SUBMITTED BEFORE THE 6TH PAY REVIEW COMMITTEE
BY THE ALL INDIA FEDERATION OF UNIVERSITY &
COLLEGE TEACHERS’ ORGANIZATIONS (AIFUCTO)
New Delhi; 15-4-2008
Higher Education is facing a paradigm shift today. In a fast changing and highly competitive world driven by information-communication revolution, creation of cutting edge knowledge and its equitable dissemination play a crucial role in inclusive development. Sustaining and strengthening public funded system of higher education is crucial to the project of inclusive development in a country like India with large sections of the population living below poverty line and only less than 10% enrolment in higher education. However, the increased allocation for higher education earmarked in the XI Plan is a reflection of the growing national recognition of the need for increasing access, equity and excellence in higher education.
Excellence of higher education institutions depends, to a large extent, on the quality, competence and the work culture of the teachers. Hence the availability of talented and motivated teachers is crucial to the development of quality in higher education. The service conditions, pay & perquisites of university and college teachers should be such as to attract and retain talented, qualified and motivated persons in the higher education system. But with the onset of globalization, the MNCs and the corporate sector wean away talented persons who would otherwise be absorbed in teaching and research. Moreover commercial educational institutions, both domestic and foreign, are also vying with one another to attract talented and highly skilled personnel. Against this background, AIFUCTO would request Prof. Chadha committee to make suitable recommendations to attract and retain talented men and women in the teaching profession. Steps should also be taken to ensure that such positive recommendations are implemented simultaneously and uniformly throughout the country.
AIFUCTO would urge Prof. Chadha Committee to bear in mind the following broad principles while formulating its proposals for the 6th UGC pay scales for university and college teachers:
- Parity of college and university teachers with at least Group A Officers of the Central Government in pay scales, allowances and perquisites
- Incentive for contribution to teaching and extension on par with research
- Resolving the anomalies in the V Pay revision ,particularly that relating to the date of implementation of C.A.S
- Implementation of new scales w.e.f. 1.1.2006
- 100% Central Assistance for the implementation of the revised pay package for 10 years
- Mandatory, uniform and simultaneous implementation of the new package throughout the country
The following detailed proposals are put forward for the consideration of the sixth UGC Pay Review Committee
NEW UGC PACKAGE
The minimum qualification required for the appointment of lecturers should remain as good academic record with 55% marks at the PG level or “B Grade” in the seven point scale where grading system is followed. The candidates should also have cleared the NET conducted by the UGC/CSIR or similar tests accredited by the UGC.
In most of the private aided colleges teaching positions are offered to the highest bidder and mediocre candidates are given preference over meritorious persons. Proper and uniform recruitment policy should be evolved so that the most qualified hands are selected as teachers. Every state could have a separate “College Service Commission” on the lines of the Union Public Service Commission. The commission could evolve appropriate selection procedure for ranking NET/SLET qualified candidates. For Government colleges, appointments could be made on the basis of merit, subject to the reservation policy of the State. Private colleges could choose teachers from among the applicants from the merit list prepared by the commission on the basis of a transparent recruitment procedure. Proper procedure for the selection of principals should also be evolved.
Unless teachers working in the institutions are secure and enjoy academic freedom, they will not be able to do full justice to their profession. Hence there should be no contractual, part-time or guest faculty appointment in regular vacancies. Part-timers could be appointed only in specific subjects where professionals like auditors, lawyers etc. are needed.
Teaching profession should be made an attractive profession in terms of pay scales and other emoluments. It should automatically become the top choice of the eligible candidates. So a suitable pay structure should be evolved keeping in mind
i) the higher qualifications required at the start of the career.
ii) late entry into the profession because of higher studies, research,
stringent recruitment polices etc. and
iii) non availability of benefits other than the pay as enjoyed by civil
servants and others working in the corporate sector.
Keeping in view the above, the University Grants Commission which studied the V pay review committee (Rastogi committee) recommended the following pay structure higher than those for the civil services.
