Proposal for Cadre Review in respect of Group B (Non Gazetted) &
Group ‘C’ Cadre in operative side ofPostal Department
- JUSTIFICATION
FOR CADRE REVIEW
1.1 In the first Chapter of the Annual report
2007-08 of the Department of Post under the Caption of 'Overview', it was
mentioned that the Cadre Review was conducted in 2007 with the prime aim of
restructuring the Cadre to meet the challenges to the Department, and
especially to cater the marketing and business development.
1.2 Whereas the similar to the cadre review
exercised at JAG/SAG level has not been extended to the grass root level
employees who are actually carrying out the policy and programme of the Postal
organisation despite
there is ample justification after the modernisation of postal services and
introduction of various new projects and products. Not even a single post of System Administrators for maintenance of hardware and software has so far been created despite the posts of Systems Manager/
Systems Administrators/ Project officers etc. are in existence by converting
the Postal Assistant posts by keeping those posts vacant. Many Postal Assistant posts were now
christened as Marketing Executives without any monetary benefits and also
keeping the Postal Assistants posts vacant which are being managed by the rest
of the staff without any monetary compensation.
1.3 As per the report cited above in para supra, there is a dire
need to transform the human resources abundantly available in the Department to a multi dimensional one to meet the
challenges and also to improve the services in the competition era for which the officials should be
motivated by offering good packages and promotional opportunities.
1.4 The Cadre restructuring exercises have
been done by the various departments in large scale. In many departments like
Railways, Audit & Accounts, the cadre restructurings were exercised in
Group C cadres many times and the ratio of promotional
avenues between the feeder and promotional cadres are being maintained under the ratio of 20:80.
1.5 The Staff of the Postal Accounts in our department have also been blessed with this
beneficial scheme of eighty percent upgradation of posts during Sep 87 based on the cadre restructuring to Postal Accounts staff exercised after the implementation
of the Fourth Pay Commission's recommendations.
1.6 So far, in respect of Postal department,
the Postal Board has not exercised any cadre restructuring to the Clerical
(Group C) cadres but has resorted to other schemes like TBOP, BCR on matching
Savings. The
conception of TBOP/BCR was to ensure that an employee does not stagnate in the
maximum of the pay scale of the Cadre and promote to next grade (Selection
grade) in two spells (i.e) one first after 16 years and second after 26years of
service. The agreement for TBOP and BCR were signed by providing matching
savings for the schemes to the extent of 20% in supervisory and 6% in operative
Posts and withdrawal of special pay and so on.
1.7 Prior to introduction of TBOP, in May
1974, by an agreement in the JCM Departmental Council, 20% of the posts in the
operative grade were placed in the next higher grade of LSG. This was withdrawn
at the time of introduction of TBOP, as the LSG promotions were granted on the
length of service of individuals and not by the existence of posts under the
TBOP scheme.
1.8 The Department has issued various
clarifications on TBOP/BCR and in almost all the clarifications the TBOP and
BCR promotions were equated with LSG & HSG II. HSG I promotions were
accorded during the years in between 1995 to 1998 based on the BCR Gradation list.
Suddenly in 1999, the TBOP & BCRs were termed as financial upgradations and
they were denied the equal status with LSG & HSG II. Thus the benefits arrived after the
TBOP/BCR in the years 1983/1991 were freezed and those promotions were lost its
identity and sanctity.Finally while adopting MACP Promotions the erstwhile TBOP & BCR
Schemes were scrapped and now not in existence. Thus all the three exercises similar to
cadre review in different forms were withdrawn and virtually, it appears that
there is no cadre review for Group C cadre has been exercised so far.
1.9 The Sixth Pay Commission did not recommend any separate pay scales for LSG & HSG II
and resultantly the Pay Bands applicable to TBOP & BCR are thus being applied to LSG & HSG II promotions.
After equating the TBOP & BCR with the similar Pay Band to LSG & HSG
II, the contention of the Department that they are financial upgradation is
having no relevance. Thus there is ample justification for
exercising cadre restructuring for the supervisory cadres in the department.
