5.2.1 The Defence Services in their
Joint Services Memorandum have contended that the emoluments in the Defence
Services should stand a fair comparison with what is available in the Civil
Services, otherwise the Defence Services will be denied their legitimate share
of the available talent pool.
5.2.2 The Commission has devised pay matrices for civil and defence forces personnel, after wide ranging feedback from multiple stakeholders. The common aspects of the two matrices and the unique elements in the defence pay matrix are outlined in the succeeding paragraphs.
5.2.2 The Commission has devised pay matrices for civil and defence forces personnel, after wide ranging feedback from multiple stakeholders. The common aspects of the two matrices and the unique elements in the defence pay matrix are outlined in the succeeding paragraphs.
General Approach to the Pay Matrices: Civil and Defence
5.2.3 Pay levels have been set out in a
pay matrix, separately for civilian and defence forces personnel. The
Commission has evolved a fresh approach by merging the grade pay and pay bands
into distinct pay levels. The approach regarding the pay levels and pay matrix
has been explained in Chapter 5.1. Some of the major points in the pay matrix
which have a common bearing on civilian and defence forces personnel, are
highlighted below.
5.2.4 Pay Bands and Grade Pay: Pay Bands and Grade Pays have been dispensed with and the new functional
levels have been arrived at by merging the Grade Pay in the Pay Band. All the
existing levels have been subsumed in the new structure.
5.2.5 Entry Pay: The entry pay for various ranks of defence forces personnel, other than
MNS Offices, has been arrived at on the same premise, as has been done in the
case of civilian. As an illustration, entry pay for a Captain has been arrived
at as follows:
Entry pay in existing pay band +
(Residency Period for promotion to Captain from Lieutenant x annual increment)
+ grade pay of the rank of Captain
= Rs.15,600 + (2 x Rs.630) + Rs.6,100 =
Rs.22,960.
5.2.6 An exception to this approach has
been made in the case of Brigadiers/equivalents where pay for the rank has been
arrived at as per the fitment table notified by the Ministry of Defence through
its Special Army Instructions of October 2008.
5.2.7 Fitment: The starting point of a Sepoy (and equivalent), the entry level
personnel in the defence forces, has been fixed in the Defence Pay Matrix at
Rs.21,700. The starting point in the existing pay structure is Rs.8,460 for a
Sepoy/equivalent. The fitment in the new matrix is essentially a multiple
factor of 2.57. This multiple is the ratio of the new minimum pay arrived at by
the Commission (Rs.18,000) and the existing minimum pay (Rs.7,000). The fitment
factor is being applied uniformly to all employees. It includes a factor of
2.25 to account for DA neutralisation, assuming that the rate of Dearness
Allowance would be 125 percent at the time of implementation of the new pay as
on 01.01.2016. The actual raise/fitment being recommended by the Commission is
14.29 percent. An identical fitment of 2.57 has also been applied to the
existing rates of Military Service Pay (MSP), applicable to defence forces
personnel only.
5.2.8 Rationalisation: An ‘index of rationalisation’ has been applied while making enhancement
of levels from Pay Band 1 to 2, 2 to 3 and 3 onwards on the premise that role,
responsibility and accountability increases at each step in the hierarchy. At
the existing PB-1, this index is 2.57, increasing to 2.62 for personnel in PB-2
and further to 2.67 from PB-3. Recognising the significantly higher degree of
responsibility and accountability at levels corresponding to Senior
Administrative Grade, the entry pay is recommended for enhancement by a
multiple of 2.72. The same multiple is also being applied at the HAG and HAG+
levels. At the apex level the index applied is 2.81 and for the Service
Chiefs/Cabinet Secretary the index has been fixed at 2.78.
5.2.9 As noted in Chapter 5.1, dealing
with the Civilian pay matrix, marked increase was accorded to directors in the
GP 8700 at the stage of implementation of the VI CPC Report. Accordingly in the
matrix the rationalisation index applied at this level has been fixed at 2.57,
lower than the index of 2.67 applied to existing PB-3 officers. A similar
formulation has necessarily to be applied to the defence pay matrix since the
Lieutenant Colonels also received a marked increase in their pay level, post
VICPC recommendations. Since the defence services have an additional level in
the existing PB-4 and there is a common pay level for SAG level officers in
Defence and Civil, the Commission has applied the rationalisation index of 2.57
also to the officers in the rank of Colonel and Brigadier and their equivalent.