Lecturer (Senior Scale) Rs.12000/-
Lecturer (Selection Grade)/Reader Rs.16400/-
But this was not implemented.
Hence AIFUCTO urges the committee to recommend a suitable revised pay structure on the basis of the above floor level.
COVERAGE OF ACCOMPANISTS,COACHES AND INSTRUCTORS BY THE PAY REVIEW COMMITEE
The Instructors, Accompanists and Coaches have been designated as teachers by various universities and they perform the work of teaching in different modes. They work as paper-setters, moderators and examiners same as the teachers do.
The AIFUCTO has been diligently pursuing their cause for many years and anxiously waiting for justice to be meted out to them.
The AIFUCTO demands that these categories of academic staff be covered by the Pay Review Committee and appropriate scales are suggested. The model of Visva Bharathi University may be looked into for this purpose.
THIRD PROMOTION/ PROFESSOR’S POST:
More than 85% of teaching and 60% of research take place in colleges. But it is unfortunate that the professor’s post has not been provided for in colleges.
The UGC in fact had sent a communication for the creation of professor’s posts in colleges. But unfortunately this communication was not given effect to and has been subsequently withdrawn. Moreover a teacher in a college gets career advancement only up to selection Grade/Reader within 11 years of his entry into the profession. Thereafter he stagnates without any promotion/career advancement till his retirement. Hence there should be opportunity for career advancement in the scale of a professor when a teacher puts in 15 years of service. Similarly professors have no other promotional avenue. Hence senior professors’ posts may be created in colleges/universities for those who have put in 5 years of service as professor.
CAREER ADVANCEMENT SCHEME:
Minimum length of service for eligibility to move from one scale to another should be 5 years with relaxation of 1 and 2 years of service respectively for M.phil and Ph.D degree holders. Similar benefits should be extended to teachers who make special contributions to teaching and extension. Proper parameters for this will have to be worked out in consultation with teachers’ organizations. A minimum of four advancements need to be provided with the following span.
5 -10 -15 -20
Further Participation in Refresher Courses and Orientation courses should be delinked from CAS.
The following table could illustrate the existing and proposed grades, number of years required for the eligibility and the notional pre- revised scales
Name of grades
Notional pay scale
Lecturer(Selection Grade ) /Reader
Total service should be taken into consideration for moving into higher grades. A Lecturer (Selection Grade)/ Reader with 5 years of service in that grade should be eligible to be considered for placement/promotion as Lecturer (Super Selection Grade)/Professor. Teachers without Ph.D. could move up to Super Selection Grade. Teachers in Super Selection Grade who subsequently acquire the qualifications of Professor could be re designated as Professor.
There should be only one grade for Principals who could be placed in the scale of pay of Professor/ Senior Professor, depending on their qualification and experience.
ADVANCE INCREMENTS FOR M.PHIL AND Ph.D
Two and four advance increments should be given to those who hold M.Phil and PhD degree respectively at the time of recruitment as lecturer. One and two advance increments shall be given to those who acquire M.Phil and PhD during their career. A teacher who acquires M.Phil and PhD sequentially in his / her career must be eligible for 3 advance increments.
Teachers who acquired PhD degree prior to January 1, 2006 and didn’t get any advance increment as per the earlier CAS must be given 2 advance increments at the time of placement which will be effective from 01-01-2006.
The advance increments should be a special increment which should be
claimed separately as the allowances are claimed, and these advance increments should not be merged with the pay when they move into the next grade or pay fixation. Other wise some teachers would enjoy this benefit only for a few days while others could enjoy it for 5 years. So a uniform procedure has to be followed so that all the teachers could enjoy the same amount for the same period.
Teachers who acquire M.Phil/Ph.D. on or after 1.1.2006 during their service should be given an option to avail the advance increment(s) either on the date of awarding the degree or at the time of moving to Senior Scale/Selection Grade/Total service should be taken into consideration for moving into higher grades. A Lecturer (Selection Grade)/ Reader with 5 years of service in that grade should be eligible to be considered for placement/promotion as Lecturer (Super Selection Grade)/Professor. Teachers without Ph.D. could move up to Super Selection Grade. Teachers in Super Selection Grade who subsequently acquire the qualifications of Professor could be re designated as Professor.