1.10 Meanwhile, the Sixth CPC in its
recommendations under para 3.3.17 maintained that it has refrained from
conducting cadre review of individual services and left the job to the
respective departments. Thus we propose the following proposal for cadre review
for consideration.
1.11 Since we are aware that despite ample
functional justification for upgradation of grade pay to the extent of Rs.2800/- to PostalAssistants, there is no chance of considering to grant higher pay scale to Postal
Assistants under the proposed cadre restructuring, we are restraining ourselves only to the increase the number of
supervisory posts in existence in respect of hierarchical cadre to the Postal
assistants and formation of new cadres pertaining to technical posts.
1.12 It is pertinent to mention that in many
departments, the percentage wise cadre restructuring of posts were considered
and the functional justification has not been insisted. For example, Railways in the case of Ticket Checking
staff who are in 1900 GP Entry level pay, have been provided with the promotional cadre like Senior Ticket Examiner; Head Ticket
Examiner; and Chief Ticket Inspector. In the case of Railway Commercial clerks,
who are in 2000 GP at Entry
level pay, have promotional cadres like Senior commercial Clerks; Head Commercial Clerks; and Chief
Commercial Clerks under the cadre restructuring doing the similar duty with
different nomenclatures.
1.13 Under the Cadre Restructuring exercised in Railways
14% of officials are retained in Entry level pay scale of both these cadres; 16%
officials in
next pay scale level of 2400 GP; 46% to next level of 4200 GP; and remaining
24% in 4600 GP in the case of Ticket Checking Staff. Out of these staff most of
them work as operative staff and the senior most staff only are working as Supervisors in
second and third level and only the fourth level are fully real supervisory
staff. According to Railway formula these higher cadre restructured posts were not based on functional
justification. It is the bare fact that on functional justification basis many
could not have obtained this much percentage of higher level posts.
1.14 Even though, we are of the opinion that the
cadre restructuring shall be exercised at par
with railways or at least with the earlier review made for staff car drivers based on
the percentage of posts in basic cadre to each promotional categories, we are placing below the
availability of functional justification also in case of PA cadre for kind
information and
consideration..
2. LSG, HSG II/HSG I
2.1 At the outset, we wish to place on record
that the existing nomenclature for supervisory posts viz. LSG, HSG-II &
HSG-I does not exhibit the nature of status to our world and it requires revision. Let it be called with the nomenclature of Supervisors, Senior Supervisors and Chief
Supervisors or
Executive Manager, Senior Manager, and Chief Manager. It is most opt to mention that the earlier station masters are now called as station managers; Engine drivers are now
called as Loco Pilot; Group D is now called as Multi Tasked Staff; Mechanics
sheds are called as care centres. Similarly, the Postal Assistant shall also be
called with decent nomenclature instead of this present LSG, HSG II & HSG I
2.2 The Supervisors/Postmasters have omnibus
task of management, providing guidance and supervision in all activities
including the various marketing/business activities.
2.3 The scope and functions of
Postmasters/Supervisors may broadly be categorised as follows.
(i) They are responsible for drawal/remittance
of funds involving huge financial responsibility.
(ii) They have to enforce efficient supervision
office and Postal operations.
(iii) They have to enforce the orders strictly
in maintaining the office and its day to day functions.
(iv) They have to plan and execute the orders
and promote more business and improve the mail functioning.
(v) They have to supervise the subordinates as
on administrator and in some cases act as disciplinary authority also.
(vi) They should possess a through knowledge on
all Postal transactions with updated rulings in order to run the office
smoothly with the customer satisfaction.
(vii) They have to take all efforts for prompt
delivery of mails besides averting any public complaints.
(viii) They have a thorough knowledge about their
powers, responsibilities, and duties and also to acquaint him with all departmental rules and procedures
Under the changed
scenario, due to complete modernisation and venturing various business
activities, the role and responsibilities of the supervisors and postmasters
become abundant and there is a dire need to place them in higher pay band of II
right from LSG post onwards.
