.
c) Equivalence of M.A./ M.P.Ed. (summer course) with other
M.A./M.Sc. courses.
51.56 The pre-condition for consideration of these demands is that
it requires equivalence certificate and / or recognition by the University.
No material has been furnished to show that the aforesaid courses/
training courses are qualitatively good enough to be declared as
equivalent to M.A. or similar other degree courses. The Commission,
612
therefore, does not accept the equivalence claims. The Government may,
however, if it thinks fit and proper, appoint an expert committee to
examine the matter.
51.57 It has been represented that trained teachers in Physical
Education should get opportunities to become Headmaster /
Headmistress.
51.58 The Commission does not find any merit in the proposal.
51.59 Representation has been made for sanction of two additional
increments for Physical Education teachers who have attained Diploma
in coaching from NSINS and Kaibalyadham Yoga Research Institute (a
Central Government Institution) after completing B.P.Ed. and one
additional increment for certificate holders from these Institutions.
51.60 The Commission does not recommend sanction of any such
additional increment.
51.61 At present the affairs of physical education at district level
are managed by two officers, viz., District Officer of Physical Education
(DOPE) and District Organiser of Physical Education (D.Org.P.E).
Representation has been made for creation of posts from Directorate level
to sub-divisional level in the pattern of Inspectorate Branch of School
Education Directorate.
51.62 After careful consideration of the matter the Commission
does not recommend creation of any such posts at the sub-divisional
level. They should be able to improve their outreach by working in
tandem with other Government officials/ agencies (e.g., Youth Welfare
Officers) or with local popular clubs, associations, NGOs etc. rather than
by trying to extend their own Departmental/ Directorate manpower.
613
51.63 At present there are only one Deputy Director and one
Assistant Director to look after the affairs of Physical Education in the
School Education Directorate. Representation has been made for
creation of one post of Joint Director and one additional post of Deputy
Director and Assistant Director.
51.64 There appears to be some truth in their claim of having
rather limited manpower at the Directorate level. Hence, we recommend
upgradation of the post of Deputy Director to that of Joint Director and
that of Assistant Director to that of a Deputy Director. Additionally we
recommend creation of one post of Assistant Director.
51.65 Posts of DOPE are filled up from the Assistant Master
/Assistant Mistress in Physical Education of Government Schools and
from D.Org. P.E. on 50:50 basis. Representation has been made for
filling up 75% posts from D.Org.P.E. and fixation of recruitment
qualification at par with D.I. , S.I of Inspectorate branch.
51.66 We are not in favour of changing the existing ratio of
recruitment to the post of DOPE and change of recruitment rules.
51.67 It has been stated that Primary Teachers’ Training
Institutions are post-Madhyamik Institutions. But, it has not been
reflected in its nomenclature. Demand has been made for change of
nomenclature of these Institutions.
51.68 The Commission does not agree that a change in the
nomenclature is called for in any of these Institutions.
51.69 P.T.T.I. teachers have demanded higher pay scale(s) for
attracting meritorious and qualified candidates.
614
51.70 After careful consideration of the matter the Commission
does not recommend any change in the pay scale of the P.T.T.I. teachers.
51.71 It has been represented that in case of appointment of
Principals 5 -10 years teaching experience in PTTIs should be made
essential.
51.72 In terms of Notification No. 296-SE(Pry) dated 05.06.2009,
10 years’ teaching experience in a recognized Secondary / Primary
School/ Elementary Teachers’ Training Institute (recognized) has been
made essential for recruitment to the post of Principal, PTTI . The
Commission does not recommend any further change in the recruitment
qualification for the post of Principal, PTTI.
51.73 Representation has been made for creation of a post of Vice-
Principal in PTTI in the interest of proper administration.
51.74 What is improper in the administration of these institutions
and whether propriety in their administration – if improprieties are
identified – will be restored merely by giving them a Vice-Principal apiece,
have not been established. We, therefore, do not recommend creation of
posts of Vice-Principal.
51.75 Music Teacher and Art & Craft Teacher in PTTI are borne in
scale Nos. 11 & 10 (pre-revised). Demand has been made for
upgradation of their scales.
51.76 After careful consideration of matter the Commission does
not find any justification for upgradation of their pay scales.
615
51.77 A large number of applications have been received urging the
Commission to recommend the conversion from CPF to GPF. The
applicants are mainly those teachers who had opted for CPF earlier and
have now want to convert their option from CPF to GPF. A majority of
them have already retired.
51.78 The Commission recommends that the Government to
consider these cases and take a decision at an early date.
51.79 Primary School Teachers have represented the Commission
for introduction of CAS after 8, 16 and 24 y ears of service.
51.80 We have discussed this subject in a separate chapter in this
Volume of our report.
51.81 It has been represented that the Primary Teachers with
higher qualifications should be allowed to appear at School Service
Commission Examination by granting some age relaxation.
51.82 The proposal is not without merit. After careful
consideration of the matter the Commission recommends that the
Primary School Teachers may be allowed to appear at the School Service
Commission Examination upto the age of 50 years.
51.83 It has been represented that the system of granting “Lien”
should be introduced for primary school teachers.
51.84 We have carefully considered the matter, but reject the
recommendation as the same, in our opinion is without any merit.
51.85 Demand has been made for calculation of pension of Primary
School Teachers keeping parity with the Government employees.
616
51.86 The Commission has no recommendation to make in this
regard.
51.87 Representation has been made for providing each primary
school with group “C” and Group “D” posts.
51.88 The Commission finds that the official workload in a primary
school does not call for creation of such posts. Hence, the Commission
does not make any recommendation in this regard.
51.89 It has been represented before the Commission that the
existing contingent grant of Rs.50/-p.m. is too meagre to meet the day-
to-day expenditure.
51.90 The Commission recommends that the contingent grant may
be enhanced to Rs.100/- per month.
51.91 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
617
CHAPTER - 52
SCIENCE & TECHNOLOGY DEPARTMENT
52.0 The Department of Science and Technology was created in
1988. The Department is headed by a Secretary/ Principal Secretary
who is assisted by a Joint Secretary. The Department has two wings –
Administrative wing and Scientific wing. West Bengal State Council of
Science & Technology acts as an Advisory Body to the Department.
52.1 The Department since its inception is working to utilize
science and technology for the improvement in productivity in
agriculture, horticulture, pisiculture, forestry, animal husbandry and
such other productive sectors. The Department also promotes research
in basic sciences, chemical sciences, earth sciences, biotechnology,
energy, public health diseases, disability management and planning for
improvement of Science and Mathematics education in school, college
and university levels.
52.2 The major objectives are to provide guidance to socio-
economic development through representation of its scientists in various
bodies in districts and other line departments and to encourage
development activities at micro-level through financial assistance; to
propagate science awareness through interactions at school level; to
encourage and provide guidance for Intellectual Property Rights. The
Department works closely with the line departments to meet their
technological needs by creating an interface between the line
departments and the academic and research institutions. It also
maintains close liaison with the Government of India. Attempts are
made to set up National Institutes in different disciplines of science &
technology, e.g., nano-technology, marine science, pharmaceuticals etc.
618
In addition, the department puts greater emphasis on combating
problems related to climate change on account of green house gases.
52.3 West Bengal Council of Science and Technology is an
autonomous body. It was formed to act as a body which, under the
guidance of the experts in the field of science and technology is to try to
promote field level and lab to land projects. It is the implementing
agency for some important activities of the department and also has its
own activities.
52.4 In terms of G.O. No. 136/ST/O/Estt./1R – I/ 2008 dated
21.01.2009 of the Science and Technology Department a committee has
been set up to examine the existing cadre structure and suggest new
recruitment/ promotion policy of the Scientific Officers/ Scientists of the
Department of Science and Technology, Government of West Bengal.
The detailed terms of reference of the committee as mentioned in the
G.O. indicate further that the committee has also to examine the related
issues of officers and staff under the West Bengal State Council of
Science and Technology, a unit under the Science and Technology
Department.
52.5 The Commission finds that the contents of the aforesaid
Government Order run contrary to the provisions of Finance
Department’s Government Resolution No. 6021 – F dated 28.08.2008 in
terms of which this Pay Commission is to examine the structure of pay
and conditions of service of the employees under the rule making control
of the Government of West Bengal and also of the employees of the
Statutory Bodies, Boards, Corporations etc. as mentioned in the
annexure to the Resolution. There is absolutely no doubt that the
Scientific Officers and the Scientists of the Department of Science and
Technology, whose cadre structure, recruitment and promotion policies
are to be examined by the committee constituted by the above mentioned
619
Government Order dated 21.01.2009, fall within the category of
employees under the rule making control of the State Government.
Further, the employees of the West Bengal Science and Technology
Council, having been specifically mentioned against serial no. 46 of Part
A of the Annexure to the Government Resolution No. 6021 – F dated
28.08.2008 also fall within the zone of consideration of this Pay
Commission. Yet, the said Government Order of Science and Technology
Department dated 21.01.2009 was issued well after this Pay Commission
was put in session. This apparent contrariness of the situation is
baffling. It is also probably without any precedence.
52.6 In the circumstances a reference was made to the Finance
Department seeking clarification as to some of the tasks assigned to the
Committee are overlapping with the work entrusted to this Commission.
(It is to be kept in mind that the concerned G.O. of Science & Technology
Department was issued under the approval of the same Finance
Department that had constituted this Pay Commission.) But, no reply of
the same has been received.
52.7 Under the circumstances, the Commission is of its
considered opinion that it should not make any recommendation at all
regarding the pay and/ or the conditions of service of the Scientific
Officers and the Scientists of the Department of Science and Technology.
52.8 It is a little extra-ordinary to find that even the other staff
members have also been taken out of the ambit of the Pay Commission
by the concerned G.O. of Science & Technology Department. Although
the preamble of the G.O. states that the committee is being set up “to
examine the existing cadre structure and suggest new recruitment/
promotion policy for the Scientific Officers/ Scientists of the Department
of Science and Technology”, the very first term of reference empowers the
committee “to review existing structure of scientific and non-scientific
620
staff…...” and the fourth term similarly wants the committee “to examine
all related issues including those of support staff and staffing under the
West Bengal State Council of Science and Technology”.
52.9 We, therefore, have nothing to recommend for other non-
scientific staff of the Department and supporting staff of the Council.
621
CHAPTER – 53
SELF HELP GROUP & SELF EMPLOYMENT DEPARTMENT
53.0 The Department of Self Help & Self Employment was created
vide Home (CE) Department’s Notification No. 196 – Home (Con.) R & R
(Con.) – 10/06 dated 12.07.2006.
53.1 The Department is headed by a Principal Secretary/
Secretary. Beside the Secretariat, the Department has a small
Directorate as well as district set up.
53.2 The main functions of this Department are as follows :-
1) Policy formulation and co-ordination of all works pertaining to
Self Help Groups and Self Employment Schemes operated by
different departments of the State Government.
2) (i) All matters in connection with or relating to the formulation
and functioning of the Bangla Swanirbhar Karmasansthan
Prakalpa (BSKP) and other Self Employment Programmes as
decided by the Government.
(ii) All matters in connection with or relating to formulation and
functioning of Self Help Groups.
3) Provision of skill upgradation training for functional
improvement of Self Help Group and Self Employment Schemes
as well as setting up of infrastructures in the form of Training
Centre-cum-Marketing Complex to facilitate marketing of their
products and provide them marketing support.
4) Co-ordination of institutional finance in connection with Self
Help Groups and Self Employment Schemes under the overall
guidance of Finance Department.
622
53.3 We recommend fixation of officers/ employees of the
Department/ Directorate in the corresponding Pay Band plus Grade Pay
in the existing scale of pay as recommended by us in Vol. I, Part – I,
Chapter 8 of our earlier Report and accepted by the Government.
623
CHAPTER – 54
SPORTS AND YOUTH SERVICES DEPARTMENT
54.0 The Department of Sports and Youth Services is headed by a
Principal Secretary/ Secretary. It has two branches, namely, Sports
Branch and Youth Services Branch. The main objectives of the
Department are development of sports in the State and promotion of
youth welfare.
54.1 The Sports Branch has no Directorate. West Bengal Council
of Sports which is an autonomous Body, acts as an Executive wing as
well as an advisory Body.
54.2 The main functions of the Sports Branch consist of the
following:
a) Development of infrastructure for sports
b) Collaboration with Sports Authority of India for setting up of
Sports Projects Development Areas Scheme
c) Promotion of Sports Council at the State and District Level
d) Management and running of Coaching Centres
54.3 The functions of Youth Services Branch include:
a) Promotion of Socio-economic activities of youth clubs and
organisations including N.G.Os.
b) Supervision of Vocational Training Centres to generate
employment in different trades among the youth.
c) Generation of self-employment opportunities among the
unemployed youth through Bangla Swanirvar Karma Sangsthan
Prakalpa, a scheme undertaken on behalf of SHG & Self
624
Employment Department in terms of an order of the Chief
Secretary, West Bengal.
d) Supervision of youth computer training centres.
e) Supervision of youth hostels.
f) Organisation of State student youth festival in the State/
Block/ Municipal/ Borough level etc.
54.4 Block Youth Officer/ Municipal Youth Officer/ Borough
Youth Officers are borne in scale No. 10 (pre-revised). Recruitment to
the posts are made either by direct recruitment by P.S.C. through
Miscellaneous Examination or by promotion from amongst the U.D.
Assistants of Block Youth Offices/ Municipal Youth Offices/ Borough
Youth Offices/ State Youth Offices and Accountants of District Youth
Offices including State Youth Centre having 5 years’ experience in the
feeder posts.
54.5 Representation has been made for upgradation of their pay
scale to scale No. 14 (pre-received) on the ground of their recruitment
qualification and job responsibility.
54.6 After careful consideration of their recruitment qualification
and job responsibilities of the post the Commission is of opinion that
there is no justification for upgradation of the pay scale. Hence, the
Commission recommends fixation of pay of these employees in the
corresponding pay band plus grade pay in the existing scale of pay as
recommended by the Commission in Volume I, Part I, chapter 8 of its
earlier report and accepted by the Government.
54.7 It has been represented that in the existing scheme of things
Block Youth Officers etc. are in a blind alley and are languishing in the
same post for a long period. Proposal has been made for creation of
posts of Sub-Divisional Youth Officers in the scale of Rs. 6000 – 12000/-
625
(pre-revised) for looking after the interests of the Youth Services
Department.
54.8 The Commission is of opinion that creation of posts depends
on the functional necessity of the concerned department. The
Commission, therefore, does not make any recommendation for creation
of posts.
54.9 Demand has been made for declaration of the post of BYO/
MYO etc. as group – A post.
54.10 The Commission does not find any justification in the
demand and hence, does not accede to the same.
54.11 It has been claimed that since the BYO/ MYO etc. remain on
tour on all the days there should be a provision for fixed Travelling
Allowance for them.
54.12 There already are well laid down norms governing fixed T.A.
If the BYOs/ MYOs fulfil those requirements, there is no reason why they
should not be given fixed T.A. The Commission would advise both of the
concerned departments, i.e., the Department of Youth Services and the
Department of SHG & Self Employment to deal with the matter
appropriately.
54.13 Accountants under the Directorate of Youth Services have
represented for upgradation of their pay scale from scale No. 9 (pre-
revised) to pre-revised scale No. 10 on the ground that they alone attend
to matters related to personnel and programme including finance of
district youth offices.
626
54.14 Considering their duties and responsibilities the Commission
does not find any ground for upward revision of their pay scale.
54.15 Motivators of Yuba Kalyan Duftar have stated that they have
been engaged by the District Youth Office of the Sports and Youth
Services Department as commission agents for implementation of Bangla
Swanirvar Karmasanthan Prakalpa (BSKP). They have demanded that
the Motivators should be paid (i) a minimum allowance of Rs. 5000/-
p.m. (ii) T.A. of Rs. 500/- p.m. and (iii) incentive at the existing rate.
54.16 Motivators for BSKP are commission agent only and not
State Government employees. They are in receipt of incentive sanctioned
by the SHG & Self Employment Department. In view of the above the
Commission has nothing to recommend for the motivators.
54.17 The Wardens of youth hostels as well as the Department of
Sports and Youth Services have proposed for creation of promotion posts
for Wardens under Sports & Youth Services Department by way of
conversion in the ratio of 1:1. There are 21 sanctioned posts of Warden
in the pre-revised scale no. 6 and it has been proposed to create 50% of
21 posts of Warden in the pre-revised scale no. 9 to be designated as
Senior Warden. At present, there are 14 Wardens and the remaining 7
posts are vacant. According to the Administrative Department, as there
is no promotional channel and the Wardens can enjoy only the CAS/
MCAS benefits, so they have to retire on the same post and hence the
proposal for creation of the post of Senior Warden.
54.18 After careful consideration of the matter the Commission
recommends upgradation of 1/3rd posts of Wardens of youth hostels to
Grade I scale, i.e., scale No. 8 (pre-revised) with the designation of Senior
Warden.
627
54.19 Employees of the Yuba Abas of Yuba Bharati Krirangan are
borne in scale No. 1 (pre-revised). Representation has been made for
classification of the employees according to their educational
qualification and sanction of pay scale(s) according to qualification and
job responsibility. A proposal has also been made for creation of a large
number of posts.
54.20 Creation of posts depends on the functional necessity of the
concerned department and deployment or re-deployment of employees
according to job responsibility and qualification should be done by the
administrative department. The Commission, therefore, refrains from
making any recommendation in this regard.
54.21 In respect of all other posts under the department, we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume – I, Part – I,
Chapter – 8 of our Report and accepted by the Government.
