2018 PRC Proposals

PAGE \* MERGEFORMAT 41
To Dated: 04-03-2024
Sri N. Siva Sankar, I.A.S., (Retd.) Garu
2nd Pay Revision Commissioner, BRK Bawan
Government of Telangana,
Hyderabad.
Sir,
Sub: PH & MEU Union, 3194, Recognised Union - Second Pay

Revision Commission - Submission of Views on the
Questionnaire as per previous PRCs - Regarding.
Ref: Press Release of Pay Revision Commission.
***
In response to the Press Release cited, the Public Health &

Medical Employees Union, 3194, Recognised Union in Medical and Health
Department, here by submit the views and suggestions to the 2nd Pay
Revision Commissioner as per the previous Pay Revision Commission's
questionnaire for kind perusal and for incorporation in the report to be
submitted to the Government.
Thanking you sir,
Yours faithfully,
B.VENKATESHWAR REDDY N SYAM SUNDER

General Secretary Working President
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PUBLIC HEALTH AND MEDICAL EMPLOYEES UNION 3194 INTUC TELANGANA STATE
2nd PRC Proposals

Submitted by
PUBLIC HEALTH & MEDICAL EMPLOYEES
UNION, REGD. NO. 3194
RECOGNISED UNION
TELANGANA STATE
PRESENTED BY :
N SYAM SUNDER, WORKING PRESIDENT

B VENKATESHWAR REDDY, GENERAL SECRETARY
REPORT SUBMITTED TO SRI N. SIVA SHANKAR, RETIRED I.A.S., CHAIRMAN OF THE SECOND PAY
REVISION COMMISSION 2023 OF TELANGANA STATE ON BEHALF OF PUBLIC HEALTH & MEDICAL
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EMPLOYEES UNION, REGD. NO. 3194, RECONGISED UNION, TELANGANA STATE.
In the light of questionnaire from the commissioner of the Second Pay Revision
Commission 2023, we herewith submit the following proposals.
QUESTIONNAIRE PART-1
PAY, ALLOWANCES AND OTHER SERVICE CONDITIONS.
A. GENERAL PRINCIPALS GOVERNING PAY SCALES AND ALLOWANCES.

1. What is your view on the following.
(i)Minimum and Maximum Pay as follows.
(a) Minimum Pay Rs 30400/-

(b) Maximum Pay Rs 299100/-
(a) It is to submit that a family consists of (5) members who depend upon the employee, they
every day consume as per table shown below for their living and continuance of power to do
day to day activities.
Per month Price Per Kg

Per day Total
for (5) rate as on
Sl.No Item consumption Cost
units in 01.07.2023
per unit
Kgs
Rs Rs
1 Rice 475 grams 57 51.91 2958.87
2 Dal 80 grams 9.6 130.47 1252.55
3 Vegetables 100 grams 12 59.53 714.31
4 Fruits 120 grams 14.4 141.52 2037.89
5 Milk (24 Lts) 200 ml 24 75.92 1822.00
6 Sugar and Jaggery 56 grams 6.72 57.37 385.55
7 Edible Oils 40 grams 4.8 170.77 819.70
8 Fish 2.5 170 425.00
9 Meat 5 800 4000.00
Detergents Etc., Bath
10 and Washing soap, 1060.08 1060.08
Washing Powder, etc.
11 Clothing 5.5 meters 5.5 539.44 2966.92
12 Schooling children 1000
13 Medical expenses 2000
14 Fuel / Transport 1000
15 Housing, Electricity 8000
Total Rs 30400
So it is necessary and recommend the minimum pay as Rs 30400/-

Maximum Pay : It is to submit that, the business people will hike the prices abnormally. Thus
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cause inflation and will damage to low paid employees..
(i) SCALE OF PAY :

(a) The pay scale is sort of compensation or remuneration, but the employees seems to be giving
much prominence to the pay scale? please indicate your view on this
aspect…………………………………..
Yes it is a sort of compensation.
(b) In your view what should be the parameters for determining a Pay scale for a particular
category?
The following parameters should be, for determining a pay scale for a particular category.
I. Educational Qualifications, Experience and training.
II. Nature of duties and responsibilities and skills required for performance of the job
III. Nature of work, arduous, hazardious, risky, unpleasant
IV. Extent of contact with the public
V. Manner of recruitment.
VI. Lack of promotional evenues
This parameters were mentioned in the report of Sri N Rangachary Advisor to the Government
Finance Department and Chairman of Anomalies Committee at page no 8 of his report
(c) If you are representing a Service Association or heading a department what scales do you
suggest for the categories you are representing or the categories under your control based on
the parameters mentioned above. Give justification.
Ours orgianisation is Public Health and Medical Employees union Registered Number.3194
INTUC recognised by government of Telangana State represents that our humble submission
that the person working in Medical and Health Department are purely meant for Human
services. There are two sets of employees in the department one is Health and another
Medical. Both employees are scientifically and Technically trained. The health personnel have
curtailed the serious epidemics eradicated the small pox, Genuine worm, Plague, cholera and
GE reduced the material and infant death by effective implementation of UIP Neo natal
tetanus, pertussis (whoping cough) and malaria control reduced birth rate through family
welfare programme. Death rate also reduced with effective implementation of Health Sanitory
measure giving minor elements treatements where no medical facilities in rural areas and
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agency areas and High hill areas by surviving rural poor persons life at large also reduced the
infant mortality and maternal mortality rate. There is no Particular time for them , day and
night they have to serve the people. The Para Medical Medical Persons are playing vital role in
doing human service . The doctors are limited to give perscrition and operation all the
remaining work such as distribution of drugs and timely nursing care, dressing, lab testing,
transfusion of fluids,radiology preparation of operation equipments, assistance to doctors in
operation, Hospital sanitation and diet arrangements all these activities are to be performed
with close touch to the patient which may causes for infectious disease to the employees as
well as the family members of the employees. Thus facing risk.
The employees who are doing such services were ignored in all the previous pay revisions
there are anomalies to the category of MPHA(M) MPHA(F) MPHS(M) MPHS(F) MPHEO, PHN,
CHO, Lab-Technician Gr.II and Gr.I, Pharmacist Gr.II & Gr.I,Pharmacy Supervisor MNO,
LD.Computer Dy.SO etc. No committee penetrated into their qualification, training, nature of
work, nature of duties and responsibilities, skills, risk, extend of public contact, manner of
recruitment lack of promotional evenues.
So this Union humbly submit the employees are to be allowed technical and scientific
scales in higher manner as proposed here under.
Sl. Name of the

Scale in RPS-2020 Proposed scale in RPS-2023
No category/Post
All IV Class
1 19000 - 58850 30400 - 94160
Employees
2 Daya 20280 - 62110 32448 - 99370
3 Theator 'Assistant 21580 - 65570 34528 - 104912
4 Field Assistant 19000 - 58850 30400 - 94160
19640 - 60480 (Unqualified) 31420 - 96760 (Unqualified)
5 Lab Attendent
22900 - 69150 (Qualified) 36640 - 110640 (Qualified)
6 Dark Room Assit 20280 - 62110 32448 - 99376
7 Social worker 26410 - 78820 42250 - 126110
8 MPHA(M&F) 31040 - 92050 49664 - 147280
9 LT.Gr.II 32810 - 96890 52490 - 155020
10 Pharmacist Gr.II 31040 - 92050 49664 - 147280
11 Statistican 35720 - 104430 57152 - 167088
12 Radiographer 33750 - 99310 54000 - 158900
13 Refractionist 35720 - 104430 57152 - 167088
14 MPHS(M&F) 33750 - 99310 54000 - 158900
Assitant Statical
15 35720 - 104430 57152 - 167088
Officer
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16 LT.Gr.I 36750 - 106990 58800 - 171200

