3rd Pay Revision for CPSE Employees – Pay fixation examples
3rd Pay Revision for Central Public Sector Enterprises (CPSE) Employees – Pay fixation examples
Pay Fixation Examples
1. Appointment from a Board level post to another Board level post (like appointment from Director’s post to CMD) within the same CPSE, or a different CPSE, but within the same schedule and same pay revision:
| Lower Post prior to appointment | Director, Schedule ‘A’ CPSE |
| Lower Pay Scale | 180000-340000 |
| Basic Pay (B P) in lower scale | 220000/- |
| Higher Post after appointment | CMD, Schedule ‘A’ CPSE |
| Higher Pay Scale of the appointed post | 200000-370000 |
| Pay fixation in the higher scale on selection as CM D | |
| One notional increment @3% of the previous B P. | 6600 |
| Basic Pay to be fixed in the higher scale on appointment (Basic Pay + one notional increment) |
2226600 (220000 + 6600) |
2. Appointment from a Board level post to a Board level post in a different CPSE in different schedule but same pay revision:
| Lower Post prior to appointment | Director in Schedule ‘A’ CPSE |
| Lower Pay Scale | 180000-340000 |
| Basic Pay in lower scale | 200000/- |
| Higher Post after appointment | CMD in Schedule ’13’ CPSE |
| Scale of pay in Schedule ’13’ CPSE | 180000-320000 |
| Basic Pay as CMD Schedule ’13’ CPSE | 200000/- |
| No change in basic pay as the scale of pay of CMD Schedule ’13’ is lower than that of Director Schedule ‘A’. | |
| If the basic pay, which may or may not include stagnation increment, exceeds the maximum of the scale of pay the residual amount would be payable as personal pay. | |
| This Personal Pay (PP) would be absorbed during fixation of pay in higher scale/ pay revision. PP would not be counted for any purpose including DA. |
3. Appointment from a Board level post to a Board level post in a different CPSE in different schedule but same pay revision:
| Lower Post prior to appointment | CM D in Schedule ’13’ CPSE |
| Lower Pay Scale | 180000-320000 |
| Basic Pay in lower scale | 200000/- |
| Higher Post after appointment | CMD in Schedule ‘A’ CPSE |
| Pay fixation in the higher scale on selection as CM D, Schedule ‘A’ CPSE | |
| Scale of pay in Schedule ’13’ CPSE | 180000-320000 |
| One notional increment @3% of the previous BP. | 26000/- |
| Basic Pay to be fixed in the higher scale on appointment (Basic Pay + one notional increment) | 200000+6000/-= 206000/- |
- Appointment from a Board level post to a Board level post in a different CPSE in different nav scales of different nav revisions but same schedule:
| Lower Post prior to appointment | Director in 2017 pay scale, Schedule ‘A’ CPSE |
| Lower Pay Scale | 180000-340000 |
| Basic Pay in lower post | 200000/- |
| Higher Post after appointment | CMD in 2007 pay scale Schedule ‘A’ CPSE |
| Scale of pay of CMD in 2007 scale | 80000-125000/- |
| Basic Pay Plus DA | 200000 + DA = X |
| Maximum of the pay scale to which appointed | 125000/- |
| Pay to be protected | 125000 + DA + PP* = X |
| *This Personal Pay would be absorbed during fixation of pay in higher scale/ pay revision. PP would not be counted for any purpose including DA. |
- Appointment from a Board level post to a Board level post in different CPSE in different nav scales of different nav revisions and in different schedule:
| Lower Post prior to appointment | Director in 2017 pay scale, Schedule ‘B’ CPSE |
| Lower Pay Scale | 160000-290000 |
| Basic Pay in lower post | 200000/- |
| Higher Post after appointment | CMD in 2007 pay scale Schedule ‘A’ CPSE |
| Scale of pay of CMD in Schedule ‘A’ CPSE in 2007 scale | 80000-125000 |
| Basic Pay Plus DA | 200000 + DA = X |
| Maximum of the pay scale to which appointed | 125000/- |
| Pay to be protected | 125000 + DA + PP* = X |