628
CHAPTER – 55
SUNDARBAN AFFAIRS DEPARTMENT
55.0 Department of Sundarban Affairs was created in the year
1994. The Department functions under the direction and guidance of a
Principal Secretary/ Secretary. No constituted Services are administered
by this Department. There is a subordinate unit called “Sundarban
Development Board” which more or less functions as a Directorate. The
Board is headed by a Member – Secretary & Project Director. Minister-
in-Charge, Sundarban Affairs Department is the Chairman of the Board.
There is a Government company, namely, ‘Sundarban Development
Corporation’ under the administrative control of the Department. As per
reports received the said company has not yet started functioning and all
the posts in the company are still vacant. However, the company is not
within the purview of the terms of reference of the Commission.
55.1 The Department of Sundarban Affairs is to perform various
functions relating to communication infrastructure. Agriculture
activities, Social Forestry Programmes, Fisheries Programmes etc. in the
Sundarban Region comprising 19 Blocks in the district of North & South
24 Parganas.
55.2 The Sundarban Development Board under the Development
and Planning Department was set up in 1973 for the socio-economic
development of the Sundarban. The functions entrusted to the Board
then were :
a) Formation of integrated programme for effective utilization of
the resources placed at its disposal from various sources.
b) Co-ordination of execution of plans for the development of the
region.
629
c) Supervision of the execution of any project for the development
of the region as a whole or part of it.
d) Review and evaluation of the progress of implementation and
making of adjustments in policies and measures as the review
may indicate.
55.3 At the initial stage, the main function of the Board was
planning and co-ordinating the developmental activities of the region.
But apart from these, the Board was also involved in actual
implementation of developmental projects which primarily consisted of
infrastructural improvements (like rural roads, small wooden jetties,
culverts, foot bridges etc.) under the “food for work” programme,
promotion of “Rabi” cultivation through subsidized form inputs and
normal extension, advice setting up small village industrial units like
agro-processing, handloom, carpentry, battery etc. and backyard poultry,
piggery, dairy. The Board also runs adult literacy centres located at
various points of the region.
55.4 The Board has its own Civil Engineering Division,
Agricultural Division, Social Forestry & Forestry Division for
implementing its schemes.
55.5 An association of the Board has represented for upgradation
of the pay scale(s) of Field Investigator, Inspector and Investigator. It has
been suggested that the pay scale of Inspector should be at par with
Block Extension Officer and the Investigator’s pay scale should be equal
to that of the Agricultural Extension Officer.
55.6 Field Investigators are borne in scale No. 9 (pre-revised)
Inspectors enjoy pre-revised scale No. 7 and Investigators are in pre-
revised scale No. 6. Considering the recruitment qualification and job
responsibility of these posts 4th Pay Commission recommended scale Nos.
630
10 and 9 for Field Investigator and Inspector respectively. Upgradation
of pay scale was denied to the Investigators. We do not find any reason
to hold a different view from our predecessor Pay Commission and repeat
the same recommendations.
55.7 It has also been urged that the present system of filling up of
different posts by direct recruitment should be done away with all the
posts should be filled up by promotion only.
55.8 We agree to the proposal partially. We are of the opinion
that the mode of direct recruitment may be adopted only in case of non-
availability of qualified candidates for promotion.
55.9 In respect of all other posts under the Department we
recommend fixation of pay in the corresponding Pay Band plus Grade
Pay in the existing scale of pay as recommended by us in Volume – I,
Part – I, Chapter – 8 of our Report and accepted by the Government.
631
CHAPTER – 56
TECHNICAL EDUCATION AND TRAINING DEPARTMENT
56.0 Department of Technical Education and Training is headed
by a Secretary. There are two Joint Secretaries, one OSD & Ex-Officio
Deputy Secretary, two Assistant Secretaries apart from other Secretariat
staff, to assist him:
56.1 The principal functions of the department includes:
a) Promotion, development and regulation of Technical Education
and diploma and post diploma level.
b) Industrial craftsmanship and Apprenticeship Training.
c) All matters relating to Technical Training and Vocational
Education and Training including at the school level.
56.2 The department is in charge of providing technical man
power at the diploma level in Engineering/ Technology and at the
craftsman level through ITIs and ITCs and also through vocational
education. West Bengal State Council of Technical Education and West
Bengal State Council of Vocational Education and Training are under its
administrative control.
56.3 The department acts through three directorates viz.,
Directorate of Technical Education and Training, Directorate of
Industrial Training and Directorate of Vocational Education and
Training.
56.4 A reference has been made by the department
recommending upgradation of the pay scale of DIT from scale No. 19
632
(pre-revised) to pre-revised scale No. 21 on the ground that recently a
post of DVE & T has been created in the scale No. 21 (pre-revised).
56.5 After careful consideration of the matter the Commission has
turned down the proposal because the recruitment qualifications of DIT
and DTE & T are not identical and also because the pay scale of DIT has
recently been upgraded from scale No. 18 (pre-revised) to scale No. 19
(pre-revised). Further, in the considered opinion of the Commission
there is no cogent reason for awarding the highest pay scale (pre-
revised), i.e., scale No. 21 to DVE & T. There being no incumbent to the
latter post as yet, the Commission has advised the Government to
reconsider the pay scale of DVE & T and downgrade the same to scale
No. 19 (pre-revised) from scale No. 21 (pre-revised) before recruiting any
one to that post.
56.6 Principals and Administrators of Polytechnics have
represented for extension of the following facilities:
a) Hired vehicle for regular use for official purposes.
b) Re-imbursement of residential telephone/ mobile/ internet
charges.
c) Re-imbursement of cost of books limited to maximum of Rs.
10,000/- per annum.
d) Re-imbursement of Professional Society Membership fee.
e) Re-imbursement of TA/ DA/ Registration fee for conferences for
presenting technical papers at the national and international
level.
f) Opportunities for higher studies/ industrial training/
administrative training and re-imbursement of cost involved
therein.
633
56.7 Sanction of the above-mentioned facilities depends on the
functional necessity of the administrative department. The Commission
has no recommendation to make in this matter.
56.8 Representation has been made by the Principals for
providing direct access to act in various equivalent administrative posts
in the Department/ Directorate and Councils on transfer basis and not
on deputation basis.
56.9 The Commission has considered the demand but does not
find any good reason for modification of the existing system in this
behalf.
56.10 It has been demanded that a Career Advancement Scheme
should be introduced with retrospective effect.
56.11 Principals of Polytechnics enjoy AICTE scale of pay. So far
as CAS benefit is concerned they are guided by AICTE norms. Pay scale
and CAS of the Principals of Polytechnics are outside the purview of the
consideration of this Commission. Hence, the Commission refrains from
making any comment on the issue.
56.12 Demand has been made by the Principals for sanction of
10% of Basic Pay + Dearness Pay for part-time evening course.
56.13 The Commission has dealt with the issue in a separate
paragraph. The Commission does not make any comment at this
moment.
56.14 Representation has been made for upgradation of the post of
Junior Lecturer to that of Lecturer.
634
56.15 After careful consideration of the matter, the Commission
finds the proposal is without any merit.
56.16 It has been represented that qualified Foreman should be
placed in Lecturer’s scale following AICTE norms. Under-qualified
persons should be placed in the scale just below.
56.17 Recruitment qualification for the post of Foreman is 1st class
diploma in Mechanical/ Electrical Engineering with 5 years’ practical
experience in installation/ erection/ maintenance of any workshop. The
post is borne in scale No. 12 (pre-revised). The question of under-
qualification, therefore, does not arise at all. Further, the question of
upgradation of pay scale of Foreman who fulfil AICTE norm to the post of
Lecturer and upgradation of pay scale of other Foreman is not co-related.
56.18 The Commission, therefore, does not find any merit in the
demand.
56.19 It has been proposed that the qualification for the Workshop
Instructor should be upgraded and posts of Supervisor should be created
which should be filled up by promotion from amongst the Workshop
Instructors. It has also been proposed that the pay scale of the
Instructors should be at par with Central Government employees.
56.20 The Commission feels that no post should be created only for
accommodating people in the higher scale of pay. This depends on the
functional necessity of the department concerned. The question of parity
with the Central Government employees in respect of pay scale does not
arise at all. The Commission does not find any justification for acceding
to the demand.
635
56.21 It has been represented that the pay scale of Laboratory
Assistant should be at par with Workshop Instructor. They should be
bestowed with teaching status and should be re-designated as
Laboratory Instructor. There should also be provision for promotion to
the post of Foreman/ Junior Lecturer.
56.22 The Commission does not find any justification in the
demands. Work responsibilities of the Laboratory Assistants do not
require them to teach. They cannot, therefore, claim to be called
Instructors. The Commission, therefore, rejects the demand.
56.23 It has been represented that Guard Allowance should be
enhanced from Rs. 100/- to Rs. 500/- per month.
56.24 We have already made a previous recommendation on extra
duty allowance. We, therefore, do not repeat the same here again.
56.25 Representation has been made for enhancement of
remuneration for part-time teaching and non-teaching staff of evening
courses.
56.26 A review Committee recommended the following
remuneration for part-time teaching and non-teaching staff of evening
courses.
Sl.No. Category of Staff Rate of Additional
Remuneration1 Officer-in-Charge Rs. 500/- p.m. (fixed)
2 Lecturer (both internal & external) Rs. 60/- per Lecture
period/ period of sessional
636
subject3 Demonstrator/ Foreman Rs. 30/- per period of
sessional class4 Workshop Instructor Rs. 25/- per period of
Laboratory Class5 Laboratory Assistant etc. Rs. 20/- per period of
Workshop Class6 Librarian/ Storekeeper/ UDC/U D
Cashier
Rs. 25/- per day of
attending duties7 Library/Store Assistant/ LDC/ LD
Cashier
Rs. 20/- per day of
attending duties8 Group D Rs. 15/- per day of
attending duties
4th Pay Commission accepted the same and recommended for
adoption of it by the Government. We feel that the above rates of
remuneration should be enhanced. We recommend that the rate of
remuneration may be doubled for each category of employees.
56.27 It has been represented that at present no promotional
avenues exist for Workshop Instructor, Laboratory Assistant, Librarian
and Steno-typist in Polytechnics. It has been proposed that provision for
promotion for them should be made by creation of posts/ higher grades.
56.28 We have been informed by the department that there is no
post of Steno-Typist in Polytechnics. The other categories of employees
mentioned above enjoy the benefit of CAS. Thus, they do not suffer
financially. So far as the creation of posts is concerned we are of opinion
that no post should be created just to accommodate people in the higher
scale of pay. This depends on the functional necessity of the concerned
department. We, therefore, do not recommend any creation of new post.
56.29 At present additional remuneration for extra work in
Polytechnic is as follows:
637
a) Pump Operator : Rs. 30/- p.m.
b) Xerox Operator : Rs. 20/- p.m.
c) Caretaker : Rs. 20/- p.m.
d) Diesel Generator Operator : Rs. 30/- p.m.
e) Meter Reader : Rs. 10/- p.m.
f) Power House-in-Charge : Rs. 30/- p.m.
It has been suggested that these remunerations should be
enhanced to Rs. 100/- p.m.
56.30 It appears from the records placed before us that the said
extra duty allowances have been sanctioned by an order of the DTE & T
without any concurrence of the Finance department. We wonder
whether such order involving financial expenditure can be issued from
the Directorate without the knowledge of the Finance Department and
the administrative department. We draw the attention of the
Government for taking necessary steps in the matter.
56.31 Attention of the Commission has been drawn to an anomaly
in the pay scale of Attendants. It has been alleged that Attendants in
some Polytechnics are enjoying scale No. 2 (pre-revised) while in others
they are in scale No. 1 (pre-revised). The Commission has been urged for
sanction of scale No. 2 (pre-revised) to all the Attendants.
56.32 The Commission has been informed by the department that
Attendants are borne in scale No. 2 (pre-revised).
56.33 It has been represented that in ITIs the designation of
‘Instructor’ should be changed as ‘Master’ in view of the fact that in the
changed syllabi emphasis has been laid more on theoretical classes than
on practical training. In this connection it has been pointed out that in
638
Trades like ‘Computer Programming Operator Assistant (COPA) and
‘Plastic Processing Operator’ (PPO) the teaching personnel doing identical
jobs have been designated as ‘Master’.
56.34 The main objective of ITI is to impart hands on training to
develop craftsmanship of the students irrespective of what is there in the
syllabi. We feel that the designation ‘Instructor’ is more befitting with
their job. Hence, we do not recommend any change in the designation of
the Instructor.
56.35 Representation has been made for awarding ‘Teaching
status’ to the Instructors, Supervisors/ Technical Assistants, Foreman/
Apprenticeship Supervisors of it on the ground that they are imparting
training to students in both theory and practice. It has been pointed out
that a section of the above mentioned categories of employees moved the
Hon’ble High Court, Calcutta and obtained an order in their favour.
Government accordingly issued an order conferring teaching status to
the petitioners only. It has been urged that the order should also be
extended in favour of other such employees.
56.36 The Commission is of opinion that it is matter of
administrative decision whether the benefit will be extended to all the
employees of similar categories apart from the petitioners. The
Commission, therefore, refrains from making any observation on the
same.
56.37 Instructors of ITIs who are borne in scale no. 10 (pre-revised)
have demanded pre-revised scale no. 12, which has been granted to the
S.A.Es., on the ground that they also hold identical / similar
qualifications. They have also drawn a comparison with the Assistant
Teachers of Secondary schools having a pass graduate degree who enjoy
scale no. 11 (pre-revised). It has also been pointed out that under the
639
World Bank Project two new Trades have been introduced under the
nomenclature of COPA and PPO. The Instructors of these two Trades
have been designated as Master and they have been granted the scale of
Rs. 4800 – 10,925/-.
56.38 The Commission is of opinion that the job responsibilities of
the S.A.Es., Teachers of schools and Instructors are not identical or even
similar. COPA and PPO have been introduced under the World Bank
Project with separate terms and conditions. No comparison with it can
be drawn. Hence, the commission does not accede to the demand for
upgradation of pay scale of Instructors of ITIs.
56.39 Instructors, Motor Driving of ITI are to impart training in
driving to the trainees of Mechanical Motor Vehicle Trade. They are to
acquire license in Heavy Vehicle driving in addition to their qualification
and experience. It has been alleged that their pay scale has been
bracketed with the pay scale of Drivers, i.e., scale no. 6 (pre-revised).
The Commission has been urged to upgrade their pay scale.
56.40 In view of the qualification, experience and nature of duty
the Commission recommend a special allowance of Rs. 200/- p.m. for
Instructor, Motor Driving.
56.41 Representation has been made for constitution of West
Bengal Vocational Academic Service comprising Foreman /
Apprenticeship Supervisor, Supervisor / Technical Assistant, Instructor,
Master (COPA) and Master (PPO) of ITIs.
56.42 After careful consideration of the proposal the Commission
finds that creation of a new State Service comprising the holders of the
aforesaid posts is not called for.
640
56.43 The Commission has been urged for creation of the following
posts in ITIs:
a) Technical Store-keeper.
b) Store Superintendent.
c) Medical Officer.
d) Librarian.
e) Head Durwan.
f) Accountant.
g) Cashier.
h) Maintenance Section.
56.44 Creation of posts depends on the functional necessity of the
concerned department. The administrative department is competent
enough to decide on the matter. The Commission has no
recommendation to make.
56.45 Superintendents of ITCs have urged that no pay protection is
granted to them though recruitment qualification requires experience of
service for certain years apart from a degree in Engineering.
56.46 After careful consideration of the matter the Commission is
of opinion that it has no objection if individual cases are allowed granting
pay protection depending upon merit.
56.47 It has been represented that there is neither Career
Advancement benefit nor any promotional avenues for the
Superintendents. The Commission has been urged to introduce the
same.
641
56.48 The question of CAS has been dealt with by the Commission
in a separate chapter. Therefore, the Commission refrains from making
any comment on the issue at this moment.
56.49 The Superintendents have also made the following demands:
a) Permission to practice privately as they are qualified Engineers
or a non-practicing allowance in lieu of that.
b) Re-imbursement of mobile phone charges and internet
connection.
c) Re-imbursement of hired car for official duties.
56.50 The Commission rejects the proposals.
56.51 It has been represented that the designations of the Heads of
ITIs and ITCs should be identical.
56.52 The Commission finds no justification in the claim and
hence does not accept the proposal.
56.53 It has been represented that Instructor in Engineering /
Engineering Drawing / Foreman of ITC should get the same pay scale
with that of the similar posts in ITI.
56.54 The holders of the concerned posts in ITC do not share
identical work responsibilities. There is, therefore, no merit in the
demand. Hence, it rejects it.
56.55 Proposal has been made by an Association of the employees
of ITC for equalization of pay scale of Workshop Instructors of ITCs with
that of the Instructors of ITIs on the ground that both have the parity in
642
respect of entry qualification and experience in terms of Recruitment
Rules.
56.56 The Administrative department has been requested to
confirm whether there is already parity in the rules of recruitment in
respect of both the posts. No reply of the same has been received. In
such a situation the Commission is not in a position to make any
observation/ recommendation in the matter.
56.57 It has been represented that as there is no post of Skilled
Workman in ITI, these posts in ITC should be gradually abolished and
existing Skilled Workman should be promoted according to their
qualification.
56.58 The Commission does not find any good reason to accede to
the demand. The demand is negated.
56.59 Representation has been made for sanction of identical pay
scale of the Head Clerk of ITC with that of ITI.
56.60 After careful consideration the Commission does not find any
reason to agree with the proposal.
56.61 It has been represented that there should be an identical
staff structure, pay scale and promotional policy for the Cashier-cum-
Clerks, Typists and Store Clerks of the ITCs with that of the ITIs.
56.62 The Commission has considered the proposal carefully but
does not find any justification in the proposal.