17 Pharmacist Gr.I 36750 - 106990 58800 - 171200
18 MPHEO 36750 - 106990 58800 - 171200
19 Staff Nurse 36750 - 106990 58800 - 171200
20 Opthalmic Officer 42300 - 115270 67680 - 184432
21 PHN (Non teaching) 42300 - 115270 67680 - 184432
22 Dy.SO 42300 - 115270 67680 - 184432
23 Health Educator 42300 - 115270 67680 - 184432
Community Health
24 45960 - 124150 73530 - 198600
Officer (M&F)
Pharmacy
25 45960 - 124150 73530 - 198600
Supervisior
Medical Record
26 42300 - 115270 67680 - 184432
Officer
Medical Record
27 32810 - 96890 52490 - 155020
Technician
Medical Record
28 24280 - 72850 38848 - 116560
Clerk
Medical Record
29 22240 - 67300 35580 - 107700
Assistent
Brodma Printing
30 21580 - 65570 34528 - 104912
Machine Operator
District Malaria
31 54220 - 133630 86752 - 213808
Officer
3. Master Scale:
(a) Do you suggest continuation of Master Scale concept? Yes/No
Yes, the proposed Master scale
30400 - 299100
(b ) If yes, do you suggest continuation (Tick any of the box indicating your view). As it is
with modifications
Yes, As it is
(c) In case you advocate for continuation with modifications what modifications you would
like to suggest?
Master scale has to be refixed as per the norms, as we proposed the minimum pay of Rs.
30400/- to maximum pay of Rs. 299100/-
(d) Are the existing 32 grades of scales of pay adequate? Yes/No
Yes, 32 gardes
(e) If ‘No’, how many grades of scales do you suggest?
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Not applicable
(f) The Seventh Central Pay Commission introduced the concept of Pay Matrix. The 10th Pay
Revision Commission of erstwhile State of A.P. had also gone into this question and did not
agree for adoption. Do you agree with the above view or else what do you suggest?
Not applicable
(g) In case you advocate for implementation with modifications what modifications you
would like to suggest?
Not applicable
Fitment: (a)In the Central Government, during the earlier pay revisions fitment used to be
allowed for fixation of pay in the Revised Pay Scales. So is the case with the State
Government. In the light of the above, what is your opinion on fitment?
Yes the fitment for fixation of pay in the Revised Pay Scales.
(b) Should it be (Tick your choice)

i) A percentage of pay - Yes, it should be percentage of pay
ii) Increments based on service - No
(c) Quantum/percentage of fitment Rs.______/_______% Increment.

Percentage : 65 % fitment
5. Increment
(a) State Government employees are now getting annual increment at the rates ranging
from 2.48% to 2.985%. Do you think that this is alright? Yes/No
No
(b) If your opinion is “No” then what should be the quantum of increment in your view? The
rationale behind your suggestion may please be indicated.
Not applicable
(c) The Central Government has introduced differential rate of increment linking it to
performance. Do you suggest for adoption of the above system for the State Government
employees also?
No
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(d) If your opinion is “Yes” then what is your suggestion for the yardstick to be followed to
assess efficiency?
Not applicable.
6. Common Categories The common categories are those categories of posts which exist in
almost all departments with similar nature of duties and qualifications such as posts
belonging to Telangana State Last Grade Services, Telangana State Ministerial Services etc.
a) Do you suggest for continuation of categorization of Common Categories? Yes/ No
Yes
(b) If yes do you suggest continuation (Tick any of the box indicating your view) As it is with
modifications
As it is
(c) In case you advocate for continuation with modifications what would be the modifications
you suggest?
Not applicable
(d) Are there any new posts that can be brought to common categories? Your suggestions.
No
7. Stagnation increments
(a) According to one school of thought, the system of shifting the employee, when he reached
the maximum of pay scale, to the next pay scale is good as it will give a satisfaction that the
employee is in a better scale and also continue to draw increments uninterruptedly. In the light
of this, do you support sanction of stagnation increments or shift to next scale on reaching the
maximum of the scale? (Tick any of the box indicating your view) Stagnation increments Shift to
next scale
Shift to next scale.
(b)If you support sanction of stagnation increments whether the existing provision of five
increments is sufficient? Yes/No
No
(c) If “No”, how many increments do you suggest?
Not applicable
(d) In case you advocate for continuation of stagnation increments with modifications what
would be the modifications you suggest?
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Not applicable
(e) The sanction of stagnation increments is in vogue since a long time. It has been continued
even after introducing Automatic Advancement Scheme with the periodicity was 8/16/24 years.
Later, that periodicity has been revised to 6/12/18/24, which serves the larger interest of the
employees, sanctioning of stagnation increments will not serve any purpose. More so, when it
does not confer any additional benefits. Is there any justification for its continuance. Please
justify the necessity for continuance of the stagnation increments.
The object of introduction of automatic advanced increment scheme is to give moral boost of such
employees who did not get any promotion due to steep stagnation even after serving in the single
position for 8/12/16 years, later on recently to 6/12/18/24 years.
We are now requesting sanction of automatic advanced scheme for 5/10/15/20/25 years.
For some categories in medical and health, there is no further promotion channel like ophthalmic
officers, radiographers, medical record officer, etc.
(f) In case you support shifting to next scale, please give your justification.
Instead of shift system, please recommend for Automatic Advance ment scheme as suggested
above in (e)
8. Outsourcing staff:
(a) In the context of Outsourcing of certain categories of staff do you support continuation of
the existing system in addition to the staff working under Work Charged establishment /Daily
Wage and contingent (full time/part time) establishment? Yes/No
No
(b) If yes do you suggest continuation (Tick any of the box indicating your view) As it is with
modifications
The Government policy of taking service from Contract ( Departmental Payment and outsourcing)
Work charged establishment, and Contigent establishment is wrong and it is treated as USE AND
THROW SYSTEM . There is no social security to them and as well as no responsibility on them.
Government service is to be rendered with responsibility. Otherwise it will be lead a bad results. If
the employee have confidence to continue for a period of (58) yearsfrom the date of his
appointment shall feel responsibility in handling the instruments, articles, Machines etc Day to day
duties, thereby more use to the people and will render satisfactory service to the people. There is
a much work load to lowest office to higher offices in Government. Because every point of time
the Govt has to concentrate for continuation and allotment of budget paying remuneration. The
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people recruited on contract and outsource, if terminated after completion of (58) years or earlier
whenever may be, they will become unemployment and could not do any type of work and it is
much burden to the society. To avoid all these nuisance, the Government is to obsorb in one pen
stroke.Hence this union pray the First Pay Revision Commission to recommend for immediate
regularisation and absorbtion of all employees working on temporary basis including contract,
outsourcing.
NOTE:- Every outsourcing worker will be given basic pay of his/her nature of work, including all
wages not less that Rs. 30400/- in any case.
9. AUTOMATIC ADVANCEMENT SCHEME