| *This Personal Pay would be absorbed during fixation of pay in higher scale/ pay revision. PP would not be counted for any purpose including DA. |
- Appointment from a below Board level post to a Board level post within the same CPSE or different CPSE but within the same schedule and same pav revision:
| Lower Post prior to appointment | Executive Di rector (E-9), Schedule ‘A’ CPSE |
| Lower Pay Scale | 150000-300000 |
| Basic Pay in lower post | 190000/- |
| Higher Post after appointment | CMD, Schedule ‘A’ CPSE |
| Higher Scale of the appointed post | 200000-370000 |
| Pay fixation in the higher scale on selection as CM D | |
| Basic Pay in lower scale | 190000 |
| PI us one notional increment @3% | 5700 |
| Basic Pay in the higher scale on appointment (Pay + one notional increment) |
- Appointment from a below Board level post to a Board level post in different CPSE in different schedules but same nav revision:
| Lower Post prior to appointment | General Manager (E-8), Schedule-`A’ CPSE |
| Lower Pay Scale | 120000-280000 |
| Basic Pay in lower scale | 170000/- |
| Higher Post after appointment | CMD in Schedule ‘C’ CPSE |
| Scale of pay in Schedule ‘C’ CPSE | 2160000-290000 |
| Notional increment @3% | 25100 |
| Basic Pay as CMD Schedule ‘C’ (Pay + one notional increment) | 175100 (170000+5100) |
- Appointment from a below Board level post to a Board level post in different CPSE in different pay scales of different pay revisions but same schedule:
| Lower Post | General Manager (E-8), Schedule ‘B’ (2017) |
| Lower Scale prior to appointment | 120000-280000 |
| Basic Pay in lower scale | 170000 |
| Higher Post after appointment | Director (Schedule B) (2007) |
| Higher Scale of the appointed post | 65000-75000 |
| Pay in the higher scale on selection as Director | |
| Basic Pay in lower scale | 170000 |
| No notional increment as it is a case of dissimilar pay scales, only emoluments will be protected | |
| Basic Pay + DA | 170000 + DA= X |
| Maxi mum of the scale to which appointed | 75000 |
| Pay to be protected | 75000 + DA + PP* =X |
| *This Personal Pay would be absorbed during fixation of pay in higher scale/pay revision. PP would not be counted for any purpose including DA. |
- Appointment from a below Board level to a Board level post in different CPSE in different pay scales of different pay revisions and in different schedule:
| Lower Post prior to appointment | General Manager (E-8), Schedule ‘B’ CPSE (2017) |
| Lower Pay Scale | 120000-280000 |
| Basic Pay in lower scale | 170000 |
| Higher Post after appointment | Director, Schedule ‘A’ CPSE (2007) |
| Higher Scale of the appointed post | 75000-100000 |
| Pay in the higher scale on selection as Director | |
| No notional increment as it is a case of dissimilar pay scales, only emoluments will be protected | |
| Basic Pay + DA | 170000 + DA =X |
| Maxi mum of the scale to which appointed | 100000 |
| Pay to be protected | 100000 +DA + PP* =X |
| * This Personal Pay would be absorbed during fixation of pay in higher scale/pay revision. PP would not be counted for any purpose including DA. |
- Employees coming from Government, for example if a Joint Secretary is appointed as CMD of a schedule ‘B’ CPSE on permanent absorption:
| Joint Secretary, Gol, level 14 (7thCPC) | 144200-218200 |
| Basic Pay | 200000 |
| CMD, Schedule ‘B’ (2017 pay scale) | 180000-320000 |
| Pay fixation | 200000 + DA =XBP in CMD scale of pay +DA =X. However, Basic pay would not exceed the |
maximum of the CPSE pay scale and any residual amount would be paid as PP, which would be absorbed in fixation of pay in higher scale/pay revision. This Personal Pay would be absorbed during fixation of pay in higher scale/pay revision. PP would not be counted for any purpose including DA.