56.63 It has been represented that all Group ‘D’ staff in ITC are
borne in scale No. 1 whereas in ITI both scale No. 1 and 2 exist. The
643
Commission has been urged to extend the identical facility to the
employees of ITC.
56.64 The basic grade of Group ‘D” staff is in scale No. 1. The
Commission does not think it is justified to deviate from the existing
pattern.
56.65 It has been represented that in ITC Durwan and Night Guard
discharge duties even during holidays. Parity with the ITI in this case
has been sought for.
56.66 The Commission has dealt with such cases in Volume I, Part
II, Para 5.27 of its Report. Hence, no repetition is made hereagain.
56.67 The Teaching and non-teaching staff of 8 D.A. getting
schools imparting technical and vocational education under the control
of Technical Education and Training department have represented that
these schools have been recognized as ‘D.A. getting Schools’ and
provided with grants towards DA/ADA since long past. But, basic pay
and dearness pay as per ROPA Rules against approved posts have so far
been denied to them despite the fact that the employees of similarly
situated 3 schools have been sanctioned such pay scales. The
Commission has been urged to look into the matter and to do justice to
them.
56.68 The Commission draws the attention of the Government in
this matter and requests to see whether these 8 schools should be
treated at par with 3 other schools.
56.69 In respect of all other posts under the Department, we
recommend fixation of pay in the corresponding Pay Band plus Grade
644
Pay in the existing scale of pay as recommended by us in Volume – I,
Part – I, Chapter – 8 of our Report and accepted by the Government.
645
CHAPTER – 57
TOURISM DEPARTMENT
57.0 The Department of Tourism has been functioning as an
independent Department since 1987. It has an integrated administrative
set up comprising the Secretariat and the Directorate. There is no
constituted Service administered by the Department. There is one
undertaking, one Statutory Society and one Trust under the
administrative control of the Department. They are (a) West Bengal
Tourism Development Corporation Ltd. (b) Food Craft Institute and (c)
Coochbehar Debottar Trust.
57.1 The Secretariat office of the Department functions under
Additional Chief Secretary/ Principal Secretary as the head with one
Special Secretary, one OSD & Ex-Officio Deputy Secretary and other
supporting staff.
57.2 The Director & Special Secretary holds the dual charges of
the offices of Tourism Directorate and the Secretariat. The Director is
assisted by one Joint Director, 3 Deputy Directors, 3 Assistant Directors,
one Project Officer, one Special Officer, one Tourism Development Officer,
5 Tourist Officer and 26 Assistant Tourist Officers apart from other
supporting staff.
57.3 There are two Regional Tourist Offices – one at Kolkata and
another at Siliguri with an officer in the rank of Deputy Director as head
of each office. This apart, there are five Tourism Information Offices at
Darjeeling, Coochbehar, Durgapur, Digha and Berhampore. In addition,
there are two Tourist Information Offices outside the State – one at New
Delhi and another at Chennai.
646
57.4 The basic objectives of the Department are:
a) To promote wholesome tourism.
b) To promote West Bengal as a desirable tourism destination as
well as investment destination.
c) To create adequate employment opportunities for the people of
the State and augment revenue earning.
d) To increase foreign exchange earning.
e) To create infrastructure in the form of hotels, resorts etc.
essentially to serve as a base for promoting tourism in a
planned manner and to support industries that will come up in
the state in near future.
57.5 The Department has decided to confine its efforts to
infrastructure development, publicity, dissemination of information and
co-ordination of sectoral activities to create conditions conducive to
private sector investment in tourism.
57.6 A reference was made by the Department for upgradation of
pay scales of Manager, Grade I and Project Officer, Tourism Directorate.
Accordingly, the Commission considered the cases and recommended
upgradation of their pay scale from pre-revised scale No. 13 to scale NO.
14 (pre-revised), which has been accepted by the Government vide F.D.
Notification No. 7343 – F dated 28.07.2009.
57.7 Revised pay of all other categories of employees may be fixed
in the corresponding Pay Band plus Grade Pay in the existing scale of
pay as recommended by the Commission in Vol. I, Part I, Chapter 8 of its
earlier Report and accepted by the Government.
647
CHAPTER - 58
TRANSPORT DEPARTMENT
58.0 The principal functions of the Department are as
follows :-
i) Administration of Acts and Rules in respect of Motor Vehicles
and collection of fees tax etc under the said Acts and Rules ;
ii) Development and maintenance of inland waterways and
administration of the Indian Vessels Act ;
iii) Operation and maintenance of the State Government
helicopters ;
iv) Imparting training for the purpose of obtaining private pilot
licence and commercial pilot licence and administration of the Flying
Training Institute thereof ;
v) Transportation planning and improvement in traffic
engineering ;
vi) Liaison function in respect of passenger transport by Railways.
58.1 Administration of Acts and Rules relating to Motor
Vehicles is done in Calcutta through Public Vehicles Department and
in the Districts through the District Magistrate. Besides, there are
State Transport Authority at the State Headquarters and Regional
Transport Authorities in the Districts for control of transport vehicles.
58.2 The Directorate of Inland Water Transport,
Transportation and Planning and Traffic Engineering Directorate,
Public Vehicles Department, Calcutta and the Flying Training
Institute at Behala are under the administrative control of the
Department. Besides, there are four undertakings, namely, Calcutta
State Transport Corporation, North Bengal State Transport
Corporation, South Bengal State Transport Corporation and Calcutta
648
Tramways Company Limited and two Government Companies, viz;
West Bengal Transport Infrastructure Development Corporation and
West Bengal Surface Transport Corporation Limited within the fold of
the Department. The administrative control of Hooghly River Bridge
Commissioners (HRBC) which was created for construction,
maintenance and control of bridges across the river, Hooghly is now
under the Transport Department.
58.3 Two important functionaries of this Department, so far
as public road transport is concerned are Motor Vehicles Inspectors
(Technical and Non-technical).
Motor Vehicle Inspector (Technical)
58.4 Commonly known as MVI (Technical), their main duties
are to see that the public transport, i.e., buses, minibuses, taxis,
trucks, etc. are run in the State in good condition and without
polluting air. Taking test for issuing of driving licence of all
categories of vehicles and also taking tests for issuing of conductors’
licence also fall within their duties. There are more than 500 motor
driving training schools within this State and they have to take test of
all the trainees.
58.5 The following are the main demands of the association of
MVIs (Tech) :-
(i) The present sanctioned strength of MVI (Tech) is 70 out of
which about 57 are in position now. The association has represented
that the sanctioned strength is inadequate in comparison to the
requirement for manning the numerous busy trafficking areas
throughout the State.
649
(ii) Presently borne in pre-revised scale no. 11, they are recruited
through PSC, WB. The essential qualifications for recruitment are (i)
a diploma in Mechanical or Automobile Engineering from a
recognized institution, (ii) two years experience in an automobile
workshop of repute and (iii) driving licence for heavy vehicles.
With similar essential qualifications for recruitment, the
Transport Maintenance Officer under the Milk Branch of ARD
Department has been allowed scale no. 14. The Sub-Assistant
Engineers under the Government whose essential qualification for
recruitment is only a diploma in Engineering, has also been allowed
scale no. 12. They accordingly demanded scale no. 14 as their pre-
revised scale of pay.
(iii) Additional Regional Transport Officer (ARTO) borne in scale no.
12 is ordinarily the promotion post for both MVI (Tech) & MVI (Non-
Tech). Due to paucity of posts they can not get promotion before 20
years of service by which time they get scale no. 13 due to operation
of MCAS, 2001. Thus, they hardly get any financial benefit on being
promoted to ARTO.
Accordingly they demand scale no. 16 for the post of
ARTO.
(iv) 50% of the posts of Regional Transport Officer (RTO) borne in
scale no. 16 are filled up by promotion from ARTO and the remaining
50% of RTO are manned by WBCS (Ex). They demand that the scale
of pay of RTO be upgraded from scale no. 16 to 17 as they have
demanded scale no. 16 of ARTO. They further demand that 50% of
the posts of ARTO be earmarked for MVI (Tech).
(v) All the posts of RTO be made promotion posts of ARTO.
650
(vi) The posts of Assistant Director which are basically technical
posts like Assistant Director (Tech), Assistant Director (Registration),
Assistant Director (Licence), Special Officer (Licence) and Special
Officer (Registration) be filled up by those ARTOs who have been
promoted from MVI (Tech).
(vii) The nomenclature of the post of MVI (Tech) be changed to
Motor Vehicle Technical Officer.
58.6 All the above demands are taken up for examination one
by one as under :
(i) The inadequacy of strength of MVI (Tech) as pointed out
by the association may be taken note of by the administrative
department and an objective assessment of additional requirement of
MVI (Tech), if any, may be made by them. Thereafter, appropriate
authorities may be moved for augmenting the strength as may be
necessary.
(ii) The comparison made by the association with the pay
scale of Transport Maintenances Officer under the ARD Deptt., we do
not consider as appropriate as the duties are not comparable.
However, having regard to the essential qualifications and job
responsibilities of the post, we recommend pre-revised scale no. 12
for the post.
(iii) Having recommended pre-revised scale no. 12 for the
post of MVI (Tech), we recommend pre-revised scale no. 13 for the
post of ARTO now borne in pre-revised scale no. 12 in view of the job
responsibilities attached to the post and other relevance factors.
651
(iv) We do not see any justification in the demand of
elevating the pre-revised scale of RTO from scale no. 16 to 17 and
accordingly we do not recommend the same.
58.7 We do not also find any substance in the demand of 50%
of the posts of ARTO being reserved for being filled up by promotion
from MVI (Tech) as the same will adversely affect the interests of MVI
(non-technical). In the result, we recommend rejection of this
demand.
(v) We do not also recommend releasing the posts of RTO
now meant to be manned from WBCS(Exe) in favour of the ARTOs as
the said posts are now included in the cadre schedule of WBCS(Exe)
and further that the posts are mainly administrative in nature which
well justifies manning these posts from WBCS(Exe).
(vi) Regarding the demand for manning the different posts of
Assistant Directors and Special Officers under PVD by ARTOs
promoted from MVIs (Tech) rather than by WBCS(Exe) Officers as is
the position now we do not see any convincing reason behind this
demand as the posts are pre-dominantly administrative is nature and
due to presence of sufficient no. of MVI (Tech) in the Directorate there
arise no difficulties in discharging the duties of those Assistant
Directors Special Officers by WBCS Officers.
(vii) We do not see any justification in the demand for
changing the designation of MVI (Tech) to Motor Vehicle Technical
Officer.
Motor Vehicle Inspector (Non-Technical)
652
58.8 The principal duties of Motor Vehicle Inspectors (Non-
technical) are the following :
(i) grant/ renewal of permits, (ii) collection of motor
vehicle tax (iii) transfer of ownership of motor vehicles (iv)
enforcement of transport rules and orders (v) conducting traffic
survey, etc.
58.9 Now borne in pre-revised scale no. 10, the essential
qualifications for recruitment as MVI (Non-Tech) is a degree of a
recognized university and fulfilment of certain physical standards on
height and chest measurements.
58.10 The following are the demands of the association of the
Motor Vehicles Enforcement Officers which represents in addition to
MVIs (Non-tech), the ARTOs and RTOs promoted from the MVI (Non-
Tech) :-
i) There was parity in scale of pay between them and SAE and
Probation Officer (Jails) till recently. But the pay scale of both those
categories has been upgraded to scale no. 12 from scale no. 10. They
demand scale no. 14 for the post MVI (Non-Tech) having regard to the
job content of the post.
ii) Against their cadre strength of 142, the no. of posts of ARTO
[which are also promotion posts of MVI (Tech)] is only 29 and like
MVIs (Tech), they also cannot get promotion before 20 years of
service. In order to ease the stagnation they demand creation of an
intermediate level post in scale no. 15 to be designated as Deputy
RTO/ MV Officer/ Senior MVI taking away 30% of the strength of
MVIs (Non-Tech).
653
iii) The scale of pay of ARTO be upgraded from scale no. 12 to 16
and that of RTO be raised from scale no. 16 to 17 as WBCS officers
generally get scale no. 17 under CAS when they are posted as RTO.
iv) Additional ten posts of RTO be created for posting more than
one RTO in districts like Burdwan, Howrah, Hooghly, 24- Parganas
(North & South) and Darjeeling.
58.11 All the above demands of the MVI (Non-tech) are taken
up together for examination and recommendations as under :
(i) The job responsibilities attached to the posts of MVI
(Non-tech), SAE and Probation Officer under the Jails Department
are not comparable and so parity with pay scale of all these three
posts is not called for. However, having regard to the essential
qualifications for recruitment as MVI (Non-tech), the duties and
responsibilities attached to it and other relevant factors we
recommend pre-revised scale no. 11 for the post.
(ii) The demand of the association for creation of
intermediate level posts of Deputy RTO/ MV Officer/ Senior MVI by
taking out 30% of the posts of MVI (Non-tech) for easing out the
stagnation they have been facing in the matter of promotion to posts
of ARTO is also not considered by us justified as creation of this new
level of post is unlikely to add to the efficiency of the Motor Vehicle
Offices which are frequented by people in large numbers daily and so
we do not recommend the same for acceptance by the Government.
(iii) We do not consider it reasonable that the scale of pay of
ARTO should be upgraded to scale no. 17 just because WBCS (Exe)
Officers drawing pay in the first higher scale are usually posted as
654
RTOs. WBCS(Exe) Officers, irrespective of the scale of pay attached
to any post draw the grade pay of their service when they are
appointed to any such post.
(iv) Recommending creation of additional posts for enlarging
avenue of promotion does not fall within the functions of a Pay
Commission. Posts are created by Government only on functional
requirement basis. So we have no comments to make on the demand
of the association for creation of additional 10 posts of RTO. We
have, however, no objection if the present volume of work in the
districts mentioned by the association justifies two posts of RTO in
those districts.
Uniform Allowances
58.12 Both MVI (Tech) and MVI (Non-Tech) now get Rs. 600/-
biennially as uniform allowance vide Home (Transport) Departments
G.O. No. 7906 dated 22.09.1985. They have demanded that this
allowance may be revised to Rs. 2000/- per year plus washing
allowance.
58.13 We recommend that the rate may be enhanced to Rs.
1500/- biennially.
Directorate of Inland Water Transport
58.14 The Commission has received a reference from Director,
Inland Water Transportation Directorate for upgradation of scale of
pay of (i) Engineer & Ship Surveyor, (ii) Engineer & Chief Ship
Surveyor and (iii) Director, all under the Inland Water Transport
Directorate under the Transport Department. It has been stated in
the said reference that the Directorate is in acute shortage of Marine
655
Engineers and Surveyors in the posts of Engineer & Chief Surveyor
and Engineer & Ship Surveyor. Worldwide also such shortage is
high and in consequence their ruling pay package is very high in the
range of Rs. 3 to 5 lakh per month.
58.15 The present scale of pay of Director, Engineer & Chief
Ship Surveyor and Engineer & Ship Surveyor are pre-revised scale
nos. 20, 18 and 17 respectively. The only post of Engineer & Chief
Ship Surveyor and one post out of two posts of Engineer and Ship
Surveyor are now vacant. It has been further stated that the
Surveyors in Government of India are also given high salary, viz., Pay
Band of Rs. 15,600 to Rs. 39,100 and Grade Pay of Rs. 7,600 which
is equivalent to the pre-revised scale no. 18 under this State
Government.
58.16 The post of Director can be filled either by direct
recruitment or by promotion from Engineer and Chief Ship Surveyor
which in turn can be filled up by promotion from Engineer and Ship
Surveyor/ Marine Engineer having at least five years of service as
such in this Directorate or by direct recruitment having the essential
qualifications, viz., (i) First Class Certificate of Competency (Steam
and Motor) and (ii) At least 5 years’ service at Sea, part of which must
have been as Chief Engineer or Second Engineer of foreign going
ships. Extra First Class Engineer’s Certificate is a desirable
qualification.
58.17 The post of Engineer and Ship Surveyor is a direct
recruitment post with the essential qualifications of (i) First Class
Engineer’s Certificate of Competency (Steam and/ or Motor) and (ii)
Five years’ service at sea a part of which must have been as a Chief
Engineer or Second Engineer. Extra First Class Engineer’s Certificate
of Competency is a desirable qualification.
656
58.18 We recommend pre-revised pay scale no. 18 for the post
of Engineer and Ship Surveyor and pre-revised scale no. 19 for the
post of Engineer and Chief Ship Surveyor giving due consideration to
what has been highlighted by the Director. We, however, suggest no
change in the pre-revised scale of pay of Director.
Flying Training Institute, Behala
58.19 Established after taking over of the erstwhile prestigious
Bengal Flying Club, this institute is one of the pioneering institutes
in this country for aeronautical education and training. It is meant
for imparting training for the purpose of obtaining private pilot
licence and commercial pilot licence. Since the nineties, its activities
are steadily on the wane and is almost defunct now with its key
professional posts vacant. The Fourth Pay Commission had observed
that the Department should take appropriate steps to revive the
Institute. But, as we have come to know, no effective steps to make it
functional have been taken so far.
58.20 The Commission recommends that the Institute should
be revived.
58.21 For all the remaining posts under this Department, we
recommend revised Pay Band and Grade Pay corresponding to their
pre-revised scales of pay.
657
CHAPTER – 59
URBAN DEVELOPMENT DEPARTMENT
59.0 Earlier, Urban Development Department was known as
Metropolitan Development Department which was concerned with
development of various infrastructures in the Kolkata Metropolitan Area
for providing adequate basic civic services to the inhabitants of that area.