The erstwhile Government of AP introduced Automatic Advancement Scheme in 1981 and
adopted by the Government of Telangana. The successive Commissions recommended for
continuance of the scheme suggesting some modifications and the scheme is being implemented
duly carrying out the modifications recommended by the successive Pay Revision Commissions.
The Central Government is also implementing the Career Advancement schemes which are almost
similar to the Automatic Advancement scheme in vogue in the State Government.
(a) In view of the above, do you suggest for continuation of Automatic Advancement Scheme?
Yes/No
Yes,
(b) If yes do you suggest continuation (Tick any one of the box indicating your view) As it is with
modifications
With modifications.
(c ) In case you advocate for continuation with modifications what the modifications you would
like to suggest?
The Government in G.O.Ms No 38 Fin (HRM.IV) Dept Dated 15.04.2015 allowed the Special
Grade for (6) years incremental service and for (12) years of incremental service –SPP-IA/SAPP-IA,
and for (18) years of incremental service –SPP-IB/SAPP-IB and for (24) years of incremental service
– SPP-II/SAPP-II with certain conditions of promotional channel and fulfilling of qualification for
allowing Promotional scale. But this union suggest to allow every (5) incremental service in a
particular scale, is to be allowed initially Special Grade and after wards SPP-I, SPP-II, SPP-III, SPP-IV,
SPP-V, SPP-VI till his retirement. Thereby no employee will be at displeasure during his service.
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And also fix up their pray at every step of (5) years as per F.R 22(a)(i). Thereby the problem of
stagnation will not be arised.
10. (a) Do you feel that the revised AAS consisting of 6/12/18/24 years concept is adequate.
Yes/No If yes, As it is with modifications
No
(b) If no, suggest the duration of service for allowing Automatic Advancement Grades?
For every (5) years of incremental service, one higher promotion scale is to be allowed by fixing
pay as per F.R. 22(a)(i)
Special grade - 5 years
S.P.P. IA - 10 years
S.P.P. IB. - 15 years
S.P.P. IIA - 20 years
S.P.P. IIB - 25 years
11. (a) Do you support the existing system of limiting the promotion scales to the Special
Promotion Posts I-A(after 12years), Special Promotion Posts I-B(after 18 years) and Special
Promotion Posts II(after 24 years)? Yes/No
No.
(b) If “no”, what are your suggestions?
For every (5) years of incremental service, one higher promotion scale is to be allowed by fixing
pay as per F.R. 22(a)(i)
(c ) In case you advocate for continuation with modifications what modifications would you like
to suggest?
As mentioned to the answer (c )
C. SPECIAL PAYS AND COMPENSATORY ALLOWANCES & MEDICAL FACILITIES ETC. It is a general
phenomena that while assigning a pay scale, to a particular post, the qualifications, nature of
duties, whether general or arduous nature of duties, areas of operation etc., are taken into
consideration. The other argument is that the pay scale is assigned for normal duties and when
the job requires special skills or arduous nature of duties or where the employee has to work in
remote areas etc., there should be compensation by way of special pay or special allowance.
12. Which argument do you support? (Tick in one of the box indicating your view)
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(a) Sanction of Separate Special Pay? If yes, indicate the categories for which Special Pays are
requested and quantum of special pay.
Yes. All categories of employees in Medical and Health Department, are trained technically and
scientifically in nature of training in addition to general and educational qualification. Further their
duties are ARDUOUS NATURE OF DUTIES. And area of operation is rural and remote places where
there is no facilities of Transport, food, drinking water, education to children and medical facilities.
(b) Or the pay structure should take care of it? If so what should be that pay structure, category-
wise?
This is already a demand from the employees and union for allowing a separate Pay structure to
the medical and Health employees. Such Pay structure is to be prepared by an expert committee
to examine the trainings of each posts and then duties and the parameters specified in no (2)(d)
of this questionnaire.Because all the category of employees trained in technical and scientific
knowledge.
13. Dearness Allowance : The State Government is sanctioning Dearness Allowance Twice a year;
on first January and first July as in the case of Central Government employees. The successive
PRCs of erstwhile State of A.P. are recommending conversion formula, to ensure that the
quantum of Dearness Allowance sanctioned is on par with what was sanctioned by the
Government of India.
(a) Do you feel this system is adequate or inadequate? If inadequate please indicate suitable
suggestions/ modifications.
Government is sanctioning the D A twice a year with effect from 1 st January and 1st July to state
Government employees calculating on the percentage of the D A which was sanctioned by the
Central Government. It is pertinent to note that the risk the cost of living in India allowed. The
Govt of India calculate by making average in all parts of India.It certainly varies from Telangana
and oftenly it is less when calculate the D A on Govt of India rates. Further the Govt of Telangana
has to wait to sanction the D A till the GOI declares.Even such sanction is not according soon after
sanction of D A by the GOI. Making abnormal delay in sanctioning, thereby the Govetnment
servant put to heavy loss/burden, More to say the Govt in habit the depositing the arrears in GPF
accounts. This system also damage to the Govt. The D A (Dearness Allowance) to the pensioners at
same percentage which results 50% of D A shall become loss to the pensioner. It should be given
double of the rate as is sanctioned to working employee.
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14. City Compensatory Allowance
(a) Do you feel that the present system of City Compensatory allowance based on pay ranges is
adequate or inadequate? If inadequate, please indicate suitable suggestions / modifications.
No, It is not adequate. The G.O Ms No 28 Fin Dated 18.03.2015, the amount is allowed such
allowance is to be allowed to GHMC Rs 2000/- for other Municipal Corporation like Khammam,
Karimnagar, Nizamabad, Ramagundam and Warangal Rs 1500/- . and for other Municpalities Rs
750/-.
(b) Based on the recommendations of 6th C.P.C., the Central Government employees are being
sanctioned Transport Allowance duly abolishing of CCA. Do you feel the Transport Allowance
may be sanctioned to the State Government employees in lieu of CCA. If so, indicate suitable
suggestions / modifications.
Not necessary
15. House Rent Allowance (a) As per the existing classification, HRA is being paid based on
classification of Cities/ towns on population basis subject to a maximum ceiling. Do you feel that
the existing classification of cities/towns is alright for sanction of House Rent Allowance?
Yes/No
No.
(b) If “No”, what classification, the quantum of House Rent Allowance you would like to suggest
for various places?
The existing classification of Cities, Town are not correct. The base for claissification has been
taken population below 1 lakh one type classification, 1lakh and below 5lakh one type and more
than 5lakh was divided into two parts such as City, Mega City. Actually, the classification should be
below 1lakh one type , 1lakh- 3lakh another type, 3-5 lakh another type 5-10 lakh another type
more than that of 10 lakh is another type. The classification of the cities, the population of urban
agglomeration is to be clubbed and fixed the type of town. As per the above classification, the
HRA is to be allowed for 20 %, 25 %, 30% , 35 % and 40 % . Or else, allow 30 % in the entire state
irrespective of villages, town, cities, Megacities as allowing in Gujarat state.
16. (a) Do you feel that the existing rates of House Rent Allowance are adequate? Yes/No
No
(b) If “No”, suggest the rate or quantum of H.R.A to be paid at various places and the
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justification thereof.
Same as mentioned above. The existing classification of Cities, Town are not correct. The base for
claissification has been taken population below 1 lakh one type classification, 1lakh and below
5lakh one type and more than 5lakh was divided into two parts such as City, Mega City. Acually
the classification should be below 1lakh one type , 1lakh- 3lakh another type, 3-5 lakh another
type 5-10 lakh another type more than that of 10 lakh is another type. The classification of the
cities, the population of urban agglomeration is to be clubbed and fixed the type of town. As per
the above classification, the HRA is is to be allowed
GHMC limits - 30%
District headquarters - 22%
Town population 50000 above - 18%
villages - 15 %
17. (a) In the Central Government, Government notifies dependent villages of the qualified
town for allowing House Rent Allowance. In the State, House Rent Allowance is admissible to
the employees working in offices located within 8 K.Ms. distance from the periphery of the
qualified cities/towns to the center of the village at the rates as admissible at qualified
cities/towns. The District Collector, based on the certificate from the Executive Engineer
concerned will notify such places. Do you advocate for continuance of the existing system?
No
(b) If “No”, what is your suggestion on this?
The existing system of allowing HRA to the viallges, town or city located within 8 kms distance is
to be dispensed and allowed 20 Kms distance may pleased be introduced. Since the House
accommodation problems in the towns, cities, and also traffic problems are too much. Further the
distance has to be calculated from the border of the town/city.
18. LTC and other Allowances: (a) Do you feel that the existing system of Leave Travel
Concession is adequate? Yes/No
No.
(b) If “No”, suggest modifications, duly justifying the same.
1 month total salary shall be sanctioned once in a block period of 2 years without insisting or
submission of proof of journey while sanctioning upto 5 days eligible leave
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19. (a) Do you think the present system of sanction of Tour T.A., Daily Allowances Transfer T.A,
F.T.A, other than Special Pay or Perquisites either in cash or in kind is adequate? Yes/No
No, Not adequate, The actual fare according to the rates should be paid with regard to the D A. I
differ the existing rates of payment. For the first grade, there will be no variation in the rates of
tiffins, meals Tea, Coffee etc. In between low paid and high paid employees, the rates are equal.
So the D A should be paid equal to all the employees irrespective of the grades.
LODGING CHARGES : the Lodging charges may be recommended for visiting Hyderabad, Warangal,
Khammam Karimnagar, Ramagundam and Nizamabad a charge is to be allowed for Grade I Rs
2000/- Grade II – Rs 1500/- Grade –III- Rs 1000/- Like wise, at outside of Telangans State Grade I
Rs 3000/-, Grade II Rs 2500/- Grade III Rs 2000/-
FIXED TRAVELLING ALLOWANCE : The FTA were not fixed in a rational manner. For Dialy
allowance,i.e Meals and Tiffins shall be costs of Rs 1000/- per day or more. If we calculate 15 days,
i.e 1000 x 15 = Rs 15000/-.In addition to the Travelling expenditure within mandal and within
(3)mandals, Revenue Division may be Rs 10000, Rs 11000/- Rs 12000/- respectively. So that, the
employee forced to incur expenditure towards tour from his salary what the govt is now paying
more than that of presently allowing. Like wise 20 days so the rational fixation is to be done by the
Government.We request to fix up the FTA to all grades of employees if tours within mandal Rs
15000/- within (3) mandals Rs 10000/- and within Revenue Division Rs 11000/- In addition to it I
request in Medical and Health Department such categories under Urban Malaria Scheme and
Urban Family Welfare Centres,for the categories of field workers, superior Field Workers,
MPHA(M), MPHS(M), MPHS(F), MPHA(F), FWW and Contract employees are not in receipt of FTA.
They also be made eligible for FTA. Further more, the payment system of FTA is to be compelled
along with the salary..
(b) Do you think the present system of sanction of Uniform Allowance, Risk Allowance,
Conveyance Allowance, any Special Allowance etc., other than Special Pay or Perquisites either
in cash or in kind is adequate?
UNIFORM ALLOWANCE : The uniform allowances are being paid to certain categories and such
amount paid is not sufficient to purchase for (3) pairs of Uniform. So the amount is to be raised for
(3) pairs for Rs 15000/-. Some categories supplied a uniform cloth which is inferior. Such uniform
will damage within (6) months. So they are also be paid Uniform allowance Rs 15000/- per year.
The concerned authorities were not bothering to pay the stitching charges which are paid from
contigences.These stitching charges are to be clubbed with uniform allowances at the rate of
each pair Rs 1000/- for male employees, for female employees Rs 500/-. The said amount is to be
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paid alongwith unform allowances in the same head. Further the washing allowances is to be
increased for Rs 1000/- per month.
RISK ALLOWANCE :
The risk allowances are being paid to limited categories in Medical and Health, Ayush Department,
Insurance, Medical Service Department, Medical Education Department by allowing Rs 150/- to Rs
225/- though risk involves in much rates. It is a meagre amount to protect the risk. The allowances
is to be raised to Rs 2000/- minimum and also requested to extend this benefit to the MPHA(M)
and MPHA(F), Staff Nurses in Primary Health Centres, MNO, Attenders and other allied connected
Para Medical Employees since they are in close in contact with patients who are suffering with
communicable diseases.
RATION ALLOWANCES :
The Ration allowances were paid to certain limited categories in H & F W Department, MPHA(F),
MPHS(F) and PHN and other categories. The very intention of sanctioning ration allowances is to
substantiate the ration for the delay caused during the duty hours for taking meals or taking rest,
since they compelled to attach with the patient in certain conditions. The other categories of
employees may also forced to attend to the work with them. The benefit may also be extended by
examination of the issue.
NIGHT DUTY ALLOWANCES :