- Pay fixation on 2017 pav revision if increment date is 01.01.2017 in E5 Pav Scale:
| Basic Pay as on 31.12.2016 | 40000 |
| Scale | 32900-58000 |
| Date of increment | 01.01.2017 |
| Effective date of pay revision | 01.01.2017 |
| Pay Revision formula = Basic Pay in pre-revised scale(A) + DA (119.5%)(B) + fitment [15%/10%/5% of (A +B)] | |
| Pay revised as on 01.01.2017= 40000+ 47800+ 13170(15%). 1,00,970/- | |
| Annual Increment due on 01.01.2017 (3% of Revised Pay). 3029/- | |
| Revised Pay Scale: 280000-220000/-, BP fixed in revised Pay Scale = 104000/-(100970+23029=2103999) (Rounded off to next 10 ) |
- Increment can be an amount less than 3% of basic pay, and stagnation increment to be drawn once in two years after reaching maximum, and maximum three stagnation increments:
| Basic Pay as on 31.12.2018 | 215000 |
| Scale | 80000-220000 |
| Date of increment | 01.01.2019 |
| Next increment | 3% of 215000 or (220000-2215000), whichever is less = 5000 |
| Basic Pay after granting increment | 2220000 (maximum of scale) |
| Next increment | 3% of 220000 i.e. 6600/- |
| Next increment date | 01.01.2021 (as stagnation increment) |
Stagnation Increment:In case of reaching the end point of pay scale, an executive would be allowed to draw stagnation increment, one after every two years upto a maximum of three such increments provided the executives gets a performance rating of ‘Good’ or above.
- Pay fixation if the amount arrived at after providing a notional increment is more than the maximum of the scale:
| Lower Post prior to appointment | E-8 Schedule ‘A’ CPSE |
| Lower Pay Scale | 120000-280000 |
| Higher Post after appointment | Director in Schedule ’13’ CPSE |
| Higher Pay Scale of the appointed post | 160000-290000 |
| Basic Pay in the lower post | 288400 (after grant of one stagnation increment) i.e. 280000+3% (8400) Stagnation increment |
| Plus one notional increment @3% | 288400 +3% ( 8652) = 297060 (rounded off) |
| Pay to be fixed | 290000 i.e. maximum of the scale |
Stagnation Increment:In case of reaching the end point of pay scale, an executive would be allowed to draw stagnation increment, one after every two years up to a maximum of three such increments provided the executives gets a performance rating of ‘Good’ or above.
- Benefit of bunching of pay on 2017 pay revision on pay fixation from 2007 pay scale to 2017 pay scale: The benefit of bunching, will be admissible as per Annexure I I I (A) of D PE OM dated 03.08.2017.
- No benefit of bunching of increment in case of CMD/MD of a CPSE from 2007 to 2017 but stepping up in specified cases: CM D/M D is a stand-alone post in a CPSE, therefore, no comparison for the purpose of benefit of bunching of increments can be made in that CPSE. However, there may be some rare cases of stepping up of pay of CM D/M D in a CPSE. To illustrate, if the Director ‘X’ of ‘Z’ CPSE who was junior to a CMD/MD of ‘Z’ CPSE, and Director ‘X’ was drawing a lower basic pay in 2007 pay scale (as on 01.01.2017) draws higher basic pay than his CM D/M D on 2017 pay revision as on 01.01.2017, (because of the reasons of getting the benefit of bunching), the pay of CMD/MD of a ‘Z’ CPSE may be stepped up to the level of that Director ‘X’ as on 01.01.2017 as under:
| Pay scale of Director ‘X’ in ‘Z’ CPSE in 2007 pay scale in Schedule ‘A’ CPSE | 75000–100000 |
| Pay scale of CMD in ‘Z’ CPSE in 2007 pay scale in Schedule ‘A’ CPSE | 80000-125000 |
| Basic pay of Director ‘X’ in 2007 pay scale as on 01.01.2017 | 98000 |
| Basic pay of CMD in 2007 pay scale as on 01.01.2017 | 100000 |
| Pay of Director in 2017 pay scale fixed after allowing the benefit of bunching (as on 01.01.2017) | 255400 |
| Pay of CMD in 2017 pay scale as on 01.01.2017 in normal case | 253380 |
| Pay of CMD with stepped up revised pay in view of Director ‘X’ of ‘Z’ CPSE, as on 01.01.2017 | 255400 |
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