It took over from Development and Planning Department schemes like
Kanchrapara Area Development Scheme (Kalyani Township) and
Patipukur Township, which had been the schemes of the then Town and
Country Planning Branch of Development & Planning Department, and
became the administrative Department of four major statutory
development agencies, i.e., Kolkata Metropolitan Water and Sanitation
Authority, Kolkata Metropolitan Development Authority, Kolkata
Improvement Trust and Howrah Improvement Trust. In due course, the
name of the Department was changed. It became Urban Development
Department and the geographical area of its activities were expanded.
The subject matters under its administrative jurisdiction also increased.
59.1 The Department is still concerned with its original functions
of proper maintenance of its existing infrastructures and creation of
more civic amenities through statutory bodies like the KMDA, KM &WSA,
KIT and HIT. It is responsible for all matters connected with townships
(excepting Rajarhat). In this capacity, this Department continues to
exercise statutory authority in respect of townships of Salt Lake and
Kalyani. The Department is the administrative authority for preparation
of Land Use and Development Control Plan, and is functioning as the
administrative Department for nine Development Authorities (i.e.,
Siliguri-Jalpaiguri, Haldia, Asansole-Durgapur, Jaigaon, Digha-
Sankarpur, Burdwan, Sriniketan-Santiniketan, Barjora-Gangajaghati
and Midnapur-Kharagpur) and three Planning Authorities (i.e., South 24
658
Parganas, Bakreswar, and Farakka). It is simultaneously responsible for
all matters connected with Kolkata Metropolitan Planning Committee.
Further, it is also responsible for implementation of the Urban Land
Ceiling Act. Finally, certain major plan schemes, i.e., Jawaharlal Nehru
National Urban Renewal Mission, National River Conservation
Programme, Public Private Partnership Policy and Rehabilitation Policy
relating to Urban Sector are being administered by Urban Development
Department.
The Department administers the following Acts:-
(i) Town and Country (Planning & Development) Act, 1979;
(ii) Kolkata Metropolitan Water & Sanitation Authority Act, 1979;
(iii) Calcutta Improvement Act, 1911;
(iv) Howrah Improvement Act, 1956;
(v) West Bengal Metropolitan Planning Committee Act, 1994;
(vi) West Bengal Urban Land (Ceiling and Regulation) Act, 1976;
(vii) West Bengal Government Premises Act, 1984.
59.2 The Department has no Directorate of its own. It functions
mainly through the statutory bodies, Development Authorities and
Planning Authorities under its administrative control. Besides, it has a
few branch offices/ regional offices. They are the Estate Office at
Kalyani, office of an Estate Manager for rental housing estates at Salt
Lake, Administrator for Government buildings at Salt Lake, office of a
Special Engineer for Salt Lake Reclamation and Development Circle.
59.3 There are some recommendations/ demands from
associations of different groups of employees of the CMDA (KMDA),
CIT(KIT), HIT, CMWSA(KMWSA). These will be taken up in that volume
of the Commission’s report, which will discuss pay and allowances etc. of
the employees of various statutory bodies, Government Companies,
Boards, Corporations etc. mentioned in the Annexure to the Government
Resolution no. 6021 – F dated 28.08.2008.
659
59.4 The only recommendation the Commission makes consists of
awarding Pay Band + Grade Pay to corresponding pre-revision pay scales
to all Government employees of Urban Development Department.
660
CHAPTER – 60
WATER RESOURCES INVESTIGATION & DEVELOPMENT DEPARTMENT
60.0 This Department deals with planning, execution, operation
and management of minor irrigation schemes utilizing both the ground
water and surface water resources and takes up investigation and
assessment of water resources in the State for such purposes. It also
undertakes command area development projects for minimizing the gap
between the irrigation potential developed and the actual utilization of
the latter in major river valley projects. The Department also helps the
State Government to control and regulate use of water resource by
scientific system generation and introduction of policy management and
to protect this natural resource from squandering efforts of
overexploitation.
60.1 The Department is headed by a Secretary from the IAS cadre
and an Engineer-in-Chief & Ex-Officio Secretary from the engineering
cadre. At present the Department has two Directorates, i.e., Water
Resources Development Directorate and State Water Investigation
Directorate. Four Command Area Development Authorities viz., Teesta
Command Area Development Authority, Damodar Valley Command Area
Development Authority, Kangsabati Command Area Development
Authority and Mayurakshi Command Area Development Authority are
under the control of Water Resources Development Directorate. Further,
two State owned Corporations, namely, West Bengal State Minor
Irrigation Corporation Ltd. and West Bengal Agro-Industries Corporation
Ltd. are also under the administrative control of this Department.
60.2 One of the associations has moved this Commission seeking
upgradation of the scale of pay of the Geological Assistants, the
661
Geophysical Assistants and the Geohydrological Assistants of State
Water Investigation Directorate from existing pre-revised scale no. 11 to
pre-revised scale no. 14 on the analogy that the Assistant Chemists
posted in the same Directorate enjoy pre-revised scale no. 14, and yet,
the duties and responsibilities of the Geological Assistants, the
Geophysical Assistants and the Geohydrological Assistants are of no
lesser magnitude than those of the Assistant Chemists and further that
the recruitment qualification of all these four category of officers is
identical.
60.3 We have been informed that educational qualification for
direct recruitment to the above four posts is 2nd Class Honours degree
or Master’s degree in the concerned subject. For the post of the Assistant
Chemist, however, two years’ experience in a chemical laboratory is
obligatory for those who hold B.Sc(Hons.) degree. No previous experience
is needed for the other three posts. Thus we find that there is an
appreciable difference in the recruitment criteria. Further their work
responsibilities are also not identical. Therefore, the demand for an
identical pay scale is not maintainable. Nevertheless, we find that there
is scope of improving upon their pre-revised scale to some extent. Taking
into consideration their educational qualification, duties and
responsibilities etc., we recommend pre-revised scale no. 13 for the
Geological Assistants, the Geophysical Assistants and the
Geohydrological Assistants.
60.4 One association has represented that the post of Technical
Assistant to the Superintending Geologist in State Water Investigation
Directorate is in the rank of Geologist and he draws pay in pre-revised
scale no. 16 whereas in the same Directorate the equivalent post of
Technical Assistant to the Superintending Engineer is in the rank of
Executive Engineer and he draws pay in pre-revised scale no. 17. Duties
discharged by the Technical Assistant to the Superintending Geologist
662
are similar to that of Technical Assistant to the Superintending Engineer
and both the Superintending Geologist and the Superintending Engineer
are in pre-revised scale no. 18. Therefore, the Association requests
upgradation of the post of Technical Assistant to the Superintending
Geologist in the rank of Senior Geologist in pre-revised scale no. 17.
60.5 We find that the 4th Pay Commission also considered this
issue favourably and recommended that the post of Technical Assistant
to the Superintending Geologist might be filled up by a member of the
cadre of Sr. Geologist in scale no. 17. Considering all these aspects, we
also agree to the proposal and recommend that Technical Assistant to
the Superintending Geologist should be filled up by a member of the
cadre of Senior Geologist in pre-revised scale no. 17.
60.6 An association of Earth Scientists has pointed out that as no
constituted service has yet been formed for the Scientists working in the
Directorate, they are deprived of various service facilities including career
promotion as awarded to the Engineers working in that Department.
They have demanded that a constituted service in the name of “Earth
Scientists Services” should be formed for the scientists working in the
Directorate.
60.7 We have already expressed our reservation in the matter of
formation of new services elsewhere of this volume. We have clearly
indicated therein that we are not in favour of creation of any new service
as a matter of course and the reasons of such a view point have also
been explained. In any case, it needs to be clearly registered that the
Earth Scientists are not being deprived of any career promotion only due
to the fact that they do not belong to any constituted Service. The moot
point is that we do not recommend formation of any new service for the
Earth Scientists.
663
60.8 Engineer officers of this Department from the cadre of Sub-
Assistant Engineer to that of Chief Engineer belong to Engineering
services. We have dealt with their cases in the chapter “Engineering
Services” in this volume of the Report and our specific recommendations
about them have been recorded therein, which may be referred to.
60.9 In Water Resources Development Directorate two posts of
Additional Chief Engineer exist and as per Recruitment Rules this post is
100% promotional post of Superintending Engineers of the Directorate.
While going through the Recruitment Rules of the post of Chief Engineer
of the same Directorate, we find that this post is to be filled up by
promotion from the rank of Additional Chief Engineers, failing which by
promotion from the cadre of Superintending Engineers, which seems to
be somewhat uncommon. In all Engineering Departments of the State
Government, where both the posts of Additional Chief Engineer and
Chief Engineer exist, the post of Chief Engineer is filled up from the rank
of Additional Chief Engineer only. Here by making Superintending
Engineers eligible for the post of Chief Engineer, we feel that some sort of
additional advantage is being given to them, which tantamounts to
double promotion and the same in our opinion, should not be
encouraged. Hence, the Commission suggests that the Administrative
Department should review the total issue and consider whether the post
of Chief Engineer can be filled up only from the rank of Additional Chief
Engineer.
60.10 The Department has informed us that they are facing certain
difficulties in implementing the recommendations of 4th Pay Commission
for the technical employees engaged in operation maintenance and repair
works of the Department since accepted by the Government in principle.
In the opinion of the Department certain recommended designations are
creating ample confusion and anomaly with respect to their duties and
the overall pattern of the functioning of the Department. The
664
Commission has also been informed by the Department that various
service associations have expressed their strong resentment regarding re-
designation and downgradation of the pay structure of certain field level
functionaries. A few such cases are described below :-
60.10.1 Helper (Diesel Operated Pump), Water Transmission
Assistant, Helper (Electrically Operated RLI Scheme), Assistant Operator
(Diesel Operated RLI Scheme) and Assistant Operator (Electrically
Operated RLI Scheme) have been re-designated as Helper (D.O.P.), Helper
(Water Transmission), Helper, Junior Pump Operator (Diesel) and Junior
Pump Operator (Electrical), respectively. As per Fourth Pay
Commission’s recommendations, these are all promotional posts, feeder
posts being Senior Workman and Junior Mate. But there is no post
named as Senior Workman/ Junior Mate in the Directorate and,
therefore, there is no scope to fill up these posts by promotion.
60.10.2 Deep Tubewell Operator, Shallow Tubewell Operator,
Operator-cum-Mechanic have all been re-designated as Pump Operator
and their scale of pay has been downgraded from pre-revised scale no. 6
to scale no. 5. Due to similarity of the designations, they cannot be
properly identified as to whether they belong to DTW Scheme, or STW
Scheme or RLI Scheme. Further, the post of Pump Operator has been
made as 100% promotional post of Assistant Pump Operator holding pre-
revised scale no. 4. But, there is no Assistant Pump Operator in the
Department holding pre-revised scale no. 4. Hence, promotion to the
post of Pump Operator cannot be effected as per the proposed
Recruitment Rule.
60.10.3 Helper-cum-Guard has been re-designated as Workman and
the pay scale of the post has been lowered down from pre-revised scale
no. 3 to scale no. 1. Most of Helper-cum-Guards have already been re-
designated as Assistant Operator and pre-revised scale no. 3 has been
665
awarded to them as per ROPA, 1981. They have also been included in
the purview of promotion to the post of Operator/ Operator-cum-
Mechanic as per existing Recruitment Rule. But in the recommendation
of the 4th Pay Commission the said re-designation of Helper-cum-Guard
as Assistant Operator has not been reflected.
60.10.4 Electrical Supervisor and Mechanical Supervisor, who are in
scale no. 10, have been re-designated as Assistant Supervisor (Electrical)
and Assistant Supervisor (Mechanical) respectively and their scale of pay
has been fixed in pre-revised scale no. 9. In the Department the pay
scale of the Supervisor was at par with the pay scale of Sub-Assistant
Engineer and Electrical Supervisors are to perform the duties of Sub-
Assistant Engineer (Electrical) in their absence. Due to lowering down of
pay scale there will be difficulties in extending career advancement
benefit to those employees.
60.11 The Department has requested this Commission to review
these and a number of similar other issues so that the difficulties faced
by the Department can be rectified and the recommendations of 4th Pay
Commission can be implemented in the light of the requirement of the
Department. But the State Government has already accepted the
recommendations of the 4th Pay Commission in this behalf in toto. We
do not see how we can, in our effort to obviate the problems of the
Department, disregard the fact that the concerned recommendations of
the last Pay Commission are already accepted by the State Government.
Besides, this will involve re-examination and complete overhauling of the
whole set of the concerned recommendations of the 4th Pay Commission
which will be a time consuming exercise. We are too pressed for time to
delve deep into this matter. We have, therefore, already communicated
our view in this respect to the State Government and have advised that a
separate expert committee should be appointed to take up the task.
666
60.12 The pre-revised scale of pay of Assistant Tank Improvement
Inspectors (ATIIs) who were formerly under the administrative control of
Agriculture Department and presently under Water Resources
Investigation & Development is scale no. 6. Some of the ATIIs who were
originally appointed as Amins and subsequently promoted to the posts of
ATII had moved the Government for upgrading their scale of pay to pre-
revised scale no. 11. On being refused by the Government, some 41
ATIIs had moved the Hon’ble High Court in 1985 with the same prayer.
The said writ petition was transferred to Hon’ble W.B. Administrative
Tribunal in 1996 (case no. TA-1537 of 1996). Hon’ble Tribunal having
rejected the prayer vide order dated 28.11.2003, the litigants preferred
an appeal petition before the Hon’ble Division Bench of Calcutta High
Court vide WPST No. 146 of 2004 whereupon the Hon’ble Division Bench
vide order dated 19.08.2008 directed the department concerned to place
the matter before the next Pay Commission so that the said Pay
Commission could look into the same. Liberty was also given to the
appeal petitioners to express their grievance to the Pay Commission.
Pursuant to the above direction of the Hon’ble Division Bench of Calcutta
High Court the Commission has been in receipt of two references. One of
these references was dated 27.10.2008 followed by the letter dated
22.12.2008 and was signed by Ld. Advocate Udayan Roy on behalf of 9
ATIIs, and the other reference was dated 30.12.2008 and was submitted
to this Commission by 7 ATIIs. Thereupon, the Commission has given a
patient hearing to these petitioner ATIIs on 09.09.2009 and thereafter
has passed an order rejecting their prayer a copy of which is appended at
the end of this Chapter as Annexure-1.
60.13 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
667
ANNEXURE – 1.
Recommendation made by the Fifth Pay Commission on the basis of hearing given as per direction of the Hon’ble High Court at Calcutta on 19.08.2008 in WBST 146 of 2004: Gopi Krishna Roy and Others –
versus – State of West Bengal and Others
1.0 The Commission has been in receipt of two references
regarding certain grievances of a number of Assistant Tank Improvement
Inspectors (ATIIs) posted in the regional offices of the Tank Improvement
establishment under the overall administrative control of the Water
Resources Investigation and Development Department (WRID
Department) of the State Government concerning their pay scale. Both
the references purport to originate from an order dated 19.08.2008 of the
Hon’ble High Court at Calcutta in the matter of WPST No. 146 of 2004.
One of these references was dated 27.10.2008 followed by the letter
dated 22.12.2008 and was signed by Ld. Advocate Udayan Roy on behalf
of 9 ATIIs, viz., S/ Shri Gopi Krishna Roy, Parameswar Samanta, Kajal
Baran Lai, Anirban Chakraborty, Santimoy Chatterjee, Kanailal
Banerjee, Jagabandhu Barat, Nepal Chandra De and Girindra Nath
Biswas. The other reference was dated 30.12.2008 and was submitted to
submitted to this Commission by 7 ATTIs, viz., Gopi Krishna Roy,
Anirban Chakraborty, Nepal Chandra De, Parameswar Samanta,
Samtimoy Chatterjee, Kanailal Banerjee and Jagabandhu Barat. The
prayers in these petitions are not the same. In the latter, the petitioners
have moved the Commission for being granted pay scale no. 11. They
have simultaneously prayed that the pay scale no. 13 be granted to the
Tank Improvement Inspectors (TIIs). They have also submitted that both
upgradations should be granted with retrospective effect from 1985. In
the former, i.e., the communication from the Ld. Advocate Udayan Roy,
the prayer is for granting scale no. 13 with a special pay of at least Rs.
30/- p.m. to the ATIIs.
668
2.0 We have given a patient hearing on 09.09.2009 to S/ Shri
Gopi Krishna Roy, Anirban Chakraborty, Nepal Chandra De, Kanailal
Banerjee and Jagabandhu Barat, ATIIs. Notices were also issued to S/
Shri Parameswar Samanta and Santimoy Chatterjee. But they were
absent on call. Those who were present preferred to be represented by
Shri Udayan Roy, their advocate. The Commission approved the same
and the Ld. Advocate presented the case on behalf of the petitioners in
the hearing.
3.0 Before we proceed any further, we make it clear that we are
not considering any plea for upgradation of pay scale of the Tank
Improvement Inspectors while dealing with the instant references to us,
because the latter have not moved this Commission for any upgradation
and the ATIIs cannot plead on behalf of the TIIs. Besides no TII was a
party to the case no WPST no. 146 of 2004 from which the instant
consideration of the question of a possible upgradation of the pay scale of
the ATIIs arise.
4.0 The ATIIs have based their claim for upgradation of their pay
scale on the following arguments.
4.1 First, they have compared their pay scale with those enjoyed
by the LDCs and the AROs and have claimed that they have been
discriminated against because of a lower pay scale enjoyed by them.
They say that till 1961, they enjoyed a pay scale which was higher than
those given to the LDCs and the AROs. But after 1961 the latter were
placed at par with the ATIIs and this continued throughout the entire
periods covered by ROPA 1971 and ROPA 1981.This, according to them
has been wrong because they have a status higher than that of the LDCs
and the AROs.