Night Duty allowances were allowed for Rs 75/- per night shift to the ANM or Staff Nurse those
who attend duties at night. Same may be raised to Rs 200/- per night shift. Further I submit, along
with them the Nursing orderly persons who are attending duties in night shift in PHC/ Hospital/
Govt institutions may also paid Rs 200/-.
DIRTY WORK ALLOWANCE :

The filed works in Urban Malaria were attached for difficult sanition service in dirty areas. So they
were allowed Rs 150/- p.m as Dirty work allowances/ difficult sanitation service is a meagre
amount and it should be raised to Rs 1000/- and also they may be allowed the risk allowances for
protection of infectious diseases. Since they are working in dirty and filthy areas. Moreover they
spray the disinfected i.e. Pesticide for killing larvas of Mosquito. They may get ill health due to this
function. So the risk allowances may be allowed Rs 1000/- as a Risk allowances. Further more they
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may be supplied Boots, Glouse, Masks for protection of their Health.
ENHANCEMENT OF EARNED LEAVE CEILING UPTO 300 DAYS

The Government have issued G.O. Ms No 232 Fin Dept Dated 16.09.2008 fixing the ceiling of
earned leave upto 300 days if the employee earned more than that of will automatically over flow.
I therefore, pray it is not just to fix up ceiling on the earned leave of a Government employee.
Already the Government is paying minimum need base wage, there would not be any saving to
the employee. Government servant is prepared to save the earned leave by forging his blood and
flesh, let him allow to earn leave.
I therefore request you don’t fix up any ceiling on the E L and also on the date of retirement.
Please allow the encashment of entire E L. It will be the encouragement for sincere and honest
person and alos more employees do service without availing any leave.It will be benefitted to the
Government.
MATERNITY LEAVE :
The Government in G O Ms No 152 Fin ( TR.I) Dept Dated 04.05.2010, have enhanced the
maternity leave upto 180 days to the women employees for the nursing care of children upto 6
months. But before delivery the pregnant women is unable to perform her duties. Hence
Maternity leave for (60) days before delivery may also be recommended.
Further, the central Government in 6 th Pay commission allowed 2 years Special leave for the
female employees which can be availed from the date of birth to 18 years of age, The same
facilities may be extended to the state Government employees. Kindly recommened to the
Contract Women employees for extending the maternity leave benefit, with pay.
EDUCATIONAL CONCESSIONS :
The Govt in RPS 2015 has enhanced the education concession per child. But this is obsolutely less.
The Government is encouraging private education and the expenditure on the children education
have increased and the institutions collecting more than that of Governement Prescribed fees and
squeezing blood of employees. This will not be substituted through the educational concessions.
So we recommend Rs30000/- per child is to be sanctioned towards Educational Concession during
this PRC 2023.
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ALLOWING THE REVISED PAY SCALES TO THE CONTRACT PARA MEDICAL EMPLOYEES
The Government have allowed the Revised Pay Scales to the Contract Para Medical Employees
such as MPHA(M), MPHA(F), Lab Tech GrII Pharmacist GrII, Opthalmic Assistant, Staff Nurse and
Medical Officer (CAS) in H & F W Dept TSVVP Hospitals, Ayush and requested to recommend the
same on par with the regular employees on the principle of Equal Pay for Equal Work.
REMUNERATION TO FULL TIME CONTIGENT EMPLOYEES