5.2.10 MACP: The Commission is not recommending an increase in the number of MACPs.
For defence forces personnel this will continue to be administered at 8, 16 and
24 years as before. In the new pay matrix defence forces personnel will move to
the immediate next pay level in the hierarchy. Fixation of pay will follow the
same principle as that for a regular promotion in the pay matrix.
5.2.11 Equivalence in Pay Levels for Certain Levels : The starting pay
level for officers at Group `A’ entry level is identical at Rs.56,100 in the
case of both civilian and defence service officers. Similarly the pay of the
Major General and Joint Secretary and equivalent officers and those above
[viz., Lieutenant General (in HAG, HAG+, Apex) and Chief of each defence
service] has been kept identical with their civilian counterparts. Identical
pay levels has been devised for JCO/ORs and their civilian counterparts
corresponding to the existing pay bands and grade pay.
Defence Pay Matrix: Some Distinct Aspects
5.2.12 For defence forces personnel,
there are two separate matrices, one for the Service Officers and JCO/ORsand
anotherfortheMilitaryNursingOfficers. Theexistingranks among Officers and
JCO/ORs in the Defence Forces personnel has been kept in view while devising
the matrix. There are a number of common strands in the Civil and Defence Pay
Matrices, indeed the principles and philosophy on which they are based are
identical. In the case of the pay matrix for Military Nursing Officers (MNS),
the Commission has adopted an approach that blends elements of the principles
and philosophy adopted in devising the pay matrices with the existinguniqueness
in the paystructureof MNS officers. Some of theunique elements that merit
mention in the defence Pay Matrix have been outlined below:
5.2.13 Commencement of Matrix: The commencement of the Defence Pay Matrix for combatants corresponds to
the existing GP 2000, which is the induction level for Sepoys and equivalent.
5.2.14 More Compact: The Pay Matrix designed for the defence forces personnel is more compact
than the civil pay matrix keeping in view the number of levels, age and
retirement profile of the service personnel. For example, the term of
engagement of various ranks of JCOs/ORs are fixed and of shorter duration.
Service Officers on the other hand are given time scale promotion upto the rank
of Colonel and Equivalent and will therefore move, from one pay level to
another, in accordance with the stipulated time frame.
5.2.15 Pay Levels Unique to Defence Forces Personnel: Pay levels corresponding to the existing GP 3400, GP 5700, GP 6100, GP
6600, GP 7600, GP 8000, GP 8400, GP 8700, GP 8900 and GP 9000 are unique to
defence forces personnel. The minimum pay corresponding to each of these pay
levels takes into account the normative residency period of the various ranks
of officers.
5.2.16 The Commission emphasises that
the pay structure designed by it for the defence forces personnel has been done
keeping in view (a) some of the aspects in their rank structure unique to them
and (b) pay structure is not intended to determine the status of the personnel
vis-à-vis their counterparts on the civil side.
Pay Matrix (Defence Forces Personnel - Except MNS)
Pay Band
|
5 200-20200
|
||
Grade Pay
|
2000
|
2400
|
2800
|
E ntry Pay (EP)
|
8 460
|
9 910
|
1 1360
|