669
4.2 The above claim of the ATIIs appears to have been based on
two factors, i.e., their higher educational qualification at the entry level
and the nature of their job. They have stated that the entry level
educational qualification of the ATIIs is a pass in Matriculation with
Additional Mathematics while the same for the LDCs and the AROs is
only a pass in Matriculation /School Final. Besides, they argue, the
nature of the job done by the ATIIs is outdoor and arduous apart from
being more or less technical in nature, while the job done by the LDCs is
indoor and not demanding in nature. In support of this claim they have
furnished a photocopy of a letter bearing No. 517/TI dated 11.11.1986
from the District Magistrate, Bankura in which the latter has compared
the duties and responsibilities of the LDCs, the AROs and the ATIIs and
has concluded that “the duties and responsibilities attached to the post
of Assistant T.I. Inspector of the Tank Improvement Organization are
higher than those of the Assistant Revenue Officer / L.D.Clerk”.
4.3 Secondly, it is argued that the posts of the Amins are “feeder
posts and also the lower posts and / or below the posts of the Assistant
Tank Improvement Inspectors”. Yet, the Amins have been allowed pay
scales 7 to 9 as per ROPA 1990, but the ATIIs are still drawing their pay
in scale no. 6.
5.0 We have carefully considered the pleas taken by the
petitioner ATIIs. Having done that, we find that we are not in a position
to agree with the alleged superiority of the ATIIs vis-a-vis the LDCs or the
AROs. In the first place, whether passing Matriculation with Additional
Mathematics is a mark of educational superiority compared to passing
the same examination without any additional – which is really optional –
paper or with some other optional additional paper is itself not very
clearly established. Even if it is to be admitted that having an additional
paper in Mathematics while passing the Matriculation / School Final
Examination is a mark of superior educational qualification, one has to
670
contend with the fact that the essential qualification for the post of LDC
in a Collectorate (with whom comparison appears to have been made) is
a pass in School Final with a minimum typing speed of 30 w.p.m. The
proficiency in typing of the desired level in this case is a part and parcel
of the minimum qualification for the post. An ATII on the other hand is
not required to know how to type. Yet the latter presumably has had an
extra optional paper while passing the Matriculation examination. In our
considered opinion, these two sets of essential qualifications are not,
strictly speaking, comparable and it will not be correct to claim
superiority of any one of them over the other on the basis of the
recruitment qualifications alone.
5.1 It is also not possible to accept the claim that the nature of
the duties to be performed by the ATIIs is of a higher order than that of
either the LDCs or the AROs. The statement that the duties of the ATIIs
are “more or less of a technical nature” is not supported by any paper
produced before us. We do not find any item in the list of duties of the
ATIIs prepared by the District Magistrate, Bankura in his communication
bearing No. 517/T.I. dated 11.11.1986, which can be called either
technical or even semi technical. The list however, establishes the fact
that some of the duties of the ATIIs are outdoor in nature. But any duty
to be performed outdoor hardly makes it superior to something to be
done indoor by dint of that fact alone. On the other hand, it will not be
an exaggeration to say that at least some of the matters dealt with by
LDCs need a good deal of intellectual ability while revenue matters dealt
with by the AROs (Revenue Inspectors as of now) are quite complicated.
Thus, a conclusion emerges that the nature of duties performed and
responsibilities borne by the ATIIs, the LDCs and the AROs are distinct
and different from each other and are really not comparable.
6.0 For consideration of the second point agitated by the
petitioners, one needs to see how in the establishment of Tank
671
Improvement Office, the ATIIs stand vis-a-vis the Amins. The ATIIs have
claimed that the Amins constitute a lower feeder post in relation to the
post of ATIIs, i.e., the Amins, on promotion, become ATIIs. They have
cited a few individual cases of such promotion in which the Collectors of
the Districts appear to have issued such promotion orders.
6.1 We find that in terms of WBS (ROPA) Rules, 1981 and 1990,
the pay scale of Amin is scale no. 5 whereas the pay scale of ATII is scale
no. 6. So it is clear that the assertion of the petitioners that Amins have
been allowed pay scales nos. 7 to 9 as per ROPA, 1990 is not correct. It
is, however, true that some Amins had been drawing their pay in scales
nos. 7 to 9 by virtue of certain orders passed by the Hon’ble High Court
in different Court cases. We have come to know that the Government
took all such matters to the Hon’ble Supreme Court and the Hon’ble
Supreme Court vide Judgement and Order dated 01.12.2004 directed the
Government to allow the Amins pre-revised scale no. 6 under WBS
(ROPA) Rules, 1998. The State Government has since implemented the
said Order vide G.O. No. 713 – F (Law)/ 1N – 106/98 dated 15.06.2005.
So the post of Amins has ceased to be a feeder post for the promotion to
ATII w.e.f. 01.01.1996, as, since that date, the pay scales of both have
become the same. Prior to that date however, the pay scale of ATII was
higher than that of the Amins till 31.12.1995 and so the post of ATII also
was a promotion post of Amins.
7.0 In view of the facts stated above, we conclude that the
petitioners have failed to establish their second point also i.e., that
Amins have been allowed higher scale than what has been allowed to
them by the Government.
8.0 We, therefore, reject the demand for raising the pay scale of
the petitioners.
672
CHAPTER – 61
WOMEN AND CHILD DEVELOPMENT & SOCIAL WELFARE DEPARTMENT
61.0 The Department of Women and Child Development and
Social Welfare had its origin in the Home (Social Welfare) Department in
1953. Later, it became a part of the then Relief and Welfare Department
(Welfare Branch) and still later, it separated from the Relief and Welfare
Department and became a full fledged Department known as Social
Welfare Department. Some time in 1992, the name has again been
changed into its present nomenclature. According to the Rules of
Business, this Department is to deal with the following matters:-
nutrition, welfare of the disabled persons, vagrancy, social security and
social welfare, all matters relating to Rajya and Zilla Sainik Boards,
adoption and homes for destitutes.
61.1 Once the Department took its present form, the emphasis
has gradually shifted to welfare schemes for women and children the
most important of which is ICDS projects. The number of ICDS projects
at present is 416 that cover 91372 Anganwadi Centres offering a package
of services like supplementary nutrition, pre-school learning,
immunization and health referrals to approximately 60 lakh children
upto 6 years of age as also to pregnant and lactating mothers.
61.2 The Department also oversees implementation of policies
relating to empowerment of women through a multisectoral and
convergent approach on trafficking, institutional services through Homes
and Shelters, rehabilitory measures through vocational training and
administration of empowering legislation like the Dowry Prohibition Act
1961, the Immoral Trafficking (Prevention) Act, 1956, Prohibition of Child
Marriage Act, 2006 etc.
673
61.3 The Department is additionally responsible for child
protection through institutional services like Government Homes, Child
Welfare Committees and Juvenile Justice Boards in accordance with the
Juvenile Justice (Care and Protection) Act, 2000 and adoption of children
in need of care and protection.
61.4 Another area under the administrative control of this
Department concerns social security schemes like pension for indigent
widows, disabled persons and older persons, protection of the rights of
persons with disabilities and their welfare through convergent action and
geriatric welfare mainly through NGO assisted services like old age
homes, mobile medicine units etc.
61.5 This Department has two Directorates, viz., the Directorate
of Social Welfare and that of the Controller of Vagrancy. The latter is a
relatively small and compact organization that is engaged in identifying
the vagrants, imparting education as also vocational skills to the
vagrants so as to make them socially and economically useful members
of the society. It is the Directorate of Social Welfare that has, in the
recent past, undergone a big expansion because of its activities on the
ICDS front in particular.
61.6 At the lowest level of ICDS program, are the Anganwadis who
are not full fledged Government employees. Above the Anganwadis are
the Supervisors. At the Block Level, the Directorate has two sets of
officers, viz., the Child Development Project Officers who are the
principal executive officers for implementation of the ICDS, and the
Block Welfare Officers who are attached to the offices of the Block
Development Officers and are responsible for implementation of different
social welfare schemes. There is, as of now, no officer of the
Department / Directorate at Sub Divisional Level. But the Sub Divisional
674
Officer in each Sub Division acts as the controlling officer of all CDPOs
working within his Sub Division. There are again, two District Level
Officers of the Social Welfare Directorate, i.e., the District Programme
Officer and the District Social Welfare Officer. The former is primarily
involved in monitoring ICDS programmes in a district, while the latter is
responsible for implementation of all social welfare schemes excepting
ICDS. The latter is to assist the District Magistrate in disabilities –
related work as also acts as the convener of several committees which
are chaired by the District Magistrate.
61.7 These apart, the Directorate of Women and Child
Development and Social Welfare has 12 Assistant Directors, 4 Deputy
Directors, 2 Additional Directors one of which is a cadre post of the
WBCS (Exe.) and one Director (which is a cadre post of the IAS).
61.8 The Department acts as the administrative Department for a
Departmental undertaking called the West Bengal Women Development
Undertaking, and two other statutory Bodies, viz., West Bengal Social
Welfare Board and the West Bengal Commission for Women. Further, it
is also the administrative Department for the Rajya Sainik Board and the
Zilla Sainik Boards.
61.9 There is one junior service, called the West Bengal Junior
Social Welfare Service consisting of 400 CDPOs, 19 DPOs, 18 DSWOs, 10
Managers, 24 Superintendents, 4 CO / OSD/ Project Managers and 1
Research Officer. There is no State Service or any other constituted
service in the Department.
61.10 Apart from the memoranda submitted by six associations of
the employees, the Department itself has also come up with quite a few
recommendations / proposals of its own. The most important proposal
mooted by the Department has two components, viz., the first one
675
concerns creation of a State Service and the second one is for creation of
a large number of new posts including 130 new posts at the Sub
Divisional level. In the opinion of the Department there is a lack of
promotional opportunities to the members of the extant WB Jr. SWS.
Whatever proposal in this behalf the Department has mooted appears to
have originated from one consideration, i.e., the need as felt by the
Department to solve the problem of absence of adequate promotional
avenues. It is to cure this “problem” that the Department proposes
creation of a total of 186 new posts. A number of associations have also
come up with their individual proposals for creation of a State Service.
These proposals are not exactly identical; they differ from each other in
many of the details. The Departmental proposal, however, appears to be
the most authentic. While dealing with the matter, we have relied mostly
on the Departmental proposal. The same holds true, more or less, of the
different proposals for creation of new posts.
61.11 The proposal of creation of a State Service, is basically meant
to provide new avenues of promotion to the members of the extant WB
Jr. SWS. At the moment, the number of various posts in the latter is,
470 while the number of promotion posts available for them according to
the Department is only 19. That works out to 1 promotion post, on an
average, for every 24.73 employees in feeder posts. But it needs to be
noted that the cadre strength of the extant WB Jr. SWS has swelled to
the present strength mainly because of inclusion of the ICDS related
posts of CDO that number 400. If one leaves out the ICDS related posts,
the cadre strength is immediately reduced drastically to only 70 and if
one considers 70 feeder posts against 19 promotion posts, the availability
of a promotion post for the holders of the lower feeder posts becomes
3.68. That indicates that the choking of promotional avenues has been
caused mainly by the expansion of ICDS. Since the WB Jr. Social
Welfare Service was formed by the State Government in 1970 and the
ICDS programme was initiated experimentally only in 2 Blocks in West
676
Bengal in 1975, there was enough opportunity to examine the impact of
the expansion of the ICDS on the promotion prospects of the members of
that Service. Be that as it may, the extant situation does need to be
tackled in the best possible manner, even by creation of new posts if the
necessity of doing so is clearly established.
61.12 We have already made our position clear on the issues of (a)
creation of new posts in general, (b) creation of new posts solely to
provide promotion and (c) constitution of any new Service by merger of
two or more existing Services. Our views in these matters with adequate
elaboration will be found in one of the previous chapters. We shall
therefore not repeat the same here, but examine the proposals of the
Department keeping in mind our views already set forth.
61.13 The Department has made it amply clear that its proposal
for creation of a new State Service (i.e., West Bengal Social Welfare
Service) is meant basically to provide new avenues of promotion to the
members of the extant West Bengal Junior Social Welfare Service.
According to the information provided by the Departmental Secretary in
the Departmental proposal, the number of different posts in the
WBJSWS is 470 (having 12 types of posts) and the number of promotion
posts available to the latter is only 19 (having 5 types of posts). The
Department proposes to reduce the number of posts in the WBJSWS to
400. These will be the posts of CDPOs who may continue to be borne in
the pre-revision scale no. 14. The Department wants the promotion
posts to number 108 in all. Out of the latter, 69 posts- all enjoying the
pre-revision scale no. 14 are to be taken out of WBJSWS, upgraded to
pre-revision scale no 16 and made one part of the proposed WBSWS. 5
varieties of promotion posts numbering 19 in all are to be made another
part of the WBSWS. In order to do this, 2 posts in pre-revision scale no.
15 and one post in pre-revision scale no. 13 are proposed to be upgraded
to pre-revision scale no. 16. Then, it has been proposed that 20 new
677
posts (consisting of 19 posts of Assistant Directors in the pre-revision
scale no. 16 and 1 post of District Social Welfare Officer in the pre-
revision scale no 16) should be created as the third component of the
proposed WBSWS. Naturally enough, it has been also proposed that all
the 108 posts in the WBSWS should be filled up by promotion alone from
among the 400 officers of the WBJSWS.
61.14 If the above statistics are correct and then if they remain
unaltered over an appropriately long period, the lot of the CDPOs- from
the point of views of promotional avenues – will surely improve. This,
however, will require that the number of officers in the lower feeder post
remains stable over a sufficiently long period – something which only a
careful review of the cadres which will also take into account the amount
of work which the lower feeder cadre may be called upon to do in the
foreseeable future can ensure. It is important that this factor is not lost
sight of. The past history shows how the choking of promotional channel
for the members of the WBJSWS – in its present shape – has been
caused by a rather quick expansion of the ICDS programme which failed
to keep track of the need to keep in view the promotion prospects of the
CDPOs. One would need to guard against another failure to manage the
cadres correctly and the only way to do so is by having a through and
very careful review of the cadres before this part of the Department’s
proposal is accepted. We, therefore, recommend such a cadre review
first.
61.15 The proposals for creation of new posts have come in 3
groups. The first group is a part of the proposal of constitution of the
new Service. The total number of posts in this group is 20. The break
up is 19 posts of Assistant Directors and 1 post of District Social Welfare
Officer. The second group of new posts is a part of a new Sub-divisional
set up. What has been proposed here is creation of 65 posts at the rate
of 1 for each Sub-division. These posts are proposed to be named Sub-
678
Divisional Social Welfare Officers. In the same group, creation of 65 new
posts of Welfare Officer has also been proposed. Finally, in the third
group, there is a proposal for creation of 36 posts of Block Welfare
Officers. Posts proposed in the second and the third group do not
constitute a part of the new proposed State Service. The total of new
posts proposed thus come to 20+65+65+36 = 186.
61.16 The norm that any proposal for creation of any new post
must be justified by establishing that such a new post is essentially
needed to meet the functional requirement(s) of the Department/
Directorate. Even though the first group of 20 posts is a part of the
proposed new Service, these too should meet this norm first. In other
words, the proposal for creation of these 20 posts cannot be accepted
automatically by virtue of being a part of the proposed new Service.
61.17 By way of justification, it has been stated that one officer in
the rank of Assistant Director is required for better monitoring and
supervision at the district level, for in the opinion of the Department, one
District Programme Officer (ICDS) and one District Social Welfare Officer
are not adequate for the monitoring and supervision purpose. It is our
considered view that the above statements do not constitute enough
justification for creation of such a high level post in such a big number.
If two district level officers, who are already in position, fail to provide
monitoring and supervision of ICDS and other social welfare work in
adequate measure, putting still another officer of higher rank in a district
for the same work is not a meaningful proposition. Either the existing
district officers should be made to monitor and supervise the ICDS and
other social welfare work satisfactorily and efficiently so that there is no
need to have an Assistant Director at the district level, or the extant
posts of district officers should be surrendered to make room for one
Assistant Director in lieu of those existing posts.
679
61.18 The Departmental proposal for creation of as many as 130
Sub-Division level posts is backed by a similar demand from the
associations/ unions of employees too. There are minor differences
among these proposals. But the basic point remains that the Directorate
of Social Welfare should have a number of posts in each Sub-Division
where there is no Directorate Officer at all at this moment. All of them
say that the schemes under implementation by the Directorate will be
better supervised if the Directorate has its own officers at the Sub
Division level. They are unanimous in their opinion that the SDOs who
are supposed to give an overall supervision are too busy in other work
(like law and order and election) to pay any attention to implementation
of SW Schemes. Hence the need of having the Directorate’s own men at
Sub Division level.
61.19 We have carefully gone through different aspects of the
matter and having done that we find that it is hardly necessary to have a
whole new set up of the Directorate at each Sub Division. If the Sub
Divisional Officers have already been given the responsibility of
supervising implementation of ICDS and SW schemes, there is absolutely
no reason why they should not do so and it will be a wastage of
resources to build up a parallel Sub Division level set of supervision
machinery to do the same work. Still another point to consider is how
much of supervision of implementation of ICDS is necessary. The actual
field level work is done by the Anganwadis. Their work is supervised by
the Supervisors. The work of the latter is supervised by the
CDPOs/ACDPOS. Above the latter are the District Programme Officers at
the district level. In addition, it is to be kept in mind that if the
Department’s proposal for putting one Assistant Director in charge of all
social welfare matters in a district is accepted, there will be one more
layer of supervisory officers in each district. Thus, even if it is assumed
that the Sub Divisional Officers are not putting in the desired amount of
supervision, we have at least 3 levels of supervisory officers above the
680
Anganwadis. If all these supervisors who work exclusively for ICDS
cannot ensure appropriately good performance, one doubts whether
introducing a new mezzo level band of supervisors will do the trick. It is
also to be kept in mind that the SW Directorate has, as of now, as many
as 12 Assistant Directors. If the Department is of the view that
supervision of the SW work – including ICDS – from a higher level is
necessary, the same can be provided by the Assistant Directors. At least
a few of them can easily be asked to tour the districts frequently in order
to supervise the work of the supervisors who are already posted in the
districts.