2.4 In nutshell, they should function as a
Manager, Public Relation Officer, Bank Officer, Welfare Officer and also a good
Administrator. Based on the job content, the responsibilities and specialised
knowledge needed for efficient functioning; there is a sound case for upgradation of all the posts of
Postmasters into supervisory cadre. After the decentralisation of various works
at S. O. levels like
RD/MIS works and launching various business activities there is a qualitative change in the supervisory duties of the
Single/Double handed offices which require a better senior officials to
supervise the work. Notwithstanding our claim to place the LSG in pay band II with
grade pay of Rs.4200; HSG II to Rs.4600 & HSG I to Rs.4800, We are
proposing the following for increase the number of supervisory posts which will
cater the need and also based on the functional justification.
2.5 The Department is having a total number of
Postal Assistants to the extent of 83,696 Posts. We are having 6989 LSG Posts,1703 HSG II & 1649 HSG I Posts; out of which 2097 post of Postmaster Grade
I, 511 posts of Grade II Postmaster & 495 posts of Grade I Postmaster were
carved out while forming a separate cadre of Postmaster. While comparing the
existence of basic
cadre Postal
Assistants, the present number of LSG Posts is just only 8.35%. Even the assured 20% operative posts in
LSG during May 74 and implemented is no where in letter & spirit and we have gone back to the period prior
to 1974.
2.6 The staff side therefore requests to consider the
following proposals in the case of supervisors.
(i) Considering the more nature of supervisory
works now available in B & C Class offices, the posts of SPMs of
those offices may be upgraded to the present status of LSG with the revised
nomenclature of 'Supervisor' or Manager. As on date we are having 11395 singled handed post offices
and 6719 double handed offices. It will result in creation of new supervisory
postsequivalent to present LSG cadre to be extent of 18114 which will work out
to 21.65% LSG Supervisory posts.
(ii) The SPMs working in present 'A' class and
LSG offices & other LSG supervisory posts may be upgraded to the present
status of HSG II and called them as 'Senior Supervisor or Senior Manager'. This will add to the present LSG strength of 6989 with
addition of 3732 postmaster of Triple handed post offices with the total
strength of 10718 which will maintain the promotional avenues from LSG to HSG
II to the extent ratio of 2 : 1.
(iii) The present posts in HSG II & HSG I may be amalgamated
and called as 'Chief Supervisor or Chief Manager' with the present HSG I status. The existing posts of HSG II & HSG I
to the extent of 1703 and 1649 posts respectively (i.e.) 3352 posts will
maintain the ratio of promotions from HSG II to HSG I as 3:1
(iv) A separate identification to the extent of 30% of the HSG I posts may please be
accorded as Non functional posts in Group B status with grade pay of Rs. 4800/-
in Pay Band II.
2.7 If the above process of elevation of more
supervisory posts considering the requirement of more supervisory posts on functional justificationis carried out,
it will provide more supervisory posts and not to have any disturbances in the
pyramidal structure
since the total no. of supervisory posts will work out to 32184 which is 38.45%
not exceeding 40% of the basic cadre.
3. POSTMASTER’S CADRE
3.1 The Department has unilaterally
introduced Postmaster’s Cadre vide its No. 4-17/2008-SPB II dt. 22.11.2010 by carving out
2097 LSG posts, 511 HSG II posts and 495 HSG I posts out of 5695 LSG posts, 1077 HSG II & 1176 HSG I posts. The staff side was not in favour for
formation of separate cadre since it will create a division among the existing
supervisors and also the concept of supervisors to know all the nature of work is being shrinking due to separate formation. However, the
Postmaster cadre is being implemented as a
separate hierarchical cadre.
3.2 The recruitment rules applicable to
other supervisors are being applied in respect of Postmasters cadre. During
cadre restructuring the following shall be considered.
i) When the Postmaster cadre is separately
created, all the promotions up to the posts of Chief Postmaster shall be open only to that cadre. Entertaining
IPO line officials is not fair. Their option may be obtained for postmaster
cadre if willing. Thereafter all posts shall be filled up only from the Postmasters cadre.
ii) At the time of upgradation of more
supervisory posts under cadre review, 1/3rd posts may also be carved out for the
postmasters cadre.
iii) At present there is no provision to fill up the Postmaster Grade I posts on seniority. The principle of 2/3rd by Seniority and 1/3rd by merit shall be introduced in Postmasters Grade-I also.
