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.
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.
Report of the Seventh CPC
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.
Annex to Chapter 5.2
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