61.20 Another part of the issue of expansion of the Directorate is
concerned with creation of more superior posts in the Directorate HQ
and reorganization of the latter. One of the associations has “strongly”
felt that instead of only two Directorates, there should be four, viz., that
of Social Welfare, that of ICDS, that of persons with Disabilities and that
of Homes. Correspondingly, there should be four Directors, and at least
two Joint Directors, three Deputy Directors and nineteen Assistant
Directors in each of the Directorates. There is no mention of any such
suggestion in the memorandum of the Department.
61.21 Another association is of the opinion that the extant
Directorates need to be reorganized under a Director General of WCD &
SD under whom there should be five branches each headed by an
Additional Director. These five branches are: (a) Child Welfare Wing, (b)
Women Welfare Wing, (c) Institutional Care and Vagrancy Wing, (d) the
Aged and Disability Welfare Wing, and (e) Administration, Training and
IEC Wing. The Department has no such proposal.
61.22 We do not think that this kind of expansion of the
Directorate HQ will be either meaningful or useful.
681
61.23 As for the Departments proposal for creation of 36 new posts
of Block Welfare Officers to man 36 Blocks in which allegedly there is no
post of BWO at present, we may not have anything to suggest. This is a
routine matter and the Department should be able to follow the well laid
down procedures for creation of new posts.
61.24 Coming to the issue of scale upgradation, we find that most
of the proposals are either without any justification or with a flimsy
justification that is simply not acceptable.
61.25 There are quite a few proposals of upgradation, including
some that originated from the Department. Out of as many as 13
upgradations that have been proposed by the Department, one is for
upgradation from scale no. 13 to scale no. 16, ten are for upgradation
from scale no. 14 to scale no. 16 and two are for upgradation from scale
no. 15 to scale no. 16. The only justification for these upgradation
proposals is that these posts have also been taken to be the cadre posts
of a proposed State Service, the basic scale for members of the Service
being scale no. 16. Formation of the proposed new Service has not been
recommended. Therefore the instant proposal of en masse upgradation
of scales is not strictly speaking relevant. Even then, however, each
proposed upgradation is being examined individually.
61.26 The Department has among others, proposed scale no. 17 to
the Deputy Directors. It appears that at present the post of Assistant
Directors are borne in scale no. 16, while their immediate superior post,
i.e., that of the Deputy Directors also carries the same scale no. 16.
Since the superior post needs to be differentiated and distinguished from
the relatively lower post, we recommend a higher initial at the 5th stage
but in the same scale to the post of the Deputy Directors. This is subject
to the presumption that the posts of Deputy Director are entirely filled up
by promotion.
682
61.27 There is a proposal for awarding a special pay of Rs. 500/-
p.m. to the Assistant Directors. No justification for the same has been
given. Besides, the system of giving Special Pay has since been
discontinued. There is no reason to revive the system for the Assistant
Directors.
61.28 The proposal for upgrading the scale of the post of P.A. to the
Director of Social Welfare from scale 13 to scale 16 deserves some
attention. This post once was a promotion post for the Block level
functionaries of the Directorate. Later with the introduction of ICDS
(which became the flagship programme of the Department), the post of
CDPOs started getting importance. The pay scale of the CDPOs was also
revised upward at various points of time. Currently that scale (pre
revision) stands at scale no. 14 and, therefore, the post of PA to the
Director has ceased to be a promotion post for Block level officers of the
Directorate. At the same time, it is found that their promotional avenues
are somewhat restricted. It will be fit and proper if this erstwhile
promotion post is given back its erstwhile rank and status. We, therefore,
recommend scale no 15 (in place of its current scale no 13) to the post of
PA to the Director.
61.29 Two more posts under Social Welfare Directorate which need
consideration are the posts of the District Programme Officers and the
District Social Welfare Officers that are now in scale no. 14. Both are
district level posts and both are superior posts to Block level posts which
are supposed to be supervised by the DPOs and the DSWOs. The higher
rank and status of the latter two need to be clearly recognized. There is
enough merit to put these two posts in a scale higher than pre-revision
scale no. 14 (which is enjoyed by the CDPOs). It is recommended that
these two posts are awarded ‘pre-revision scale no. 15.
683
61.30 The Department has proposed upgradation of scale of the
WOs / BWOs from scale no. 10 to scale no. 12. There is also a proposal
from one of the associations for upgradations of BWOs to scale no. 14.
The entry level educational qualification and the job responsibilities of
the WOs / BWOs do not justify any upgradation of pay scales.
61.31 The Department has further proposed scale upgradation for
the Assistant CDPOs from scale 10 to scale 12 as also suggested
awarding a special pay of Rs 300/- p.m. to those Assistant CDPOs who
are currently working as Acting CDPOs. An association of the ACDPOs,
has also demanded a scale upgradation of the ACDPOs from scale no. 10
to scale no. 14 on the same grounds.
61.32 It does not appear that there is any need to upgrade the pre-
revision pay sale of the ACDPOs. But, it is necessary to recognize the
higher work responsibilities of those ACDPOs who have been put in
charge of a project on regular basis and who thereafter and do exactly
the same work that is being done by the CDPOs. We recommend a
special allowance of Rs.250/-p.m. only to those ACDPOs who are
required to work as CDPOs, but for only that period during which they
work in that capacity. We simultaneously recommend to the Department
to stop the present system of putting ACDPOs in charge of ICDS projects
except for short periods of time essentially as a temporary and stop-gap
measure. We also recommend that those ACDPOs who have been put in
charge of projects should be put back to posts of ACDPOs.
61.33 The Department has also recommended a scale upgradation
for Supervisors from their current pre-revision scale no. 9 to pre-revision
scale no. 10. An Association of employees, has also mooted a proposal for
scale upgradation of, inter-alia, the Supervisors to sale no. 12. Neither
the Department’s proposal, nor the Association’s is backed by any
justification. We therefore, do not accept this proposal.
684
61.34 It is out of question to award any scale of pay to any post(s)
that does/ do not exist as of now, (barring such posts the proposal for
creation of which, albeit as an extra-ordinary case, has been accepted by
this Commission). Therefore, the proposal of the Department as also of
some of the associations for awarding scales to all Sub-division level
posts that are yet to be created fall through. We are also not
considering a set of proposals for scale upgradation for all holders of
posts in pre-revision scales no 1,2,3,6,9 and 10 to scales no 3,4,5,8,11
and 12 respectively (which one of the associations has submitted). It is a
set of proposal prepared mechanically and no specific justification has
been given for any one of them.
61.35 There is a proposal for upgradation of scale of the CDPOs
that has been mooted by one of the associations. It favours upgradation
of the scale of this post from scale no. 14 to scale no. 16. But the basis of
the proposal is conversion of the post of CDPO to a new post to be called
Block Women and Child Development and Social Welfare Officer which
apparently will have higher job responsibilities than those of the present
CDPOs. However, we do not think that creation of the said new post
which would, as per this proposal, combine all the Block level activities
of the work of the Directorate will fit in the overall structure of the
Directorate. It is also not known if such a designation is acceptable to
Government of India which bears major share of expenditure on ICDS.
In any case, the said new post has not been created as yet. Hence the
proposal for scale upgradation also falls through.
61.36 One of the associations has recommended upgradation of
pay scale of the post of Junior Research Assistant from scale no 10 to
scale no. 14 on the ground that there are similar posts in Education
Department, I&CA Department and IPGMER under Health Department
which are borne in scale no. 14.
685
61.37 The job responsibilities of Junior Research Assistant under
this Department as also his educational qualification do not call for any
upgradation of their pay scale.
61.38 The same association has also recommended upgradation of
the scale of Statistical Assistants from scale no. 9 to scale no. 10.
Another Association has also recommended an upgradation of the scale
of the Statistical Assistants to any reasonable higher scale. According to
one of the associations, the works of the Statistical Assistant is technical
in nature, has high job responsibility and requires expertise.
61.39 According to the information supplied by the Director, Social
Welfare, the duties of Statistical Assistants consist of keeping statistical
records and the essential qualification for direct entry is graduation with
Statistics or Mathematics. Considering the educational qualification and
the job responsibilities, scale no. 9 is quite appropriate. We therefore do
not accept the plea for upgradation of scale.
61.40 Next, the same association has recommended upgradation of
scale of the Research Officers (who are also ex-officio Child Welfare
Officers) to scale no. 16. According to this association, two of the posts
are is scale no. 12 and one post is in scale no. 14. This is so inspite of
the 4th Pay Commission’s recommendation of awarding scale no. 14 to
the holders of this post. In the opinion of this association, the job of the
R.Os is a highly specialized lone for it requires a specialized qualification
in Psychology.
61.41 The information furnished by the Directorate of Social
Welfare however, does not tally with the information furnished by the
associate and it shows that there is one post of R.O. (SDPU) that is borne
in pre-revision scale no. 16, one post of R.O. in pre-revision scale no. 14
686
and two posts of R.O. (HQ) in pre-revision scale no. 13. It appears that
the work responsibilities of these posts are not identical. Therefore there
is no reasonable ground to make their pay scales identical.
61.42 One of the associations has pointed out two cases of
apparent anomaly in pay scales. The first one is that Helpers in different
Government Homes, are in pre-revision scale no. 2, but the Helpers in
Sumangalam Home Bankura and in some other Homes are getting their
pay in pre-revision scale no. 1.
61.43 On consulting the information submitted by the Director,
Social Welfare, it does appear that all Helpers in Government Homes do
not get their pay in the same scale. While one group (whose sanctioned
strength is 61) is in pre-revision scale no. 2, another group with an
identical designation (whose sanctioned strength is 7) is in pre-revision
scale no. 1. We recommend that the Department examines the apparent
discrepancy in pay scale and if the same is confirmed, take steps to do
way with the discrepancy if both the groups are identically placed in
terms of qualifications at entry and duties and responsibilities attached.
61.44 The other felt anomaly consists of scale discrepancy between
the post of “Tailoring-cum-Instructor” in Vagrancy Directorate that
enjoys pre-revision scale no.7, and the post of “Tailoring Instructor” of
Tailoring, Cutting and Production Centre of Social welfare Directorate
that is borne in pre-revision scale no. 6. Another association also has
taken up the issue of pay scale of Tailoring Instructor and has suggested
that the pay scale of this post should be upgraded to “a reasonable
stage”.
61.45 According to the information supplied by the Director, Social
Welfare, there are 4 posts of Cutting and Tailoring Instructor in scale no
6. The minimum qualification at entry level for the post is a certificate in
687
cutting and tailoring. But in another place, the Director, Social Welfare
mentions the existence of 152 posts of Cutting and Tailoring Instructor,
who are also in scale no. 6, but whose minimum entry level qualification
are “Madhyamik Pass with certificate in Cutting and Tailoring”. In the
Vagrancy Directorate, the post is called Instructor, Tailoring. The
minimum qualification at entry level for this point is a Pass in
Matriculation or equivalent examination and a diploma / certificate of
proficiency in the trade. Besides, one has to have at least 2 years’
experience in the concerned job. Job responsibilities involve
supervising / production and looking after the job in the trade as also to
impart training to the inmates / trainee children.
61.46 It does appear, therefore, that the post in the Vagrancy
Directorate is of a higher level than the post in the Social Welfare
Directorate. The scale differentiation is, therefore, justified, and so is pre-
revision scale no. 6 to those in Social Welfare Directorate.
61.47 Another Association has demanded upgradation of the scale
of Pharmacist / Compounder to the scale that has / would be awarded to
the Pharmacist in Health Department on the ground that both do the
same work.
61.48 The Pharmacists in Government Homes of Social Welfare
Directorate do not appear to do work identical with the work of the
Pharmacists in Government hospitals run by the Health and Family
Welfare Department. Besides, the entry level educational qualifications
of the latter one are of higher order. Those in the Health and Family
Welfare Department have a 2 year diploma in Pharmacy and their
minimum basic educational qualification is a pass in Higher Secondary
examination in Science stream. On the other hand, the Pharmacists in
Social Welfare Directorate have a pass in Madhyamik examination.
Some of them have only a certificate in Pharmacy while some have a
688
diploma. We do not think that there is any case of equalizing the pay
scales of the Pharmacists in Social Welfare Directorate with the pay scale
of those in Government hospitals under Health and Family Welfare
Department.
61.49 We have received, besides the above cases specifically
discussed in the foregoing paragraphs, some more demands for
upgradation of pay scales. These are the following :- (a) Assistant
Superintendents of Homes – from pre-revision scale no. 9 to pre-revision
scale no. 10/12; (b) Probation Officer – from pre-revision scale no. 9 to
pre-revision scale no. 12; (c) Lady Social Worker – from pre-revision 11 to
pre-revision scale no. 14; (d) Junior Social Worker – for pre-revision
scale no. 7 to an unspecified higher scale; (e) Craft Teacher – from pre-
revision scale no. 6 to an unspecified higher scale.
61.50 The recruitment qualification and the job requirements of
these posts do not justify any scale upgradation.
61.51 In respect of all other posts under the department we
recommend fixation of pay in corresponding Pay Band plus Grade Pay in
the existing scale of pay as recommended by us in Volume-I, Part-I,
Chapter-8 of our Report and accepted by the Government.
689
CHAPTER – 62
WEST BENGAL LEGISLATIVE ASSEMBLY SECRETARIAT
62.0 The West Bengal Legislative Assembly Secretariat has its
existence under Article 187 of the Constitution of India. It enjoys a
separate and independent status according to the spirit of the aforesaid
Article. The WBLA Secretariat is under the exclusive control of the
Hon’ble Speaker of the Legislative Assembly. Subject to the control of
the Speaker the Principal Secretary/ Secretary administers the WBLA
Secretariat and exercises full control over its officers and staff and he is
responsible for smooth working of the Secretariat.
62.1 The Staff pattern of the WBLA Secretariat is more or less like
that of the other Secretariat departments of the State Government, but it
has some unique posts necessitated by its special nature of functions.
62.2 Attention has been drawn to the fact that there are two posts
of Joint Secretary-cum-Committee Officer in scale No. 18 which are
different from the post of re-designated Joint Secretary in the State
Government departments. Demand has been made for creation of at
least one post of Joint Secretary in scale No. 19 (pre-revised) under CAS.
62.3 Further, the posts of Joint Secretary-cum-Committee
Officers are generally filled up by promotion from the posts of Deputy
Secretary. The Senior Deputy Secretaries enjoy scale No. 18 (pre-revised)
under CAS. It has been demanded that to protect the benefit of fixation
for the incumbent as also to denote higher status the pay scale of Joint
Secretary may be upgraded from scale No. 18 (pre-revised) to pre-revised
scale No. 19.
690
62.4 The Commission does not agree to upgrade the pay scale of
the post of Joint Secretary-cum-Committee Officer of WBLA Secretariat
from pre-revised scale No. 18 to 19 as there are few other posts of Joint
Secretary under the Government borne in pre-revised scale No. 18.
Moreover, under the existing provision, an officer of a Constituted State
Service enjoying scale No. 19 under CAS ’90/ MCAS, 2001 is only
designated as Joint Secretary when posted in a Secretariat department.
62.5 The Commission also noted that there is a provision in Rule
8(2) of the WBLA Secretariat Rules, 2007 for constitution of a Service
with officers of WBLA Secretariat borne in pre-revised scale No. 16 and
also such a Service, when formally constituted, will have much
similarities with the W.B. Secretariat Service.
62.6 Considering all aspects, the Commission recommends that
after constitution of the contemplated Service, one post of pre-revised
scale No. 19 may be allotted for the members of the said Service and
accordingly one of the two holders of Joint Secretary-cum-Committee
Officer may be allowed pre-revised scale No. 19. The Commission does
not recommend creation of any new post for the above purpose.
62.7 It has been stated that the posts of Deputy Secretary,
Assistant Secretary/ Accounts Officer, Registrar, Officer-on-Special Duty,
Editor of Debates, Public Relations Officers are distributed in scale Nos.
18, 17 and 16 (pre-revised) in the ratio of 1:3:6; as a result of which
some Senior Assistant Secretary/ Accounts Officer get promotional
benefit in pre-revised scale No. 17 under CAS. When such officers are
promoted to the post of Deputy Secretary in scale No. 17 (pre-revised)
they are given promotional fixation benefit. Demand has been made for
protection of the said benefit in the proposed pay band system since
these officers are supposed to belong to the same pay band.
691
62.8 The issue has been covered in Volume I, Part I of the earlier
report of the Commission. Hence, the Commission does not repeat the
same here again.
62.9 In the L.A. Secretariat there are posts of Registrar, OSD,
Editor of Debates and Public Relations Officer who are borne in pre-
revised scale No. 16. These are feeder posts for promotion to the posts of
Assistant Secretary/ Accounts Officer in scale No. 16 (pre-revised) with
higher initial start. It has been urged that in the new pay band system
the post of Assistant Secretary/ Accounts Officer should be granted
higher grade pay than that of the feeder posts.
62.10 The question raised here has already been addressed in
Volume I, Part I of the earlier report of the Commission. No further
discussion is necessary on the issue.
