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

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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.

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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

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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

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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.

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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.

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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,

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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;

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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.

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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.

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(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.

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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.

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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.

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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.

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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.

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(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

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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

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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.

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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.

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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.

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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

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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.

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(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.

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(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.

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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.

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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.

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(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

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(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.

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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

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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

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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.

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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:

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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].

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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.

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(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

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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

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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.

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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.

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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

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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.

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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

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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

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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

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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.

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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.

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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

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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

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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.

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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.

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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.

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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

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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

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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

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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.

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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.

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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.

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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.

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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

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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-

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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

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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,

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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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

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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

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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.

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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

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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

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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 :-

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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

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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.

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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.

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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.

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(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

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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

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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

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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,

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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

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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.

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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.

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(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.

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(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

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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:

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(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.

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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.

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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

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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

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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

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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

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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.

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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

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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.

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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

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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.

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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.

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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

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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.

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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.

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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.

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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.

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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.

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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

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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

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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.

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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

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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

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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.

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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

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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).

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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.

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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

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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

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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.

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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.,

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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.

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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

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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-

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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

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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.

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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.

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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

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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

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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

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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

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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.

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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

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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.

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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

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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

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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.

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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.

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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

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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

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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.

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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.

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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).

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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.

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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

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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.

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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,

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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.

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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

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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

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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-

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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.

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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

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the existing scale of pay as recommended by us in Volume-I, Part-I,

Chapter-8 of our Report and accepted by the Government.

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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

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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.

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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.

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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.

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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.

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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

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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:-

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(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

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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.

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(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

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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.

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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.

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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).

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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

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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:

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(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.

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(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

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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.

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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.

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(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.

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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.

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(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

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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.

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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.

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(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

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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

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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,

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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

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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

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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

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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.

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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.

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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.

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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.

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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

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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

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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.

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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.

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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.

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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

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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,

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♦ 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

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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

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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

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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.

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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.

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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.

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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

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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

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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.

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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

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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

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West Bengal, Finance Department

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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,

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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.

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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

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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

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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

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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.

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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

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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-

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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.

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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

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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.

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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,

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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

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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

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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.

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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

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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,

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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

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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.

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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

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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

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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

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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.

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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

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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).

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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

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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

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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.

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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

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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.

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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

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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

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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.

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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

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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.

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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

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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

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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

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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

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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

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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

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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.

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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-

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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.

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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

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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

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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.

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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.

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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.

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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

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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

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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.

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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.

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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

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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.

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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

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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-

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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)

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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

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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

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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.

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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

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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.

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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

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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

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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

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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

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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.

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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.

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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

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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

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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

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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

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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

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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.

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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

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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.)

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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.

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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.

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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.

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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

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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.

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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

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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

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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

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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

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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.

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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.

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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.

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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.

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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.

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(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

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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.

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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

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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.

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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.

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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

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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

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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

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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.

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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

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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.”

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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

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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

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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,

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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

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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.

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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.

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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

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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.

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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

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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

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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

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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.

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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

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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

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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 :-

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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.

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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.

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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

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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.

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(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.

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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

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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

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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.

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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%

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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

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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

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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,

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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.

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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

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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:-

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“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.

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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

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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.

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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

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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.

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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.

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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.

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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.

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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

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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.

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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

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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

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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.

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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

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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

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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

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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.

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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

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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.

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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.

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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

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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.

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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 :-

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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.

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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

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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

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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.

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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.

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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

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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.

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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.

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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.

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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.

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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

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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

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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.

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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

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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

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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

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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

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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

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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.

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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

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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.

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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

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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

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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

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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

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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

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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

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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

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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.

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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.

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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

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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

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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

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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

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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

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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.

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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

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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

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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

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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.

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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).

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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

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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.

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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.

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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.

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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”

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“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.

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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

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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.

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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

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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

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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.

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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.

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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

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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.

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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.

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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.

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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.

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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.

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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.

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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

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(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

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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.

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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

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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

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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.

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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.

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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

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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

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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

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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

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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

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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.

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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

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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

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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

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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.

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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.

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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.

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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

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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.

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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

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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

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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 :-

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(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

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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.

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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.

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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.

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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.

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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

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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.”

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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.

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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

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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.

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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.

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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 :-

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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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

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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.

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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.

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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.

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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

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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/-

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(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.

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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.

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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.

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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.

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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

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(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.

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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.

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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

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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:

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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

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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

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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.

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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.

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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

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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

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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

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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.

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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.

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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.

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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

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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.

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(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.

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(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.

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(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)

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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).

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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

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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

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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.

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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.

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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.

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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.

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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

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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

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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.

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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

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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

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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.

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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.

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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.

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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.

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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

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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

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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.

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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.

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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

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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

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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

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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

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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-

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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.

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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

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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.

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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.

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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.

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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.

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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.

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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

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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

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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

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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.

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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.

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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.

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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.

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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.

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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.

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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:

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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.

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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

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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

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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.

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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.

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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.

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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

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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

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“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

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