The Govt allowed the minimum pay of Rs 19000/- i.e last grade employees minimum pay. We
recommend the initial pay of the amount paid fixed in Revised Pay Scales 2023 to the class-IV
employees.
SUB CENTRE RENTS :

At present, the rent for the Sub-Centre Building at villages is being paid per month including
MPHA(M). And such amount will be paid towards maintainance and office respectively
Now this union proposed to pay Rs 1000/- to MPHA(M) and Rs 2000/- to MPHA(F)
(c) If “No”, suggest modifications duly justifying the same.
Not applicable
20. Medical facilities:

(a) Do you consider that the existing medical facilities available including the system of
reimbursement in respect of serving Government employees are adequate? Yes/No
No.
(b) If no, indicate your suggestions for their modification duly justifying them.
Medical Reimbursement :
The Govt have established Govt Civil Hospitals, District Headquarters, Area hospitals,
General Hospitals, Simultaneously permitted private person to establish the Super speciality
Corporate Hospitals and private Hospitals in the state. As per Medical attendance rules, any
employee who suffers with diseases shall get Treatment in Govt Established Hospitals. If such
Hospitals do not have specialised Doctor/ facilities not available for treating the disease, the
employee should be referred to Higher Hospital under Government Sector. The aim of the Govt
is to arrange treatment to the employees who suffers with some disease without incurring the
expenditure from the pocket of the employee. Even then, if any medicine or service is required
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from outside of Govt Hospitals, the employee is authorised to claim the amounts for which he
incurred by way of reimbursement. But actual position of Govt Hospital/ General Hospital,
where it may be small Hospital or General Hospital, there is no justice to patients. It is an open
fact that, every where there is no treatment in Govt Hospital. It is only intention of Govt just to
simply eyewash of the Employee.
So to say, the treatment in Govt Hospitals are nil and thus the aim and the object of the
Govt to provide medical facilities available to the employees on the free of charges is out and
out NIL. So the Govt should allow all employees to get their treatment in Private Hospitals
where ever may be. The entire expenditure have to be reimbursed. Further the system now
allowed for sanction of reimbursement of medical bills is to be changed.
This union request to recommend for cashless treatment in any Hospital without any
ceiling and fixing other conditions such as one should get referred letter from the Govt
Hospital, and entrust the payment system to the insurance company for 100% payment of
medical expenses.
(c) Do you have any other alternative suggestions to improve Medical facilities to the
employees?
As explained above.
(d)Govt., are contemplating to provide cashless treatments by issuing Health Cards to
employees and pensioners. Do you consider that the proposed Health Card system is a
suitable substitute for the existing medical reimbursement?
The above system serve the need of cashless treatment.
(e) If “Yes” furnish the same in detail.
Yes Furnished in item 20
21. Obsequies Charges
(a) Is the quantum of obsequies charges being paid at present, in the case of death of the
employees adequate? Yes/No.
No,
(b) If “No” suggest any modifications with justification.
Rs 70000/- may be granted towards obsequies charges to the deceased employee or family
pensioner. Since the cost of living has been raised.
PART II PENSION STRUCTURE

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One of the terms of reference of the Pay Revision Commission (PRC) is to examine and
review the existing structure for pensioners and make recommendations which may be
desirable and feasible.
The present rules that govern the pensionery benefits are based on the A.P. Revised
Pension Rules, 1980 which came into force with effect from 29th October, 1979 as amended
from time to time. Government have been sanctioning Pension on the last pay drawn, provided
the employee drew pay in that post, in a regular vacancy at least for a period of two months.
Otherwise the pension is based on average emoluments drawn for the last ten months. The
minimum service to get pension is 10 years. Government allows a weightage of 5 years for
superannuation pension and for voluntary retirement. In either case, the maximum qualifying
service is 33 years for getting full pension i.e., 50% of pay drawn at the time of retirement.
The Pay Revision Commission 2020 reviewed the pension structure and fixed the
minimum pension as Rs.9700/- per month. The commutation of pension was recommended to
be continued @ 40% and no change was recommended in the existing provision in case of
restoration of commuted pension. The maximum limit of Retirement Gratuity was
recommended to be enhanced from Rs.12,00,000/- to Rs.25,00,000/-. The D.A. at the time of
retirement should be added to the basic pay at gratuity be calculated.
22. (a) In the light of the above, do you consider whether the existing Pension scheme is
sufficient ? Yes/No
No
(b) If “No” what modifications you would like to suggest?
The previous PRCs have not penetrated the pension structure in rational thinking. The Govt is
model employer and stand as model for doing natural justice to each section of people in a
society. As you know well for 30-40 years, the Govt employee are serving the people on behalf
of Government by taking the limited benefit of salaries i.e Coolie which can fulfil the minimum
needs of the employee and his family. His flesh , blood, mind and capabilities physical, mental
and all his abilities spent for Government service. His entire thinking rounds within the working
place, among Officers, colleagues and related people. He will be a loof, to the remaining world
day to day and year to year. He gains knowledge and utilise such knowledge for betterment of
society. He will note down the errors and cut down the errors in future course of working.
Because he goes on doing a particular work which will lead the speed in doing and develop the
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new approaches which will serve the better. But simultaneously the monetary benefits shall
never proportionately increased as per the cost of living. Even in the service the monetary
benefits are very less when compared to Banks, LIC TSGENCO and also in some developed
countries. The employees are habituated to lead their lives with the limited salary what the
Govt Pays month to month, year to year with little increase in the shape of increment.
Whatever increasing in their salary shall never sufficient to th needs of the family of an
employee in old age and out and out health problems will arise and bound to spend his money
on treatment aspects His capacities are developed particular for doing particular work what
Govt designed to him except that he cannot do any work .because there is no other training in
it. All these days he accustomed to mental work so he is incapable of doing manual work after
retirement. The Govt will send him soon after completing (58/60) years though got capacity to
do same job. The retirement will result the fall down in regular income i.e salary to the less
than 50 or 50 %. It will be called as PENSION. The sudden reduction in regular income will
certainly creates a huge financial crisis and it will results income will certainly creates ahuge
financial crisis and it results mental tensions and diseases to the pensioners. Few employees
will die before retirement by imagining the future circumstances and financial problems. Some
may die after retirement with financial problems; some may get new diseases
Hence, we request the commissioner to re commands the structure of pension is to be the
pay last drawn as pension to the retired or family pensioner then there will be no financial
problems to the pensioner. To overcome the issue i.e to allow the last pay drawn as pension
the government may introduced the pension fund system and out of which can compensate
the extra what we are proposing in increased rate of pension.
23. (a) Do you consider that the present formulae and quantum of pension, family pension,
retirement gratuity and calculation of Average Emoluments require any modification?
No
(b) If “yes” what modifications would you like to suggest?
Not applicable
(c) Whether the existing ceiling on Retirement Gratuity is adequate or do you suggest any
enhancement?
If your good office not convinced for allowing the last drawn by the employee as pension for
retirement or family pension. The pension calculation may at least changed from last pay
drawn X 33/66 to last pay drawn x ¾ for pension and family pension also. There by it is
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presumed that your good office paid the sympathy on the pensioner.
Family pension shall be eligible to the family of deceased employee if he completes of 7
years of service the said condition is to be removed for allowing family pension. Under AP
Revised pension rules.1980. The weightages were allowed for 5 years to the employee who
voluntarily retired and the employee who retired on superannuation and for medical
invalidation retirement no weightages were allowed. It is to submit that if any employee retired
on medical invalidation will get less pension as per Rules that the retired on superannuation or
voluntarily retired. The other way he will be forced to incur additional amounts for his
treatment. Hence this union suggest for medical invalidation the calculation of family pension
may be allowed.
Further this union request you to allow 10 years weightage to the retired on
superannuation because the employment problem hunting to the unemployment for getting
their employment reaches to 40 to 45 years there by reached to the superannuation after
completion of 18 – 13 years. So the pension to such employees will be very less.
Retirement gratuity
In revised pension rules 1980 the retirement gratuity is allowed on the last pay drawn + DA
X 16.5 or
Last drawn pay /2 + DA X number of half years of service or
Maximum Rs.12 lakhs whichever is less but such calculation may please be changed as
Last pay + DA X 20 years or Last drawn pay /2 + DA X Number of Half years or Maximum RS.25
lakhs.
DEATH GRATUITY
The Gratuity allowed to the family of the deceased who expired before completion one of
service the gratuity is 1 ½ times of last drawn pay + DA by treating it as was completed 3 years
of service if expired before completion 5 years of service allowed 4 ½ times of last pay + DA
drawn treating it as was completed 9 years of service and after completion of 5 years of service
9 times of last pay + DA drawn treating it as was completed 18 years of service and after
completion 18 years and above service these calculation as shown in retirement gratuity.
But our union suggest the gratuity to the family of the deceased employee.
I Those who expired while in service before completion 1 year of service may be allowed 5
time of last pay + DA drawn.
II Those who expired while in service before completion of 5 years service may be allowed 8
time of last pay + DA drawn.
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III Those who expired while in service after completion of 5 years of service 15 times of last
pay + DA drawn and
IV Those who expired while in service after completion of 5 years of service 15 times of last
pay + DA drawn and
V Those who expired while in service after completion 18 years of service may be allowed as
per calculation now proposed as above.
24. (a) Is the present percentage of commutation and restoration of commuted portion of
pension adequate? Yes/No
NO
(b) If “No” what modifications you suggest?
The percentage of commutation may be raised for 40% to 50% and restoration and
commutation after completion and 15 years maybe reduced to 12 years.
25. (a) Does the present scheme of Voluntary retirement require any modification? Yes/No
Yes
(b) If “Yes” suggest modifications.
The minimum service rendered maybe reduced to 15 years instead of 20 years and 50% of last pay
drawn should be sanctioned s mentioned
26. (a) Is the weightage of 5 years allowed on superannuation/ voluntary retirement

