Chapter 3.4 of the CPC report deals with Engineering Services which are spread over several Ministries and hence the service conditions vary from one end of the spectrum to other. While considering the case of Engineering Services the Commission has noted that the demand pertaining to better accessibility to higher posts is substantially settled if the recommendations made in other chapters for opening of higher posts to officers from all services is accepted. Therefore any new recommendations have not been made in that regard.
Report has also not agreed to the demand for payment non practicing allowance (NPA) to engineers on pattern of medical services as well as the demand for field duty allowance on the ground that such demands have not been accepted for other services also. However a concession has been made in the rates of Designing and Planning Allowances payable to Engineers in Designing and Planning Wing. It has recommended for 100% increase in these allowances.
Some crucial recommendations pertain to Subordinate Engineering Services. For the posts open to diploma holders in direct recruitment, for members of subordinate engineering services (who were granted minimum pay scale of Rs.5000-8000 by the Vth CPC ) the VIth CPC has recommended PB-2 of Rs.8700-34800 with grade pay of Rs.4200/-. The grade pay admissible to posts where the direct recruitment prescribes qualification of degree in open recruitment the recommended grade pay is Rs.4600/- . It is expected that this arrangement would settle certain cases where benefits of recommendations of Vth CPC were somehow not given. The above two cadres would provide feeder cadres for the PB-3 which corresponds to the entry grade posts corresponding to Group A services.
The Commission has not agreed to the demand for change in hierarchal structure of the Engineering cadres (on CPWD pattern) on the ground that the scheme for ACP recommended in report will ensure mobility to higher pay bands on a continuous basis. The recommendations also include suggestion for abolishing the system of separate quotas in promotion posts for degree and diploma holders in future, since this has been found to be creating imbalances in certain cases.
Scientific Services have been considered in course of discussions for respective Ministries. In Chapter 3.5 detailed discussions have been confined to Flexible Complementing Scheme (FCS) for Scientific Services . This scheme initially confined to certain Ministries and autonomous bodies carrying out research and developmental activities for persons with meritorious abilities provided for assured time bound upward mobility to distinguished scientists . Vth CPC had modified the Scheme and restricted it to Gr.A Scientific services in R&D organizations and excluded personnel posted in Secretariats of the Ministries. It had also laid down a comprehensive and fair mechanism for evaluation of personnel before promotion besides recommending certain residency period prior to promotion. These recommendations were accepted by the Govt. with several modifications and not extended to certain key scientific Departments.
The VIth CPC has recommended for continuation of existing scheme for FCS with the exception of Deptt. Of Atomic Energy, Space and DRDO where merit based promotion schemes in vogue may continue. It seeks to streamline the system of identifying genuine scientific organizations engaged in R&D activities and evolving of new technologies for coverage under the scheme. The upper limit for promotion is recommended to grade pay of Rs.9000/-. However in case of Deptt. Of Atomic Energy, Space and DRDO it is fixed up to grade pay of Rs.11000/-. The performance assessments boards should be objective and independent comprising of majority of outsiders.
For scientists of proven merit the Commission wants the Departments to have sufficient autonomy in pay fixation and merit being given due weightage. It has suggested that contractual appointments for 3-5 years with option of joining regular Govt. Service may be offered at the time of renewal of contract. The Scheme of Performance based incentives should also be applicable in above mentioned cases.