Le vel
|
3
|
4
|
5
|
Index
|
2 . 5 7
|
2 . 5 7
|
2 . 5 7
|
1
|
21700
|
25500
|
29200
|
2
|
22400
|
26300
|
30100
|
3
|
23100
|
27100
|
31000
|
4
|
23800
|
27900
|
31900
|
5
|
24500
|
28700
|
32900
|
6
|
25200
|
29600
|
33900
|
7
|
26000
|
30500
|
34900
|
8
|
26800
|
31400
|
35900
|
9
|
27600
|
32300
|
37000
|
10
|
28400
|
33300
|
38100
|
11
|
29300
|
34300
|
39200
|
12
|
30200
|
35300
|
40400
|
13
|
31100
|
36400
|
41600
|
14
|
32000
|
37500
|
42800
|
15
|
33000
|
38600
|
44100
|
16
|
34000
|
39800
|
45400
|
17
|
35000
|
41000
|
46800
|
18
|
36100
|
42200
|
48200
|
19
|
37200
|
43500
|
49600
|
20
|
38300
|
44800
|
51100
|
21
|
39400
|
46100
|
52600
|
22
|
40600
|
47500
|
54200
|
23
|
41800
|
48900
|
55800
|
24
|
43100
|
50400
|
57500
|
Pay Band
|
9 300-34800
|
||||
Grade Pay
|
3 400
|
4 200
|
4 600
|
4 800
|
5 400
|
E ntry Pay (EP)
|
1 2700
|
1 3500
|
1 7140
|
1 8150
|
2 0280
|
Le vel
|
5A
|
6
|
7
|
8
|
9
|
Index
|
2 . 6 2
|
2 . 6 2
|
2 . 6 2
|
2 . 6 2
|
2 . 6 2
|
1
|
33300
|
35400
|
44900
|
47600
|
53100
|
2
|
34300
|
36500
|
46200
|
49000
|
54700
|
3
|
35300
|
37600
|
47600
|
50500
|
56300
|
4
|
36400
|
38700
|
49000
|
52000
|
58000
|
5
|
37500
|
39900
|
50500
|
53600
|
59700
|
6
|
38600
|
41100
|
52000
|
55200
|
61500
|
7
|
39800
|
42300
|
53600
|
56900
|
63300
|
8
|
41000
|
43600
|
55200
|
58600
|
65200
|
9
|
42200
|
44900
|
56900
|
60400
|
67200
|
10
|
43500
|
46200
|
58600
|
62200
|
69200
|
11
|
44800
|
47600
|
60400
|
64100
|
71300
|
12
|
46100
|
49000
|
62200
|
66000
|
73400
|
13
|
47500
|
50500
|
64100
|
68000
|
75600
|
14
|
48900
|
52000
|
66000
|
70000
|
77900
|
15
|
50400
|
53600
|
68000
|
72100
|
80200
|
16
|
51900
|
55200
|
70000
|
74300
|
82600
|
17
|
53500
|
56900
|
72100
|
76500
|
85100
|
18
|
55100
|
58600
|
74300
|
78800
|
87700
|
19
|
56800
|
60400
|
76500
|
81200
|
90300
|
20
|
58500
|
62200
|
78800
|
83600
|
93000
|
21
|
60300
|
64100
|
81200
|
86100
|
95800
|
22
|
62100
|
66000
|
83600
|
88700
|
98700
|
23
|
64000
|
68000
|
86100
|
91400
|
101700
|
24
|
65900
|
70000
|
88700
|
94100
|
104800
|
Pay Band
|
1 5600-39100
|
||
Grade Pay
|
5 400
|
6 100
|
6 600
|
E ntry Pay (EP)
|
2 1000
|
2 2960
|
2 5980
|
Le vel
|
1 0
|
1 0B
|
1 1
|
Index
|
2 . 6 7
|
2 . 6 7
|
2 . 6 7
|
1
|
56100
|
61300
|
69400
|
2
|
57800
|
63100
|
71500
|
3
|
59500
|
65000
|
73600
|
4
|
61300
|
67000
|
75800
|
5
|
63100
|
69000
|
78100
|
6
|
65000
|
71100
|
80400
|
7
|
67000
|
73200
|
82800
|
8
|
69000
|
75400
|
85300
|
9
|
71100
|
77700
|
87900
|
10
|
73200
|
80000
|
90500
|
11
|
75400
|
82400
|
93200
|
12
|
77700
|
84900
|
96000
|
13
|
80000
|
87400
|
98900
|
14
|
82400
|
90000
|
101900
|
15
|
84900
|
92700
|
105000
|
16
|
87400
|
95500
|
108200
|
17
|
90000
|
98400
|
111400
|
18
|
92700
|
101400
|
114700
|
19
|
95500
|
104400
|
118100
|
20
|
98400
|
107500
|
121600
|
21
|
101400
|
110700
|
125200
|
22
|
104400
|
114000
|
129000
|
23
|
107500
|
117400
|
132900
|
24
|
110700
|
120900
|
136900
|
Pay Band
|
3 7400-67000
|
|||
Grade Pay
|
8 000
|
8 700
|
8 900
|
1 0000
|
E ntry Pay (EP)
|
4 5400
|
4 8900
|
5 2290
|
5 3000
|
Le vel
|
1 2 A
|
13
|
1 3 A
|
14
|
Index
|
2 . 5 7
|
2 . 5 7
|
2 . 5 7
|
2 . 7 2
|
1
|
116700
|
125700
|
134400
|
144200
|
2
|
120200
|
129500
|
138400
|
148500
|
3
|
123800
|
133400
|
142600
|
153000
|
4
|
127500
|
137400
|
146900
|
157600
|
5
|
131300
|
141500
|
151300
|