There should be only one grade for Principals who could be placed in the scale of pay of Professor/ Senior Professor, depending on their qualification and experience.
ADVANCE INCREMENTS FOR SPECIAL CONTRIBUTIONS TO TEACHING & EXTENSION
Kothari Commission had given equal importance to the functions of teaching, research and extension. But so far only contribution to research as documented through Mphil/ Phd has been given some incentive or counted for career advancement. This amounts to prioritizing research over teaching and extension which goes against the grain of the national policy on higher education. This serious lacuna should be corrected by giving recognition to special contributions to teaching and extension. Parameters for this should be worked out in consultation with teachers’ organizations.
There must not be any stagnation in increments even if a person reaches at the maximum of her/his pay scale and the annual increments must continue.
During every fixation senior teachers are affected. The scales get merged and juniors and seniors are placed at the same stage in the same revised pay scale and this results in anomalies. To avoid this, point to point fixation is recommended ensuring at least one increment in the revised scale for every increment earned in the pre revised scale
COUNTING OF PAST SERVICE
All previous services of a teacher including broken spells of service as lecturer in a University or a college or equivalent institutions should be considered for placement. Even previous services on adhoc basis or leave vacancies should be counted. Similarly, there should be flexible provisions for the lateral movement of teachers from one institution to another within and across states.
The age of retirement at the universities, Govt. and aided private colleges and the quantum of retirement benefits throughout the country should be the same.
At present the retirement age varies from state to state, from universities to colleges and from Govt. colleges to aided colleges. It varies from 55 years to 65 years. The retirement age should be at par with the Central Govt. funded institutions.
FULL PENSION ELIGIBILITY
Most teachers may not be eligible for full pension as the eligibility for full pension in most states is 33 years and as teachers enter the service late in their lives because of their higher studies, research work after their studies and also because of the policies of the governments which for years together ban recruitment and teachers have to wait for years to join teaching profession because of that.
Hence the eligibility for full pension should be reduced to 20 years.
The proposal for contributory pension scheme should be rejected.
EXTENSION OF SERVICE TILL THE END OF THE YEAR
A teacher after superannuation should be allowed to serve till the end of the academic year so that there is no disruption of teaching in the middle of the academic year.
The medical facilities available to the teachers are highly inadequate. Certain areas of research are hazardous. Teachers involved in teaching large classes get throat related diseases. Teachers who sit for long doing correction/valuation works etc get diseases like piles etc. There are many other profession related diseases also.
A comprehensive medical scheme covering day to day treatment to speciality and superspeciality treatment should be evolved. It should also cover Homoeopathic, Ayurvedic, Siddha and Unani treatments. 100% reimbursement of hospitalization expenses should also be provided.
HOUSING FACILITIES/ HRA
Proper housing has become a problem both in class I cities and in rural areas. Hence several schemes could be thought of. Teachers could be provided liberal housing loans at a low interest. Govt. land could be provided at minimal cost to colleges/ college teachers’ cooperative societies etc for house building.
HRA and CCA may be raised to the following level.
Types of Area
Minimum Percentage of Basic Pay
A1 Class cities
A , B1 and
B Class Cities-----------------------
There should be uniform leave rules.
Sabbatical leave should be extended to colleges also.
An academic allowance of a month’s salary should be paid to college teachers for purchase of books, journals, CDs and other equipments and accessories.
VEHICLE AND COMPUTER ADVANCE
Teachers should be provided vehicle advance at a minimal interest. The UGC should earmark an amount for this. Similarly every teacher needs computer and internet facilities. So a computer advance should be paid to the teachers for purchase of computer and other accessories.
ALLOWANCES FOR PHYSICALLY CHALLENGED TEACHERS
Allowance should be paid to the physically challenged teachers for purchase of special equipments; Braille books etc and also for the maintenance of an assistant to assist him/her in his/her academic works.