respectively justified? Yes/No
No
(b) Suggest modifications if any.
For superannuation weightage allowed for 5 years is not sufficient because now a days due to
un employment problem government servants get Job latterly and he could not complete his
service even for twenty years.
Hence the weightage for superannuation may please be increased to 10 years.
27. Additional Quantum of Pension: (a) Do you feel that additional quantum of pension
above the age of 75 years to 100 years or more is adequate? Yes/ No
NO
(b) If No suggest the modifications.
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The retired employee will certainly suffer financially in view of increased inflation so I request
the commissioner to recommend for enhancement of pension for every 5 years his retirement
@ of 20%. So that he can compensate with the growing inflation.
28. (a) Is the quantum of death relief i.e., a lumpsum amount equal to one month’s pension
subject to minimum of Rs.10,000/- to the pensioners paid at present adequate? Yes/No
No
(b) If “No” what are the suggestions you would like to make?
No Rs.30000 may please be granted.
(c) In the case of death of the spouse, where the spouse predeceases the Pensioner, the
quantum of relief is fixed at Rs.10,000/-. Does it adequate? Yes/No If No,
No, it is not adequate, Rs.30000 may please be granted
(d) please indicate the reasons. Page 14 of 24 (c) In the case of Family Pensioner, the quantum
of Death Relief is fixed at Rs.10,000/-. Is it adequate? Yes/No If No, please indicate the reasons.
NO, it is not adequate, Rs.30000 may kindly be sanctioned.
29. (a) The pensioners are being compensated towards the rise in the cost of living by way of
Dearness Relief on pension/family pension at the same rate as sanctioned to the serving
employees. Is it adequate?
NO, it is not adequate. The pensioners are being compensated towards the rise in the cost of
living by way of Dearness relief of pensions/Family pension at the same rate as sanctioned to the
working employees whereas the pensioners will draw 50% of pay on 50% the DA will be only
50%it will not compensate the cost of living. Hence the DR must be double of the percentage what
the working employees are receiving.
(b) If “No” suggest modifications?
The Dearness relief of being allowed to the pensioner on par with the percentage of in
service employees there by the pensioner is getting half of the Dearness relief when compare to
government employee in service. So Dearness relief is to be allowed double the rate what the
government servants are allowed.
30.(a) Do you think that the existing procedure of verifying of service, submission of pension
papers, issue of PPO/GPO by A.G. etc. requires any modification? Yes/No
Yes.
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(b) If “Yes” suggest modifications?

The procedure for verification by the accountant general is leads abnormal delay the
concerned authorities are not forwarding the pension paper well in advance to the AG AP and in
turn the pension verification is being delayed abnormally i.e. years to be done. Through there are
government instructions to all the officers in the government to submit the proposals well in
advance. Certain cases found the pensioners are expired without taking pension and certain cases
that are the pensioners unable to take treatment for their ill ness. Likewise so many difficulties
has been witnessed and pension adulate deals few of cases. In view of the above I suggest the
pensioner should get under rate of next salary after retirement, along with benefit. An interest for
the delay payment may be allowed in the pension verification and the pecuniary loss to the
government in payment of interest is to be recovered from the concerned authority.
31. (a) Do you consider the quantum of anticipatory/provisional pension is adequate?

Yes
(b) If “No” suggest modifications?
Does not arise
32.(a) There is a need to provide medical facilities to the pensioners who have served the
Government. Do you consider that the existing medical facilities are adequate? Yes/No
NO
(b) Do you feel that the proposed Health Card System is suitable substitute to the existing
medical reimbursement? Indicate your view.
The System health Card system is some extent is good. It require some modification.
(c) If “No”, suggest modifications duly justifying.
The modification are to be made in Medical Reimbursement rules as was suggested for the item
No.20 and the same rules may be applicable to the pensioners.
(d) If you have any other suggestions for better medical care to pensioners, please indicate.
The System explained at item number.20 may please be adapted to the retired employees.
33. Financial Assistance:

At present Financial assistance is admissible to such of the survivors to whom either service
pension or family pension is not admissible i.e., teachers and Page 15 of 24 Non-Teaching Staff of
Aided Educational Institutions and Ex-District Boards who retired or died while in service prior to
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01-04-1961. As per the recommendations of 10th PRC, a minimum of Rs.6,700/- p.m. is being
sanctioned as Financial Assistance without Dearness Relief. Do you feel that the above Financial
Assistance is adequate? Please indicate your considered views.
PART III
GENERAL AND MISCELLANEOUS MATTERS
34. Of late, the information technology is expanding rapidly. The fruits of developed technology
have to be made available to the citizens. The bureaucracy has to take an active part in this
regard. Total reliability on outsourcing is not a solution and the regular employees have to get
trained and well acquainted with the latest technology. Naturally, the compensation and the
serving conditions of the State Government have to invariably attract the young and talented. In
the light of the above position,
(a) Do you feel that the existing pay structure and the service conditions attract such talented
young personnel? Yes/No
No
(b) If “No” suggest measures to be taken to attract such talented young personnel?
We feel the policy of the Government to take the services from outsourcing and contract basis will
not result a better service to the public especially in service oriented Departments it is utterly
failure. Because out of experience the Govt servant could enumerate the mistake committed by
him and will try to act without committing such mistakes which was committed by him previously.
In medical and Health Department the experience will give knowledge to take appropriate action
on a particular time and situation. So that human life can be saved. A contract service and
outsourcing service shall not have such knowledge. The measure of USE AND THROW is very bad
in service oriented Departments. The thinking of a contract and outsourcing person naturally have
a lenient view without commitment. It is one year job or little period job and it is a temporary.
Keeping this aside the main point to attract talented young personnel, the Govt should
offer a fair wage not a living wage and a minimum need based wage. The talent also detoirating
from time to time.
Example : The Medical and Health Department in the recent periods allowing private
trainings where there is no laboratory practical field facilities etc. The private person pays main
intrest on the profit but not quality of education. In the Govt there are sufficient facilities for
producing expert training. Since there are well qualified talented faculity members, good practical
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field to get rich knowledge for each training and there is a scope to give orientation training.
35. (a) Of late the exposure of Government employees to terrorism has increased. Do you
consider the existing compensation/package to the kith and kin to those who are losing their
lives and limbs in terrorist activities to be adequate? Yes/No
NO
(b) If “No” suggest measures for improving compensation?
It is the case of exposure of the Govt employees with terrorism and lose their lives and limbs, the
compensation is not sufficient. Atleast the family should be paid Rs1,00,00,000/- and one
employement opportunity on compassionate grounds even for loss of limbs.
36. Please suggest measures

i) To reduce Govt. expenditure : We feel the expenditure on establishment was fixed for 35 % of
State revenue Out of which the gross base level the expenditure on establishment who actually
directly do services is very less.It is around only 15%. The 20% and above is being incurred on the
supervisory and upper level expenditure. It is bad for the Government to increase the expenditure
on higher level by reducing base level expenditure in different departments. Unnecessary Officers
such as Assistant Director, Deputy Directors, Joint Directors, Additional Directors, Asst
Commissioner, Joint Commissioner, Addl.Commissioner, Divisional Officers like wise at District
level also there are unnecessary Posts were created for only Supervision.This measure is to benefit
the Officers for their promotional evenues especially in Medical and Health Department, the
Doctors who completes their MBBS, MS or other courses with expenditures of lakhs of rupees of
public money for their education is being misutilised by posting in Supervisory posts. File checking
areas.If they utilised for the patient service, there may be some utilisation to the Medical and
Health Department. The increasing Supervisory post will lead to unnecessary expenditure. This
displeasure can be reduced with the automatic advancement scheme accepted according to the
proposals shown in earlier questionnaire. Further the expenditure on correspondence from top to
bottom repeatadily and bottom level Officers keeping silence shall cause unnecessary
expenditure. Further there shall not accountability for default of non keeping record. Telephone
expenditure, POL expenditure Power consumption about these aspects no control over all these.
ii) To improve the State resources
It is painful to note there is a public talk in every revenue resource only 30 % is being
recorded as demand and the remaining is went to zero business. Only revenue resource is
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collected promptly on Professional Tax remaining all resources even not coming to demand for
100%. The Govt should concentrate cent percent record of revenue on demand. With regard to
collection of revenue, is also becoming bad due to favouritism by Political bosses and corruption
on every revenue resources. There must be independent executive to execute the Department.
The vigilance which are established in the Department is not proper and also not sufficient. The
Vigilance should be independent and not attached to the Department and the report of the
Vigilance are to be implemented in total. The ACB is to be strengthened in a proper manner
keeping the aim of not only control, with the aim of eradicating the corruption. It should be
strengthen. Thereby the revenue resource shall also be increased.
iii) To meet the growing liability on pension
It is not correct the liability on pension is growing. It is a system of input and output. The
pensioner will enter and gets out after his death. The family pensioner enters in the family
available. Such pensioner also go out after demise of family pensioner or disqualifies. So the drop
out and inputs naturally in a proportionate manner. In such circumstances, it may raise and may
decrease. To meet the liability on pension it is a binded duty of an employer to bear. So far no
government have paid fair wage, only paid living wage or need based minimum wage. Out of a
need based wage paid to Govt servant there could not be savings. Out and out there will be debts.
After using his capacities, power blood musculous at the employer he remains (after retirement)
power less mentally and physically the capacities, skills all will reduce. So it is the duty of the
employer to pay the pension after the retirement till his death.It is an obligatory and also a moral
duty. We feel it is a Government based on morality so such Govt should not feel it is burden.
iv) Creation of Pension Fund and investment of Pension Fund.
No doubt the Govt is paying living wage or minimum need wage. At the time of payment of
salary you add the pension fund 1/7th the pay that will survive the burden. The said pension fund
should not within the salary.
37. (a) Do you have any other suggestions to improve the economic status of the serving
employees/pensioners, on the items coming under the ambit of the P.R.C? Yes/No
No
(b) If “Yes”, furnish the same in detail with due justification.
Not applicable
38. (a) Do you feel that the amount of advance being paid to the employees for purposes of
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purchase of site/purchase of ready built house/purchase of site-cum-construction of a