162300
|
6
|
135200
|
145700
|
155800
|
167200
|
7
|
139300
|
150100
|
160500
|
172200
|
8
|
143500
|
154600
|
165300
|
177400
|
9
|
147800
|
159200
|
170300
|
182700
|
10
|
152200
|
164000
|
175400
|
188200
|
11
|
156800
|
168900
|
180700
|
193800
|
12
|
161500
|
174000
|
186100
|
199600
|
13
|
166300
|
179200
|
191700
|
205600
|
14
|
171300
|
184600
|
197500
|
211800
|
15
|
176400
|
190100
|
218200
|
|
16
|
181700
|
195800
|
||
17
|
187200
|
|||
18
|
192800
|
|||
Pay Band
|
6 7000-79000
|
7 5500-80000
|
8 0000
|
9 0000
|
Grade Pay
|
||||
E ntry Pay (EP)
|
6 7000
|
7 5500
|
8 0000
|
9 0000
|
Le vel
|
15
|
16
|
17
|
18
|
Index
|
2 . 7 2
|
2 . 7 2
|
2 . 8 1
|
2 . 7 8
|
1
|
182200
|
205400
|
225000
|
250000
|
2
|
187700
|
211600
|
||
3
|
193300
|
217900
|
||
4
|
199100
|
224400
|
||
5
|
205100
|
|||
6
|
211300
|
|||
7
|
217600
|
|||
8
|
224100
|
Matrix for Military Nursing Service (MNS) Officers
5.2.17 In the design of the pay matrix
for Military Nursing Service (MNS) Officers, the Commission has kept in view
the approach followed by previous Pay Commissions as well as historical and
traditional relativities between the Armed Forces Officers and Military Nursing
Service Officers. In particular the pay scales/grade pay based on the V and VI
CPC Reports were kept in view.
P ay Structure of Defence Officers and Military Nursing Service O fficers over time
|
||||
Rank
|
V CPC
|
VI CPC
|
||
Army
|
MNS
|
Army
|
MNS
|
|
Lieutenant
|
8250-300-10050RP=Nil
|
8000-300-9500RP=Nil
|
GP 5400 (PB-3)MSP=Rs.6000
|
GP 5400 (PB-3)MSP=Rs.4200
|
Captain
|
9600-300-11400RP=Rs.400
|
9400-300-12100RP=Nil
|
GP 6100MSP=Rs.6000
|
GP 5700MSP=Rs.4200
|
Major
|
11600-325-14850RP=Rs.1200
|
11200-300-14800RP=Nil
|
GP 6600MSP=Rs.6000
|
GP 6100MSP=Rs.4200
|
Lieutenant Colonel
|
13500-400-17100RP=Rs.1600
|
12800-300-15200RP=Nil
|
GP 8000MSP=Rs.6000
|
GP 6600MSP=Rs.4200
|
Colonel
|
15100-450-17350RP=Rs.2000
|
13400-300-15500RP=Nil
|
GP 8700MSP=Rs.6000
|
GP 7600MSP=Rs.4200
|
Brigadier
|
16700-450-18050RP=Rs.2400
|
14700-300-16200RP=Nil
|
GP 8900MSP=Rs.6000
|
GP 8400MSP=Rs.4200
|
Major General
|
18400-500-22400 RP subsumed in Pay
|
16400-450-20000
|
GP 10000MSP subsumed in Pay
|
GP 9000MSP subsumed in Pay
|
RP- Rank Pay; MSP- Military S ervice Pay
Military Nursing Service (MNS) Officers Pay Matrix
5.2.18 Accordingly, the following Pay
matrix for Military Nursing Service (MNS) Officers is recommended by the
Commission:
Pay Matrix (MNS)
P ay Ba nd
|
15600-39100
|
37400-67000
|
|||||
Grade Pay
|
5400
|
5700
|
6100
|
6600
|
7600
|
8400
|
9000
|
Level
|
10
|
10A
|
10B
|
11
|
12
|
12B
|
13B
|
1
|
56100
|
59000
|
64100
|
96300
|
109800
|
119700
|
129800
|
2
|
57800
|
60800
|
69900
|
99200
|
112900
|
123300
|
133700
|
3
|
59500
|
62600
|
72000
|
102200
|
116300
|
127000
|
137700
|
4
|
61300
|
64500
|
74200
|
105300
|
119800
|
130800
|
141800
|
5
|
63100
|
66400
|
76400
|
108500
|
123400
|
134700
|
146100
|
6
|
65000
|
68400
|
78700
|
111800
|
127100
|
138700
|
150500
|
7
|
67000
|
70500
|
81100
|
115200
|
130900
|
142900
|
155000
|
8
|
69000
|
72600
|
83500
|
118700
|
134800
|
147200
|
159700
|
9
|
71100
|
74800
|
86000
|
122300
|
138800
|
151600
|
164500
|
10
|
73200
|
77000
|
88600
|
126000
|
143000
|
156100
|
169400
|
11
|
75400
|
79300
|
91300
|
129800
|
147300
|
160800
|
174500
|
12
|
77700
|
81700
|
94000
|
133700
|
151700
|