62.11 At present there are 24 posts of Reporter in the L. A.
Secretariat who are borne in pre-revised scale No. 16 and one post of
Chief Reporter in the same scale with a higher initial at Rs. 9100/-. The
post of Chief Reporter is promotional post of Reporters. The incumbents
to the posts of Reporter enjoy CAS. It has been pointed but that most of
the Reporters at the time of promotion to the post of Chief Reporters hold
scale No. 18 (pre-revised). They get promotion fixation at the time of
promotion to the post of Chief Reporter. It has been apprehended that as
per the proposed pay band system both the post of Reporter and Chief
Reporter will belong to the same pay band with same grade pay.
Demand has been made for higher grade pay for the Chief Reporter for
protecting the benefit available for promotion to the post of Chief
Reporter.
692
62.12 The demand relates to the modalities of fixation. The matter
has already been taken care of by the Commission in Volume I, Part I of
its earlier report. The Commission has nothing more to add here again.
62.13 It has been represented that Assembly Reporters’ scale
should be at par with Grade I Reporters of Central Government at both
the Houses of Parliament and certainly not below the scale of High Court
Recording Officers.
62.14 In the opinion of the Commission comparison with Grade I
Reporters of Parliament and Recording Officers of High Court is not
tenable. The Commission does not accede to the demand.
62.15 It has been alleged that posts of Reporters are like a blind-
alley excepting only two career advancements throughout the entire
service period. Demand has been made for introduction of 3rd career
advancement or a minimum of 5 additional increments after a period of
24 years of service.
62.16 The question of career advancement has been dealt with in a
separate chapter by the Commission.
62.17 It has been represented that honorarium or sessional
allowance benefit should be extended to all the Assembly Reporters,
irrespective of scales, considering their special nature of duties and
greater workload.
62.18 The question of sessional allowance has been dealt with by
the Commission in a separate paragraph.
693
62.19 Demand has been made for cancellation of the decision
regarding abolition of Special Pay and re-introduction of it to the
Reporting Cadre.
62.20 The system of giving Special Pay has been abolished long
time back. The Commission does not find any cogent reason for the re-
introduction of the same.
62.21 Representation has been made for higher scale of pay for the
post of Chief Reporter.
62.22 The Commission does not find any merit in the demand and
does not accept the same.
62.23 In the Legislative Assembly Secretariat the cadre of Polisher
consists of the following;
i) Head Polisher – One post in scale No. 5 (pre-revised)
ii) Polisher Grade I – Three posts in scale No.5 (Do)
iii) Polisher – Five posts in scale No. 4 (Do)
62.24 It has been pointed out that in Raj Bhavan Secretariat the
post of Polisher belong to scale No. 4 (pre-revised) and Polisher Grade I
enjoys pre-revised scale No. 6. It has been urged that the Polisher Grade
I in WBLA Secretariat should be placed in the same scale of pay and the
Head Polisher should be placed in scale No. 7 (pre-revised).
62.25 On this issue, 4th Pay Commission recommended abolition of
the post of Head Polisher and creation of an additional post of Polisher in
lieu thereof. It also allowed scale No. 6 to the Grade I Polisher. We do
not find any ground for deviating from the recommendation of the 4th Pay
Commission.
694
62.26 There is a cadre of Watch and Ward Assistant in the WBLA
Secretariat. The distribution of posts and scale(s) of pay in the cadre is
as follows;
a) Head Watch and Ward Assistant : 3 posts in scale No. 6 (pre-revised)
b) Watch & Ward Assistant Grade I : 6 posts in scale No. 8 (pre-revised)
c) Watch & Ward Assistant : 16 posts in scale No. 6 (pre-revised)
62.27 There is another Cadre of Security Guard in the WBLA
Secretariat. Total No. of posts in the cadre is 20. Out of which 7 posts
are in Grade I who are borne in scale No. 8 (pre-revised) and the
remaining are in basic grade post in scale No. 6 (pre-revised). It has
been alleged that none of these cadres have any promotional avenue to
higher posts with greater responsibilities in higher scale of pay. It has
been proposed that the Grade Pay of Grade I scale holders of both the
cadres should be granted grade pay corresponding to the existing scale
No. 9 (pre-revised). It has also been proposed that to protect the
promotional benefit available now, the grade pay for the post of Head
Watch & Ward Assistant should be corresponding to the grade pay of
existing scale No. 10 (pre-revised).
62.28 We asked for certain information from the administrative
department for consideration of the issue. Since no reply to the same
was received we even after waiting for a reasonable period of time are not
in a position to make any observation/ recommendation in the matter.
62.29 At present the sessional allowance of the employees of WBLA
Secretariat is @ 1/5th of pay (20%) per day subject to a minimum of Rs.
25/- per day with a maximum limit of Rs. 750/- per month. It is
admissible upto the officers drawing basic pay upto Rs. 12000/- p.m. It
has been proposed that the sessional allowance should be revised in the
following manner:
695
i) Minimum amount of sessional allowance may be raised to Rs.
100/- per day from the existing rate of Rs. 25/- per day and the
maximum ceiling limit may be raised to Rs. 3000/- per month
from the existing rate of Rs. 750/- per month.
ii) All employees and officers upto the rank of Joint Secretary-
cum-Committee Officer may be allowed to draw the sessional
allowance.
62.30 A separate reference on the issue was made to the
Commission. The observation of the Commission was as follows: “We
may agree to recommend the revised rate at 20% of the respective day’s
revised basic pay of the employee (being sum total of day’s band pay and
day’s grade pay) subject to a minimum of Rs. 50/- per day and
maximum of Rs. 1500/- per month. The allowance may be admissible to
all employees of the WBLA Secretariat except those drawing a band pay
of Rs. 22,320/- or more per month and it may be drawn on production of
the usual certificate. The revised rate may be given effect from the
Budget Session, 2009 of the State Legislature”.
62.31 In respect of all other posts under the Department, we
recommend fixation of pay in the corresponding Pay Band plus Grade
Pay in the existing scale of pay as recommended by us in Volume – I,
Part – I, Chapter – 8 of our Report and accepted by the Government.
696
CHAPTER – 63
WEST BENGAL PUBLIC SERVICE COMMISSION
63.0 Public Service Commission, West Bengal (PSC) is a
Constitutional Body formed under Article 315 of the Constitution of
India. It is to function independently and impartially in order to ensure
equality of opportunity in the matter of public employment and select
persons for appointment to Civil Services and posts on merit.
63.1 The Commission consists of a Chairman and ten members.
It is assisted by a Secretariat which is headed by a Secretary. There are
2 Joint Secretaries, 7 Deputy Secretaries and 9 Assistant Secretaries
apart from a host of other supporting staff.
63.2 The functions of P.S.C., W.B. are as follows:
i) Recommending of candidates selected by way of examination or
by interview for recruitment of different services and posts
under the Government of W.B. as per Secretariat Manual.
ii) Advise Government in matters of promotion and framing of
recruitment rules.
iii) Disposal of references made to the Commission by the
administrative departments on matters like disciplinary cases,
legal matters etc.
In accordance with the Government decision “For All
Recruitment through P.S.C., W.B.” the Commission has programme to
expand its activities.
63.3 Representation has been made for upgradation of the pay
scale of the Joint Secretary from Scale no. 18 (pre-revised) to pre-revised
697
scale no. 19. It has been stated that this is a long pending matter and
has remained unresolved for a long period and a good number of
references were made to the Finance Department in this respect but with
no result.
63.4 The Commission has given due consideration to the
proposal, but does not find any good reason to upgrade the pay scale of
the Joint Secretary. Hence, the Commission does not accede to the
demand.
63.5 Recently a post of Controller of Examination has been
sanctioned by Government to control the entire matter in connection
with recruitment examinations. It was suggested by the P.S.C. that the
said post will be in the rank of Joint Secretary. It has been urged that
the method of recruitment should be by promotion from Deputy
Secretary as it may serve the P.S.C., W.B. in a better way.
63.6 We have been informed that the recruitment rules for the
post of controller of Examinations are under the consideration of the
Government. We, therefore, do not make any observation on the issue at
this stage.
63.7 It has been stated that the Government has since decided to
extend the business of the Commission by way of introducing the policy
of recruitment to all posts of the Government including Group ‘D’ posts
through P.S.C. W.B. In that event it will be difficult to execute the
decision of the Government with the present staff strength of the
Commission. Demand has been made for creation of a good number of
posts in each category. It has been urged that at least 3 posts of Joint
Secretary should be created. Demand has also been made for creation of
one post of Additional Secretary to be recruited on promotion from the
698
post of Joint Secretary for better co-ordination and smooth conduct of
the day-to-day business of the Commission.
63.8 Creation of posts depends on the functional necessity of the
concerned administrative department. The Commission has nothing to
comment upon.
63.9 The Commission has been urged for setting up branch
offices of P.S.C. at Division/District Level for coping with the increased
workload and smooth functioning of the Commission.
63.10 Expansion of infrastructure of a department depends on the
functional necessity of the concerned department. The Commission does
not like to interfere in the administrative affairs of the department.
63.11 Representation has been made for opening promotional
avenues to eligible Group ‘C’ and Group ‘D’ employees to the post of L.D.
Assistant only after proper screening through departmental examination.
63.12 The issue has already been discussed in Volume I, Part I,
Chapter III of the earlier report of the Commission. Therefore, the
Commission refrains from repeating the same here again.
63.13 In respect of all other posts under the department we
recommend fixation of pay in the corresponding Pay Band plus Grade
Pay in the existing scale of pay as recommended by us in Volume I, Part
I, Chapter 8 of our earlier Report and accepted by the Government.
699
CHAPTER – 64
PROMOTION POLICY AND CAREER ADVANCEMENT SCHEME
64.0 Scope of functional promotion for most of the different
categories of employees under this Government has all along been found
to be inadequate. In order to ease the stagnation at different levels the
State Government had introduced New/ Intermediate Selection Grade
(NISG) in 1974. These NISGs were quite attractive compared to the
corresponding basic grades but this could hardly solve the problem of
stagnation of most of the employees as it was admissible only at the rate
of 15% of the cadre strength of each category of post/ Service at any
given point of time. Considering its ineffectiveness, Government
abolished the NISG w.e.f. 01.04.1981 when revised pay scales were
introduced on the basis of recommendations of the Second Pay
Commission. In this revision the State Government employees first
appointed in the then scale nos. 1 to 13 (now pre-revised scale nos. 1 to
12) were allowed to move to immediate next higher scale after 18 years of
satisfactory service. Simultaneously in the same year 1981 the
Government introduced a series of measures aimed at reducing the
problem of stagnation.
64.1 The measures referred to above included conversion of a
large number of posts of LDA/ LDC (borne in pre-revised scale no. 6) to
posts of UDA/ UDC (borne in pre-revised scale no. 9) so as to make the
ratio of the number of posts of UDA/ UDC to the number of posts of
LDA/ LDC 1:1 in each clerical establishment. For the Typists and
Telephone Operators borne in pre-revised scale no. 6, provision was
made for conversion of certain percentage of their cadre strengths to
posts borne in higher pre-revised scales 9 and 10. In respect of a
number of categories of technical posts as also non-clerical technical
posts one third of the strength of the individual cadres were converted as
700
Grade – I posts borne in one or two scales above the basic grade. Forty
per cent of the cadre strength of each of Assistant Engineer, Executive
Engineer and Superintending Engineer were allowed the benefit of next
higher scales subject to fulfillment of certain terms and conditions.
Other constituted State Services were allowed a fixed number of posts
borne in the then higher scales 18 and 19 (now pre-revised scale nos. 17
& 18) by conversion of identical numbers of basic grade posts. In terms
of percentage of cadre strengths these higher scale posts were uneven
among different State Services and the WBCS (Exe) was found to be in a
better position compared to other State Services. This resulted in
delayed appointment in the then scales no. 18 and 19 (now pre-revised
scales no. 17 & 18) for most of the other State Services compared to
WBCS (Exe) Officers. Records reveal that Government had to take an
one time corrective measure in the year 1987 by allowing the benefit of
the then scale no. 18 (now pre-revised scale no. 17) to all the officers of
all the other State Services upto and including the batch of 1976 who
were then still waiting for the said scale.
64.2 In order to ease further stagnation in different Services/
posts that were still prevailing, the Government introduced w.e.f. 1st
April, 1989 a Career Advancement Scheme, 1990 commonly known as
CAS, 1990 under which employees first appointed to various posts/
Services borne in different pre-revised scales upto scale no. 16 were
guaranted two automatic non-functional advancements to immediate
next higher scales after 10/20 years of service subject to fulfillment of
certain terms and conditions. Under the same scheme, employees first
appointed to various posts/ Services borne in pre-revised scale no. 17
were allowed one similar advancement to pre-revised scale no. 18 after
10 years of service.
64.3 Besides above, the Government simultaneously introduced
the benefit of pre-revised scale no. 19 for the different constituted State
701
Services in adhoc numbers. Here again it was found that the WBCS
(Exe) had been allowed a larger number of such posts compared to other
State Services.
64.4 In the same G.O. dealing with CAS, 1990 the WBCS (Exe)
was also allowed four posts in pre-revised scale no. 21 and the WBCTS
one such post. No other Service was allowed this benefit.
64.5 In the year 2001, the Government introduced the Modified
Career Advancement Scheme, 2001 briefly termed as MCAS, 2001 in
modification of CAS, 1990, which was made effective from 01.01.2001.
Under this modified Scheme, employees first appointed to various posts/
Services borne in different pre-revised scales upto scale no. 12 were
allowed three automatic higher scale non-functional advancements after
8, 16 and 25 years of service, employees first appointed in posts/
Services borne in pay scales no. 13 to 16 were allowed two similar
advancements to next higher scales after 8 and 16 years of service
respectively, and employees first appointed in posts/ Services borne in
pre-revised scale no. 17 were allowed one automatic non-functional
advancement to scale no. 18 after 8 years of service. All the above
advancements are, as usual, subject to fulfillment of certain terms and
conditions as mentioned in the G.O. covering the Scheme.
64.6 But, even after this, those employees who do not now enjoy
more than two automatic advancements under MCAS 2001 felt unhappy.
These categories are holders of different posts borne in pre-revised scale
no. 13 and above upto scale no. 18. The members of most of the
constituted State Services also fall in this class. This demand has been
highlighted in the memoranda of almost all the concerned employees and
almost all of them have demanded automatic advancement to pre-revised
scale no. 19. In real terms this demand implies a third automatic
advancement for the employees first appointed in posts/ Services borne
702
in pre-revised scale nos. 13 to 16, a second automatic advancement for
employees first appointed in post/ Service borne in pre-revised scale no.
17 and one automatic advancement for employees first appointed in
posts/ Service borne in scale no. 18.
64.7 In the case of the officers of the constituted State Services,
we have already mentioned that some of the officers of each of these
State Services are already enjoying the third movement i.e., pre-revised
scale no. 19 although not in an automatic manner, because all these
State Services have been provided with some posts in pre-revised scale
no. 19 both under CAS, 1990 and MCAS, 2001 and also, thereafter, on a
few occasions, with the eligibility condition of getting the said scale,
namely, putting in a minimum service of 20 years in pre-revised scale
nos.16, 17 and 18 taken together with at least 3 years in scale no. 18. It
is worth mentioning here that the practicing members of WBHS or
WBPH-cum-AS are not eligible for scale no. 19.
64.8 A common grievance of officers of almost all the State
Services against the Government as highlighted in their different
memoranda addressed to this Commission is that they have been
discriminated against in the matter of allowing posts borne in pre-revised
scales no. 19 and 21 under the CAS, 1990 as also under MCAS, 2001,
vis-a-vis what has been allowed by the Government to officers of the
WBCS (Exe). In fact as many as 10 State Services including the eight
other State Services included in the Group – A of the WBCS (Exe)
Examination, ventilated the same grievance additionally in a joint
memorandum under the banner of an association viz., Convention of
State Service Associations, West Bengal. Identical grievance has been
expressed in the memoranda of different other associations of officers
from other fields, viz., Engineering, Agriculture, Animal Resources
Development, etc. submitted to this Commission.
703
64.9 Associations of officers of almost all the different State
Services have demanded before this Commission that the benefit of pre-
revised scale no. 19 be made automatic to them.
64.10 The association of officers of another State Service viz., W. B.
Secretariat Service which is somewhat different from other State Services
as the members of the said Service are promoted from Section Officer
and equivalent posts of the Secretariat, levels has also expressed the
grievance that due to a small number of scale no. 19 posts allotted to
them very few officers of the said Service can enjoy that scale.
Accordingly, the association has demanded that their number of pre-
revised scale no. 19 posts be increased from the existing 16 to 10% of the
cadre strength of the Service. Additionally they have demanded that
their existing benefit of higher scale movements to pre-revised scales no.
17 and 18 under the Promotion Policy Statement, 1981 which they enjoy
in the ratio 6:3:1 be improved to 4:4:2 as they could not derive any
benefit either from CAS, 1990 or MCAS, 2001 except by way of some pre-
revised scale no. 19 posts.
64.11 On examination of the figures of the scale no. 19 posts as
have been allowed by the Government to the different State Services the
Commission finds that there is some substance in the allegations as
discussed above.
64.12 After having examined several options towards redressal of
the above grievance of the employees first appointed in pre-revised scale
nos. 13 to 18 and also of the associations of the various State Services,
the Commission makes the following recommendations:
(a) The same MCAS benefits as now available to employees first
704
appointed in pre-revised scale nos. 1 to 12 may be extended to
employees in scales first appointed in pre-revised scale nos. 13, 14
and 15.
(b) The number of scale no. 19 posts as now stand allotted to different
State Services should not be altered further and the benefit of the
same may continue as at present.