house/construction of a house on the site already owned/for undertaking repairs, additions,
extensions to the house already owned by the employee, is sufficient? Yes/No
No
(b) If “No” what suggestions would you like to make?
Not applicable
(c) Do you consider that the maximum number of installments of recovery of the
principal/interest is sufficient?
Not applicable
(d) If “No” what are your suggestions?
Not applicable
(e) Do you consider that the rates of recovery of interest/penal interest are adequate Yes/No (f)
If ‘No” indicate your suggestions.
The House Building advance : it is unknown to any of the employee or union during all these years
because very few amounts will be released from Govt and such amount is being consumed by the
Officials of the Department Head at the Director Level.
39. (a) Do you feel that the quantum of advance being paid to the employees for the purchase
of conveyances,(viz.) motor car, motor cycle/scooter, moped and bicycle is adequate? Yes/No
(b) If “No” what suggestions you would like to make?
principle/interest is sufficient? Yes/No (d) If “No” what suggestions you would like to make?
(e) Do you consider that the rates of recovery of interest/penal interest are adequate? Yes/No
(f) If “No” indicate your suggestions
40.(a) Do you feel that the quantum of advance being paid to the employees, for the celebration
of marriage of themselves/sons/daughters is sufficient? Yes/No
(b) If “No” what are the suggestions you would like to make?
(c) Do you consider that the maximum number of installments of recovery of the principal/interest
is sufficient? Yes/No
(d) If “No” what suggestions you would like to make?
(f) If “No” indicate your suggestions.
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41. (a)Do you feel that the amount of advance being paid to the officers for the purchase of
personal computer is sufficient ? Yes/No
principal/interest is sufficient? Yes/No
(f) If “No” indicate your suggestion.
42. (a) Do you feel that the amount of festival advance being paid the employees is adequate?
Yes/No
(c) Do you consider that the maximum number of installments of recovery of the principal is
sufficient? Yes/No
43. (a) Do you feel that the amount of education advance being paid to the employees is
sufficient? Yes/No
(c) Do you consider that the maximum number of installments of recovery of the principal/ is
sufficient? Yes/No
(d) If “No” what suggestions you would like to make? Yes/No 44. What should be the cap on the
total amount of loans that a Government servant can take to avoid high level of indebtedness?
Yes/No
45. (a) Do you feel that the existing amount of reimbursement of tuition fees paid by the
employees in respect of their children is adequate? Yes/No
46. (a) Do you consider that the existing system of concessional bus pass facility to certain
categories of employees to travel by T.S.R.T.C. buses in notified municipal corporation areas is
sufficient? Yes/No
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(b) If “No”, what are the modifications you would like to suggest?
(c) Do you feel that it is necessary to extend similar facility to the employees working in other
cities/towns in the state where T.S.R.T.C. is operating city services? Yes/No
(d) If “yes” suggest the cities/towns you would like the facilities to be extended? Page 20 of 24
FIRST PAY REVISION COMMISSION, TELANGANA STATE PART IV HUMAN RESOURCES TO MEET
CONTEMPORARY REQUIREMENTS There is a continual transformation in the functioning of
Government Departments, due to increased focus on Economic Development and Public Welfare,
emphasis on transparency and accountability and time bound delivery of citizen centric services.
Information and Communication Technology is now extensively being used in Government
Departments to monitor programmes. In order to respond to the new and emerging challenges,
Government Departments, need to undertake review of existing Human Resources to workout
effective organizational strategy for the future. Given the challenges faced by the government and
the tasks on hand, please comment on the following aspects of human resources in your
Department.
47. (a)Whether the manpower availability in your Department is adequate to meet the present
day work requirement ? Please state for each category separately. Name of Category Sanctioned
Availability Requirement (No.) (No.) (No.)
(b) What steps are preferred to rectify the problem of excess / shortfall? Please state for each
category separately with a brief explanation. i) Recruitment ii) Hiring on contract iii) Hiring through
outsourcing iv) Re-deployment v) De-centralization and Delegation of authority Page 21 of 24 vi)
Re-organization of staff/field units vii) Outsourcing of services / activities to professional agencies
viii) Training and Skill up-gradation of existing staff ix) Use of Information and Communication
Technology (ICT) x) Improve mobility xi) Closure of non-functional units xii) Privatization of units
xiii) Any other
48. Please state in brief the Programs / Schemes / Institutions of the Department which
immediately require review of its man power for improved service delivery and working.
49. Should there be a change in the hiring policy of Government to attract person of requisite
talent for different category of posts? Presently, recruitment is being done through DSC / TSPSC or
on contract and outsourcing basis. Please state for each Category separately.
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50. Should the job description of Govt. Functionaries at various levels that was fixed long back,
be redefined to clearly delineate new areas of responsibility and corresponding levels of
accountability? And if so, should the recruitment rules for various levels of Govt. Posts be also
changed to prescribe for higher qualifications as may be considered appropriate? Please give your
views and the categories of posts for which these changes are required.
51. Should the Government, instead of hiring new personnel for the work, as well think of
outsourcing repetitive and non-regularity type of services / activities to professional agencies for
timely performance according to prefixed standards, on payment basis. If so, please suggest the
services / activities of the department that can be outsourced.
52. In order to avoid procedural delays and consequent public harassment, should the
documentation and procedural compliance required for obtaining public services be outsourced
to professional agencies, while retaining decision making within the Government Department? If
so, for what public services can such outsourcing be thought of?
53. To allow public easy access to various Government services, should Government encourage
call centers like 108, 100 etc. to record public demand and forward it to the concerned
Department for time bound action? If so, please suggest the services in your Department that can
be accessed by public through dedicated a Call Center system.
54. Should Government fix action protocols for public servants to comply with while rendering
public services, once a request from citizen for such service is received by the Government
system? If so, please suggest the services for which such protocols should be framed on a priority
basis.
55. Several new laws aiming to secure rights of the citizens are being enacted interalia requiring
public servants to perform new roles and to conform to new procedures while dealing with public.
For effective implementation of such laws, should there be a continuous programme of training,
education and awareness creation for Government servants? Can you suggest such laws,
programmes and schemes for which special training, education and awareness programmes are
required to be conducted for better implementation?
---------------------------------------------------------------------------------------------------------------------------
56. Does your Department have requisite infrastructure for the periodic training of officers and
staff at all level and for the education of stakeholders in respect of new laws / policies and
programmes? Do you have any suggestions for improvement?
57. Do you have any further suggestion for the development of human resources in Government
departments to meet people’s expectations and enhance public delivery?
SECOND PAY REVISION COMMISSION, TELANGANA STATE GENERAL

If you feel that any issue which is within the terms of reference of the Pay Revision Commission,
but not covered in the Questionnaire, such issues may be identified and indicate your point of
view on such issues. The University authorities/ Service Associations of the Non-Teaching Staff and
the individual employees of the Universities may also enumerate their suggestions with special
reference to the conditions of their service in the Universities. The Commission expects that the
suggestions made are comprehensive and supported by data and probable financial implications.
Where the proposed suggestions involve financial implications please indicate them in the
following formats:- Format – I Suggestions involving financial implications: Sl. No. Issue Item No. in
Questionnaire Existing Position Difficulty faced Reasons Suggestio ns to mitigate the difficulty
Financial implicatio ns Note: a. Illustration may be given below if necessary. b. Each item shall be
on separate sheet unless they are related to each other. c. The Govt. order relied for stating the
existing provision may be enclosed. d. Each sheet has to be signed. Format – II Suggestions
involving new schemes: Sl. No. Issue New Scheme Proposed Need Justification Financial
Implications (contd…)
Format – III In case where suggestions are made for the continuation or otherwise of the existing
system Sl. No. Issue No. Item No. in Questionnaire If continuance is suggested If discontinuance is
suggested furnish reasons Without modifications With modifications *****
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B VENKATESHWAR REDDY N SYAM SUNDER

GENERAL SECRETARY WORKING PRESIDENT
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2018 PRC Proposals

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PAGE \* MERGEFORMAT 41

Sub: PH & MEU Union, 3194, Recognised Union - Second Pay

In response to the Press Release cited, the Public Health &

Thanking you sir,

B.VENKATESHWAR REDDY N SYAM SUNDER

2nd PRC Proposals

N SYAM SUNDER, WORKING PRESIDENT

EMPLOYEES UNION, REGD. NO. 3194, RECONGISED UNION, TELANGANA STATE.

PAY, ALLOWANCES AND OTHER SERVICE CONDITIONS.

A. GENERAL PRINCIPALS GOVERNING PAY SCALES AND ALLOWANCES.

(i)Minimum and Maximum Pay as follows.

(a) Minimum Pay Rs 30400/-

Per month Price Per Kg

So it is necessary and recommend the minimum pay as Rs 30400/-

cause inflation and will damage to low paid employees..

(i) SCALE OF PAY :

Sl. Name of the

16 LT.Gr.I 36750 - 106990 58800 - 171200

(b) Should it be (Tick your choice)

(c) Quantum/percentage of fitment Rs.______/_______% Increment.

9. AUTOMATIC ADVANCEMENT SCHEME

14. City Compensatory Allowance

NIGHT DUTY ALLOWANCES :

DIRTY WORK ALLOWANCE :

may be supplied Boots, Glouse, Masks for protection of their Health.

ENHANCEMENT OF EARNED LEAVE CEILING UPTO 300 DAYS

REMUNERATION TO FULL TIME CONTIGENT EMPLOYEES

SUB CENTRE RENTS :

20. Medical facilities:

PART II PENSION STRUCTURE

26. (a) Is the weightage of 5 years allowed on superannuation/ voluntary retirement

(b) If “Yes” suggest modifications?

31. (a) Do you consider the quantum of anticipatory/provisional pension is adequate?

33. Financial Assistance:

36. Please suggest measures

purchase of site/purchase of ready built house/purchase of site-cum-construction of a

SECOND PAY REVISION COMMISSION, TELANGANA STATE GENERAL

B VENKATESHWAR REDDY N SYAM SUNDER

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(c) Quantum/percentage of fitment Rs./_% Increment.