LTC should be uniformly paid as per Central Govt. norms.
SPECIAL ASSISTANCE TO THE FAMILIES OF THOSE WHO DIE WHILE PERFORMING DUTIES
We have been witness to the murder of Prof. Sabharwal who was murdered by hooligans inside the campus while performing his duties. Such families should be paid a special assistance of Rs.10 lakhs.
FACILITIES FOR WOMEN TEACHERS
Both the Mehrothra Committee and the Rastogi Committee recommended many facilities for women teachers. But none of the recommendations has seen the light of day. When more and more women teachers are entering the teaching profession and when the society more and more recognizes the burden of women employees at home and at the institutions, this pay committee also should recommend suitable facilities and also see that they are implemented in the right earnest.
The Rastogi committee recommended civic rights for college teachers. Teachers are the enlightened section of the society and teachers’ participation in elections and holding public offices would enhance the quality of public life. The Govts of West Bengal, Bihar and Delhi have provided civic and political rights to teachers. In-service teachers have occupied public offices like ministers, members of Parliament and legislatures, Chairmen of councils etc and have made significant contributions. So the Chadha committee also should strongly recommend this and see that it is implemented.
INCENTIVES FOR PROFESSIONAL DEVELOPMENT
Rastogi committee recommended certain incentives for professional development like subsidies for journals, email facilities, computer advance, LTC, Conveyance allowance etc. But these have not been implemented. As teachers are knowledge workers, money spent on computers, books etc could be taken into account for giving tax concessions.
UNAIDED TEACHERS SALARY
The pay scales recommended by the Committee should be applicable to all teachers working in regular vacancies including in Unaided Colleges.
DATE OF IMPLEMENTATION
The date of implementation of the pay scales and other benefits including career advancement, retirement benefits, allowances etc should be 01-01-06 with out any cut-off date. There should not be any modification in the date of implementation and the scales of pay and the recommendations of the UGC should be implemented in toto with out any change by the state Govts. and universities.
In the notification issued by the UGC for the 5th pay fixation there was a clause that the state govts could alter or change the recommendations. This provided the State govts an opportunity to alter with the recommendations and this resulted in many disparities from state to state. Such an option should not be given to the State Governments.
Many of the benefits recommended by the UGC have not been implemented by the State Governments because their own financial position is not sound. Hence the central Government should pay for the entire financial commitment arising out of the new pay revision for ten years.
Mandatory ,Uniform and Simultaneous Implementation
The revised pay package including qualifications, norms for recruitment, salary, allowances and perquisites should be uniformly and simultaneously implemented through out the country through appropriate regulations.
RECTIFICATION OF ANOMALIES
(1)Career Advancement Scheme from 1-1-96
One of the major anomalies in the last pay revision was the date of implementation of the new CAS from 27-07-08, while the date of implementation of the pay scales was i.e. 01-01-96.
The anomaly caused by different dates of implementation of pay scales and CAS, apart from creating heartburn among a major section of teachers and unrest in various states, resulted in a huge monetary loss of up to Rs. 2000/- per month for a section of teachers amounting to a few lakhs of rupees in total.
A section of teachers though they had completed 11 years of service or 10 years of service with M.phil on 01-01-96 itself were given CAS only on 27-07-98 instead of 01-01-96.
Some junior teachers, whose increments fall on October, got an increment ahead of their seniors on 01-10-98.
Moreover these teachers didn’t get their career advancement in 01=01-96 but they were not eligible for the 14940/- higher start when they completed 5years after becoming Lecturers (SG). So they had to suffer dual loss.
This could be rectified only if CAS of these teachers be first fixed from 01-01-96 and the pay refixed as on 01-01-96 and the new pay fixed on the basis of this pay fixation.