165600
|
179700
|
13
|
80000
|
84200
|
96800
|
137700
|
156300
|
170600
|
185100
|
14
|
82400
|
86700
|
99700
|
141800
|
161000
|
175700
|
190700
|
15
|
84900
|
89300
|
102700
|
146100
|
165800
|
181000
|
196400
|
16
|
87400
|
92000
|
105800
|
150500
|
170800
|
||
17
|
90000
|
94800
|
109000
|
155000
|
175900
|
||
18
|
92700
|
97600
|
112300
|
159700
|
|||
19
|
95500
|
100500
|
115700
|
164500
|
|||
20
|
98400
|
103500
|
119200
|
169400
|
|||
21
|
101400
|
106600
|
122800
|
174500
|
|||
22
|
104400
|
109800
|
126500
|
||||
23
|
107500
|
113100
|
130300
|
||||
24
|
110700
|
116500
|
134200
|
||||
5.2.19 As indicated earlier in the case
of the Defence Pay Matrix, the Commission has adopted an approach that blends
elements of the principles and philosophy adopted in devising the matrices for
civil and defence forces personnel with the existing uniqueness in the pay
structure of MNS officers.
5.2.20 Therefore while the minimum pay
at the entry level for MNS officers is identical with their civil and defence
counterparts, as is the application of the fitment in pay for officers
migrating into the matrix, the Commission has had to adopt a different approach
while determining minimum pay corresponding to the existing grade pays other
than GP 5400 (PB-3). In doing so, the Commission has adopted a formulation as
under:
Minimum Pay for a Rank in MNS= (Minimum
Pay for that Rank in Defence Pay Matrix) x (Grade Pay of the Rank in
MNS)/(Grade Pay of that Rank in the Services)
For example Minimum Pay for Colonel in
MNS= (125,700) x (7600)/(8700)= Rs.1,09,807. This has been approximated to
Rs.1,09,800 in the Matrix.
5.2.21 While this formulation has been
adopted for all ranks of MNS officers, two exceptions have been made for
purposes of rationalising the pay structure:
i. In the case of Captains, the
Commission has moderated the minimum pay level upwards to Rs.59,00017, to avoid
bunching of minimum pay of MNS Lieutenant and Captain.
ii. In the case of Brigadiers some
moderation downwards from the figure arrived at by the formula (Rs.1,26,800)
has been effected to provide suitable differential in the minimum of the pay
level between Brigadier and Major General of MNS. Hence the mid-point of the
minimum of the pay levels of Colonel and Major General viz., Rs.1,19,700 has
been taken as the minimum pay for the Brigadier of MNS.
Military Service Pay (MSP)
5.2.22 The defence forces personnel, in
addition to their pay as per the Matrices above, will be entitled to payment of
Military Service Pay for all ranks up to and inclusive of Brigadiers and their
equivalents. The Commission recommends an MSP for the four categories of
Defence forces personnel at Rs.15,500 for the Service Officers, Rs.10,800 for
Nursing Officers, Rs.5,200 for JCO/ORs, and Rs.3,600 for Non Combatants
(Enrolled) in the Air Force per month. MSP will continue to be reckoned as Basic Pay for purposes of Dearness Allowance, as also in the computation of pension. Military Service Pay will however not be counted for purposes of House
Rent Allowance, Composite Transfer Grant and Annual Increment.
17 Without moderation upwards, by use
of formula, the minimum pay for a Captain of MNS would be Rs.57,280, which
would be very close to Rs.56,100 the minimum pay at the level of an MNS
Lieutenant.
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