(c) Employees first appointed in posts/ Services borne in pre-revised
scale no. 16 other than those belonging to W. B. Secretariat Service
may as usual be allowed to move to next higher pre-revised scale
nos. 17 and 18 after 8 and 16 years of service respectively.
Thereafter an officer belonging to the State Services will have to
wait for his turn to arrive for appointment to pre-revised scale no.
19 in the quota of posts mentioned at subparagraph (b) above. We
recommend that in case such turn does not come to an officer even
after completion of 28 years of total service in pre-revised scales
no. 16, 17 and 18 with at least three years in pre-revised scale no.
18, he will be allowed to move to pre-revised scale no. 19 w.e.f. the
date following the date on which he completes 28 years of total
service.
(d) A direct entrant to a post with scale no. 16 post (other than one
belonging to any State Service) may, likewise, be allowed to move to
pre-revised scale nos. 17, 18 and 19 after 8, 16 and 28 years of
service respectively.
(e) An employee first appointed in a constituted Service borne in pre-
revised scale no. 17 may be allowed to move to pre-revised scale
no. 18 automatically after 8 years of service and then he will have
to wait for his turn for appointment to pre-revised scale no. 19 as
explained at subparagraph (c) above and if such turn does not
705
arrive even after 20 years of total service, he may be allowed to
move to pre-revised scale no. 19 on completion of 20 years of
service.
(f) A direct entrant to a post with scale no. 17 (other than one
belonging to any constituted Service) may be allowed to move first
to pre-revised scale no. 18 after 8 years of service and thereafter he
may be allowed to move to pre-revised scale no. 19 after 20 years of
total service in pre-revised scale no. 17 and 18 with at least 3 years
in pre-revised scale no. 18.
(g) An employee first appointed in a post/ Service borne in pre-revised
scale no. 18 may be allowed to move to pre-revised scale no. 19
after completion of 12 years of service unless his turn for such
appointment comes earlier for any reason.
(h) 20% of the Executive Engineers belonging to W.B. Senior Service of
Engineers under each of the Engineering Departments may be
allowed to move to scale no. 19 after total service of 24 years with
minimum 8 years in scale 18.
(i) All the above appointments in pre-revised scale no. 19 falling
under any of the subparagraphs from (c) to (h) above will be
subject to fulfillment of all norms prescribed by us in Chapter – 3,
Part – II of Volume – I of this Report.
(j) Officers belonging to W.B. Secretariat Service may be allowed 4
additional posts in pre-revised scale no. 19 over and above 16 such
posts now available to this Service. In the matter of appointment
to scale no. 19 posts, the same norms as referred to at
subparagraph (i) above will be applicable.
706
The officers of this Service also additionally enjoy 6:3:1 benefit of
pre-revised scale nos. 16, 17 and 18 under the Promotion Policy
Statement, 1981. It has already been mentioned that they have
represented to this Commission for improving the said ratio of
6:3:1 to 4:4:2. After due consideration, the Commission,
recommends that the said ratio of 6:3:1 be improved to 4:2:2.
Precisely stated, as of now 30% and 10% of their cadre strength
have been enjoying the higher scales 17 and 18 respectively under
this dispensation which we now recommend for revising to 25%
and 25% respectively.
64.13 It may be recalled that the issue of allowing some posts in
pre-revised scale no. 21 to the various State Services, has already been
discussed in details in paragraph no. 45.33 of Chapter – 45 of this
Volume. The said paragraph is reproduced below:
“That leaves us with posts in scale no. 21 that are usually
associated in this State with posts of Secretaries/ Special Secretaries
and ex-officio Secretaries. Holders of these posts are some of the
principal players in the arena of policy making. These posts should
usually go to such officers who have been trained to take and who have
been taking holistic views of different subject matters of State policies.
Members of multifunctional Services do have an edge over members of
unifunctional Services in this respect. It cannot be denied that the co-
ordinating, and the integrating role which the WBCS (Exe) as the only
true multifunctional State Service performs in the total administrative
framework of the State, coupled with the experiences which most of the
members of this Service gather while working at different levels of diverse
areas of activities of the Government give them an edge over the
members of other Group A Services for the limited purpose of holding
posts in pre-revision scale no. 21. A clear exception, however, is the case
707
of those technical areas in which even a holistic view needs some amount
of technical knowledge/ skill/ upbringing. It has also to be borne in
mind that all members of the WBCS (Exe), merely by virtue of being a
member of the latter should not be deemed to qualify automatically for
holding posts in pre-revision scale no. 21. There has to be a good deal of
picking and choosing and only those who would be found to have
rendered meritorious service at various levels, particularly at different
cutting edge posts involving crisis management and critical decision
making should be considered, in due course, to be fit for holding posts in
scale no. 21.”
64.14 In view of the above observation already made by us we do
not recommend posts in scale no. 21 for any of the other State Services.
64.15 We, however, recommend that the heads of the three biggest
Engineering Directorates, viz., Public Works Directorate, Public Works
(Roads) Directorate and Irrigation & Waterways Directorate may be
allowed pre-revised scale no. 21 and they may be designated either as
Engineer-in-Chief or Special Secretary of the concerned administrative
department as the Government may decide. The eligibility for such
appointment as E-in-C or Special Secretary will be 25 years of total
service including at least 3 years as Superintending Engineer and above.
64.16 As regards, the officers belonging to WBCS(Exe), we have no
special recommendation to make over and above the usual dispensation
we have recommended for the other State Services, viz., automatic
movement to pre-revised scale no. 19 after 28 years of service if such
appointment does not come earlier under the existing allotted number of
scale no. 19 posts.
64.17 We have not recommended any further posts in pre-revised
scale no. 21 for WBCS(Exe) due to the reason explained in the last
708
sentence of paragraph 45.37 of this volume, which we reproduce here as
below:
“In order to save the service from a still more chaotic
condition, the State Government must stop the unbridled expansion of
the cadre, hold a cadre review and immediately start offloading
unnecessary posts from the cadre schedule so as to reduce the strength
of the cadre to approximately half of its present strength by the next 5
years.”
64.18 The Service now has 18 posts borne in pre-revised scale no.
21. If the cadre strength of the Service can be reduced to about a
thousand from the existing strength of 2000 plus, the present number
18 of scale no. 21 posts would not appear as insignificant.
64.19 As regards modification to the existing benefits of career
advancement in respect of non-Government employees included within
our terms, the same will be included in the last volume of our Report.
709
CHAPTER – 65
SOME SPECIAL ISSUES
65.0 After going through the contents of the representations and
submissions made by a considerably large number of groups of
Government employees as also some of the Directorates and
Departments and also after examining the data/information supplied by
the latter, we think certain general observations as also
recommendations from our end will be in order. They are made in the
paragraphs that follow.
65.1 Our first point concerns the difficulties we experienced in
collecting various data and information from the Departments. Perhaps
this is an experience universal to all Pay Commissions. But what has
struck us as disturbing is that some – fortunately very few – of the
Departments have submitted the required data long after the due date
and only after repeated reminders including telephonic ones. We have a
distinct impression that this is due to the fact that the system of
maintenance of the basic facts and figures in such Departments is
inadequate. Not only that, some of them – again, very few – have
submitted some information which do not tally with those submitted
elsewhere. As a result, references to such departments had to be made
repeatedly, halting thereby the progress of our work.
65.2 One of the ways to obviate the problem is to make it
mandatory for the Departments to print and publish an administrative
report annually which may contain, apart from information about the
plans and programmes and the progress achieved in the implementation
of the latter, some basic information on the functions and the
organizational structure of the Department, its Directorate(s) and other
offices/organizations. The annual administrative report may also
710
contain information about the posts in the Department / Directorate etc.
(i.e., the name of a post, the number of the post having that name, the
pay scale or the pay band and the grade pay attached to the post, the
method of recruitment, the essential qualification(s) of the holder(s) of
the post if the same is filled up by direct recruitment, if on the other
hand, the post is to be filled up by promotion, what is/are the lower
feeder post(s), if there is any promotion post for the holders of the post in
question, what is that promotion post etc. Alternatively, the information/
data about the posts may not be put in the administrative report itself,
but may be furnished in a companion volume which, however, should be
brought out simultaneously. If there is a compulsion for taking up such
an exercise annually, the basic data / information to be used by a Pay
Commission or any other body later can be furnished by the
Departments promptly and without any problem.
65.3 Our next point is about cadre review. At present there is
practically no system of cadre review. As a result there is no long term
view of any cadre, and its management is characterized by a good deal of
ad-hocism. Even in those rare cases where a Department has clearly
expressed its desire to reorganize its Directorate(s), the reorganization
proposal is usually incomplete and is not backed by any reasonably long
term view of the relevant cadre(s). It has appeared to us again and again
that the cadre controlling authorities have not been controlling the
concerned cadres in the way they should. We recommend that the State
Government, acting through a committee of Secretaries which may be
headed by the Chief Secretary, lays down the basic principles as also the
parameters pertaining to cadre review and the cadre controlling
authorities in each Department perform the exercise of cadre review in
accordance with those principles and parameters. We also recommend
that cadre controlling authorities continue to review the cadres at regular
intervals, say, once in 5 years.
711
65.4 Our next recommendation concerns recruitment rules. We
have found that a number of Departments do not at all have any
recruitment rule for many of the posts, and yet recruitment to these
posts has not been stopped. It is difficult to imagine what norms the
appointing authorities follow while filling up vacancies in such posts. It
is highly likely that they assume certain norms. It is equally likely that
the assumed norms will differ from case to case because no written
norms are available. One of the primary reasons for anomalies which
will be noticeable only later, is application of different norms while filling
up vacancies in the same post. We strongly recommend that each
Department mounts a thorough search to identify posts that have no
recruitment rules and urgently frames such rules where there is none.
65.5 Some of the recruitment rules are out of date. They need to
be either scrapped altogether and replaced by new ones, or updated
appropriately. We recommend that the Departments should identify
those rules that need to be changed and take actions as may be called
for.
65.6 Another point to which our attention has been drawn by
some of the associations of employees is the plea to do away with such
designations that are characterized by the expression “cum” (e.g. clerk-
cum-typist, clerk-cum-cashier, mali-cum- bearer etc). The thesis is that
such dual designations imply that one employee is doing the work of two
employees. In many of the cases, particularly at the lower end jobs, the
amounts of the work to be done by the holder of a post having only one
of the designations will be too small to justify one whole-time post. In a
limited number of cases, on the other hand, the expression “cum” can be
abolished from the designation, but the same may not – in fact, should
not – result in creation of two posts in place of the original one. For
example, a post with a designation of Clerk-cum-Typist may be
redesignated as Clerk, but the work responsibilities of the latter may be
712
so redefined as to include typing (or ability to use computers). About a
decade ago, typing was a distinctly separate area of work requiring the
skill of using a mechanical typewriter. Now someone working as a Clerk
is usually required to know how to use a computer and more often than
not separately typing out a text is not required. In such cases, therefore,
use of the expression “cum” can be avoided.
65.7 But in the other class of cases, it will not be possible to drop
the expression “cum” for the reason already stated. We recommend that
in such cases, the pay scale of the “cum” designated post may generally
be the higher of the pay scales of the two posts forming the “cum”
designated post.
65.8 It has also been noticed that the duties and work
responsibilities of the holders of certain posts constitute a grey area.
Sometimes, the Departments themselves appear to have no clear idea
about the duties and work responsibilities of some posts. In the absence
of the same, it becomes difficult to compare one post with another,
irrespective of the similarities / dissimilarities of the designations. This
happens mostly in lower end posts belonging to C and D groups. A good
deal of misgivings and controversies can be avoided if the Departments,
pass Departmental orders laying down the duties and work
responsibilities of different posts of C and D groups under its
administrative control, particularly when recruitment rules are framed
and/or altered.
65.9 A matter that has been kept out of the purview of the State
Pay Commission is the set of UGC / AICTE pay scales enjoyed by the
University and the College teachers apparently because (a) these pay
scales are significantly different from – actually higher and have higher
fixational benefits than – the set offered by the State Government to its
other employees, and (b) the salaries of the beneficiaries of the UGC /
713
AICTE scales are funded by the UGC / AICTE. Thus, the totality of
Government employees including those who fall within the rule making
control of the State Government and whose pay etc. are funded by the
latter, may be divided into two broad groups, viz., the beneficiaries of the
UGC / AICTE scales and the rest. The very pay structure of the former is
now decidedly superior to that of the latter. So much so, that the pay
structure applicable to some of the top level functionaries of the State
Government (viz., the Engineer Secretaries of the Engineering
Departments, the Director of Health Service, the Director of Medical
Education, the Principals of Medical Colleges, the Director of Agriculture,
the Special Secretaries of the State Government etc.) is lower than that
being enjoyed by even an Assistant Professor, of any undergraduate
college if the latter has been acting as an Assistant Professor for more
than 3 years. The relativities in this behalf have been thoroughly
disturbed after the Central Government has put into effect the concerned
recommendations of the 6th Central Pay Commission and the application
of the recommendations of the latter to one group of State Government
employees and others who fall within the rule making control of the State
Government coupled with simultaneous application of the
recommendations of a State Pay Commission to all the rest has led to a
sharply incongruous situation. Obviously there would have been no
such problem had both groups of employees been under the
dispensations of any one of the Pay Commissions.
65.10 Another aspect of the matter concerns the funding of the
UGC/AICTE pay scales. It is often assumed that since these Central
funding authorities fund the pay scales suggested by them, the
exchequer of the State Government is not at all burdened while
implementing the UGC/AICTE pay scales. But the UGC / AICTE fund
only 80% of the basic pay in their recommended scales of pay, and that
too only for the first 4 years. The State Government has to pay 20% of
the basic pay as also all other allowances applicable to the concerned
714
employees, and after the aforesaid period of first 4 years is over, the
State has to fund 100% of the cost of the UGC/AICTE scales. In other
words the latter then become State Government scales.
65.11 Not only that, a close examination of the matter will show
that thus lateral entry burden is usually higher than what it would have
been, had the concerned employees not been allowed to enjoy the
UGC/AICTE scales for the first 4 years after each round of revision of
pay scales. One has to a regard to other relevant facts, viz., the total
number of beneficiaries of the UGC/AICTE pay scales compared to those
who are in the pay roll of the State Government, the extra expenditure to
be borne by the latter in paying the arrears to holders of the UGC/AICTE
scales etc. If a thorough analysis of the receipt of funds from the
UGC/AICTE source vis-a-vis the totals expenditure that the State
Government is required to incur in implementation of those Central
scales is done, it will probably be found that the financial assistance
received is barely sufficient to meet the excess expenditure, being the
difference between the amount payable under UGC/AICTE scales and
that payable in terms of the State Government rules.
65.12 It is our considered opinion that the matter should be given
serious thought by the State Government.
715
CHAPTER - 66
CONCLUDING REMARKS
66.0 On completion of the instant volume of our report, we do
heave a sigh of relief. Frankly, speaking, none of us had any idea of how
tough this task could be. For one thing, the Departments have
proliferated. There are now 57 Departments, while there were only 50
when our predecessor Pay Commission submitted its reports. Besides,
there are two organizations, viz., the West Bengal Public Service
Commission and the West Bengal Legislative Assembly Secretariat that
have been treated as Departments. Not that all the Departments are,
from our limited point of view, “heavy”. But those that are, have more
than compensated the “lightness” of others due to the complexity and
extensiveness of the issues addressed. Having however done whatever
we could – just about managing to do so within the time limit we set for
ourselves – we write these concluding remarks before we start working
for the next and the last volume of our report. Going through hundreds
of pages containing written representations, framing issues, finding facts
– often double checking them - and finally arriving at conclusions after
considering all pros and cons have been quite a painstaking – and often
a slow – process. But it has also been a great learning process for all of
us. We are glad that we got the opportunity to learn.
66.1 It is customary to conclude such volumes after recording
thanks to all concerned. We follow the custom. But we do that not
because of the custom alone, but out of our genuine gratefulness to
those without whose assistance we could not have completed the task.
66.2 We place on record our sincerest thanks to the State
Government, particularly in the Finance Department for the continuous
and unstinted support we received from the latter. Any help that we
716
asked for, was given almost instantly and in full. We could not have
asked for anything more.
66.3 We thank the Departmental Secretaries, the Heads of the
Directorates and other Senior Government Officers whom we kept on
pestering, almost till the end, asking for various information including
copies of documents like recruitment rules. They, we gratefully note,
kept on feeding us with all kinds of data / information / copies of
documents etc. from time to time. We also requested a few of them to
meet us and discuss some of the intricate issues. Inspite of being always
pressed for time, they have been kind enough to oblige us. We
thankfully acknowledge their assistance.
66.4 We also thank the unions, the associations and similar other
organizations of Government employees for helping us in framing of
issues as also in arriving at conclusions through their written
memoranda and oral advocacy. They enriched our knowledge immensely
by providing various important information and data pertaining to the
subject matters that needed our consideration.
66.5 Finally, no words of thanks will be too much for the officers
and the members of the staff of this Commission. They are not many in
number. But the huge work load they have taken upon themselves
willingly and ungrudgingly has shown unerringly how very extra-
ordinarily capable persons they are and how lucky we are to have them
in this Commission.
66.6 One last word before we end this volume. We admit, with all
humility, that we are not infallible. The conclusions we have reached
and the recommendations we have made may not be the final words on
many of the issues addressed. However, we have tried to explain why we
have recommended what we have recommended and hope that such
717
“speaking” recommendations will help the concerned authorities in the
State Government to take appropriate decisions.
(Satyendra Nath Ghosh)Chairman
(Shyamal Kumar Dutta) (Sarafat Ali Ahmed) Member Member
(Amitava Chatterjee) (Rabindralal Bhattacharyya) Member Member
(Pradosh Kumar Dasgupta) Member Secretary
718