But in some states like Gujarat, Uttar Pradesh etc., in spite of the reluctance of the Govt. of India, CAS has been implemented from 01-01-96 while the discriminatory treatment was not rectified in a majority of the States
A section of teachers in Kerala moved the Kerala High Court vide O.P.No.36112/2002 dated 20th December, 2008-2011 which ordered that the Central Govt. and the UGC should within a period of one month from the date of proposal from the Kerala Govt. apply their mind and pass appropriate orders taking into consideration the fact that the MHRD had given concurrence in respect of Uttar Pradesh. But as no order was forthcoming from the UGC and the MHRD, the teachers filed a contempt petition before the Hon. High Court of Kerala, which on 16-01-08 strongly disapproved the conduct of the UGC and the MHRD and directed the UGC and the MHRD to approve the proposal of CAS from 01-01-96 sent by the Govt. of Kerala and make available 80% of the fund needed for implementing the same within a period of 2 months from the date of receipt of a copy of the judgment. Unfortunately even this direction of the Hon. High Court has not been complied with.
This has to be set right and this could be rectified only if the Pay Committee gives an interim report exclusively on this issue.
(2)Re-designation of Librarians and physical Directors and complete parity with teachers
The next anomaly is in the pay fixation for Librarians and Physical Directors. Though the Librarians and physical Directors are considered teachers for all practical purposes, during pay revisions they are treated separately, and there is disparity in fixation, CAS etc.
This has to be remedied and this could be rectified only when they are re-designated as Lecturers in library Science / Physical Education etc. so that the same recommendation or order on pay revision would cover them as well.
There is a huge discrimination in the implementation of retiral benefits. Though, even the V pay commission recommended 62 years as the date of retirement and now the Govt. of India has raised the retirement age to 65 years in the Central govt. funded institutions, the retirement age varies from State to state, 55 years to 65 years, and in some states it even varies between University and College teachers and among govt. college teachers and aided college teachers.
This also has to be remedied. The UGC should insist on uniform implementation of the date and the quantum of all retiral benefits. There should be 100% Central assistance for the implementation of uniform retirement benefits.
The new pension scheme called the contributory pension scheme, in fact, denies assured pension to the employees. Hence the pay committee should reject this new pension scheme and solidly come out with a recommendation for the continuance of the existing pension scheme.
(4) Third Promotion and Professor Post in Colleges
Another anomaly is with regard to the non-implementation of the Third promotion for college teachers and non-implementation of the professor’s scale for college teachers. Other A Grade employees like the IAS, IPS etc enjoy almost 7 advancements in their pay where as College teachers get only 2.
The Rastogi Committee recommended the provision of Professors posts in all post-graduate colleges. The UGC vide its notification in 1998 introduced professorship in colleges and laid down the procedures for promotion. This was on the basis of an agreement at a meeting between the Minister for HRD and AIFUCTO in which it was decided that a reader with a minimum of eight years of
service will be eligible for promotion as a professor under the CAS. Even MHRD wrote a DO letter NO F. 1-20/99 – U1 dated 16-11-99 regarding the same subject to the State Governments. But this has not been given effect.
Third promotion is necessary even for college teachers without PhD to avoid stagnation. As teachers reach Selection Grade in 10 years, they will be in the same scale for more than 20 years when they serve the college for 30- 33 years. They may have to serve without even annual increments for many years. So to avoid this, a third advancement, a super selection grade also may be recommended.
This has to be done to retain and attract talent in the Higher Education sector. Actually promotions and advancements comparable to other Class A services should be made available to College and University teachers also.
(5) Incentive Increments for PhD
Another anomaly is with regard to the sanction of incentive increments for the award of Ph.D. Teachers are provided the benefit of 2 incentive increments as and when they acquire Ph.D. But when they get their CAS or 14940/- by virtue of their service, this incentive increment gets merged with it. For some it happened within a few months and for some within a few days. So these teachers could not enjoy the benefit of incentive increments.
This could be rectified by treating these advance increments exclusive increments which do not get merged with CAS or other promotions.
6)Abolition of Dual Pay Scales and inclusion of services rendered at state scales
There is another anomaly in a few states. Some teachers are getting state pay scales and some teachers UGC scales of pay. Both do the same work, have the same qualifications and have been appointed by the government and the competent authority but are paid different pay scales. This should be dispensed with and the service they put in getting state scales also should be taken into consideration at the time of fixation and career advancement as on 01-01-06.
(7)CAS for Readers under MPS Scheme
Readers under MPS Scheme should also be given opportunity to opt for CAS as has been done for professors.
Contribution to research qualifies for relaxation in workload at present Along with this adequate relaxation should be granted for special contributions to teaching and extension activities, administrative responsibilities such as that of the HOD.
Pay Review for DPEs Librarians
Coverage of Accompanists, Coaches and Instructors by PRC
Asok Kumar Barman
Pay Revision for Librarians and DPEs
The policies related to the pay-scales of Librarians and DPEs have shown inconsistencies, , discriminations and disparities in the past.
Librarians and DPEs were given UGC scales at par with Lecturers from 01.07.1969, in the pay-scale of Rs.300-600,but they were initially denied the UGC pay scale of Rs. 700-1600 from 01.01.73, and were instead offered an inferior pay-scale of Rs.550-900. Subsequently the pay-scale of Rs.700-1600 was given to them from 01.04.80.
The Librarians and DPEs ,in the Pay Revision of 1986,were given three pay-scales like teachers: Rs. 2200-4000; Rs.3000-5000;Rs.3700-5700. In the revised pay-scale of 1996, again,three pay-scales as for teachers were offered to them. However, the orders were marked by some deprivations.
Initially CAS, Ph.D increments and fixation at Rs.14940 were denied. to them.This discrimination and disparity shown to librarians and DPEs was never accepted by the AIFUCTO and we had to resort to a nation -wide agitation for the redressal of the same.Finally such anomalies were removed. However, the relevant order still had certain gaps.
The AIFUCTO has always been emphasizing the fact the issues related to the pay-scales of Librarians and DPEs emanate from the act of delinking from the pay-scales of the teachers. We strongly urge the PRC not to repeat any of the past anomalies.
The AIFUCTO demands:
- Complete parity in the pay scales and other service conditions with the teachers.
- Redesignating librarians and DPEs to facilitate their getting the pay-scales of the teachers.
- Superannuation at par with centrally funded institutions.
- Ph.D/M.Phil increments from 1.1.96.
- Librarians and DPEs should be given the opportunity for FIP, research work and minor and major research project grants.
Request for inclusion of Accompanists (Tabla players, Music Assistants, Instrument Players etc), Instructors and Coaches in the purview of The Pay Revision Committee (UGC)
The AIFUCTO would like to submit that the above-noted Academic Staff are being subjected to utter neglect for a very long period unlike Demonstrators, Tutors and Laboratory Instructors.
The Instructors, Accompanists and Coaches have been designated as teachers by the various universities and they perform the work of teaching in different modes. They work as paper-setters, moderators and examiners same as the teachers do.
The AIFUCTO has been diligently pursuing their cause for many years and anxiously
waiting for justice to be meted out to them.
This was one of the major demands of the AIFUCTO during the 1996 pay scale revision. It is extremely disappointing and unfortunate that nothing has been done for so many years after the agreement between the AIFUCTO and Govt. of India. We have already referred to this issue when we met you on 25th February this year, including this issue in the Memorandum we submitted to you.
We have already raised this issue and submitted a letter to the Pay Review Committee when we had a meeting with the PRC and the consensus was to request the UGC Chairman to form a sub-committee to consider the issue. Accordingly three letters were sent by the General Secretary to the PRC.
Under the circumstances the AIFUCTO is extremely concerned about the fate of these categories of academic staff spread all over India. I may point out that there are specific pay-scales for most of these categories in central universities such as Visva Bharati.
We urge the PRC to look into the matter immediately so that the gross injustice and long standing deprivation are redressed. Kindly note that a number of Universities including Rabindra Bharati and some state governments such as the Govt. Of West Bengal have already written to UGC to take up the issue. We do hope some positive steps would be taken quickly in this regard.
Asok Kumar Barman