4.1 At present, there are 7599 Sorting
Assistants; 5544 MACP II SAs & 3311 MACP III. Whereas the present
supervisory posts available in the RMS in LSG 1053; HSG II 415; HSG-I 415, which is not even reaches 5% in LSG to the
comparison of Sorting Assistant
4.2 After implementation of mail network redesign in speed post as
well as First class mailing offices and there are vast changes being taken
place, more promotional avenues shall be provided in RMS. Considering the above, more
Promotional Posts
in LSG, HSG-II & HSG-I equal to the ratio provided to Postal Assistant
under the cadre review may please be considered, the existing promotional Posts
shall be increased at least by three times.
4.3 Further a new cadre of Non Functional
Group ‘B’ may please be carved out to the extend of 30% of the total HSG I
Posts by providing one NFS Posts to each RMS division for effective supervision
and monitoring.
5. SYSTEMS ADMINISTRATORS
5.1 The Sixth Pay Commission in its report
vide item No. 7.6.21 observed interalia: -
"Postal Assistants assigned the jobs
of Systems Administrators and Marketing Executives have demanded creation of a
new cadre with higher pay scales. Creation of a new cadre in their case is not
functionally justified. The commission, in any case, is not looking into
demands relating to individual cadre reviews, status -quo may, therefore, need
to be maintained especially because the existing scenario always usage of
available manpower for need based multifarious function."
5.2 The Sixth CPC did not dealt the issue with
due note of the existence of such category in postal exclusively performing the duties properly
and arrived at the conclusion causing severe discontentment in the minds of the
officials who are toiling since inception of computers in
the post offices and rendered their unstinted service without any extra remuneration for the total computerisation of postal
services.
5.3 From the report of the Sixth CPC, it is
quite evident that the actual nature of work involved as 'Systems Administrators'
in the Department of Posts has been quite misunderstood and the projection of
the same has been made devoid of the acumen and dexterity actually involved. In
nut shell, the work of 'Systems Administrators' has been evaluated on facts
that are miles away from the ground realities. In other departments, the nature of work
entrusted to Systems administrators are quite different and they are being with
the grade pay of Rs.5400. Here we are calling them as systems administrators;
but their role and responsibilities are entirely different.
5.4 In certain departments, the posts of ‘Computer
Assistant’ or ‘System Assistant’ in the pay scale of Rs. 9300-34800 with grade
pay of Rs. 4200/- have been created with the Qualification of graduation/BSC with PGDCA/DOEACC – A level
with 55/- marks or two years’ experience is required
for the selection as system assistant. The nature of work in existence in postal can be equated with that
of systems assistants. Based on the same structure, a separate cadre of system
Administrators can be created by providing further promotional avenues in the
cadre.
5.5 The Department has formed a separate Technical wing at the
Directorate to deal the problems of Systems oriented and it has given a hope
that the long pending demands of the System Administrators would also be considered and decided. The
Department has also constituted another three DDG Committee vide is letter
No.1/1/2010-Sr dated 19.7.2010 comprising DDG (Estt), DDG (P) and DDG
(Technology) to
consider about creation of systems administrators cadre and directed to submit
its report within three months. We are not aware of the recommendations of the
committee.
5.6 Further, the Department of Posts vide its
letter No. 23-15/2004-PE II dt 24.12.04, after the formation of Separate
Committee under the Chairmanship of the DDG (Technology) directed to consider the following: -
(a) Assess which of special categories of
Staff will be required at Sub Post offices, Head Post offices, Sorting offices,
Speed Post centres as and various Administrative and Accounts offices to
effectively tackle problems which arise while implementing the Computerization
plan:
(b) Assess number of Staff in each of these
special categories that will be required in SOs/HOs/Divisions etc and
nomenclature (for example, PAC Technology). System administrator, Systems
Manager etc.) for each category.
(c) Recommend:
(i) Pay scales to be given to such staff
(ii) Selection criterion for such staff and
career
(iii) Career progression for such staff.
5.7 The Director (T&E) has sought views
and suggestions on the above vide his letter cited above. However, it seems no
decision has so far been taken by the committee or Department.
5.8 According to Para 10.1 of the Annual
report of 2010-11 of the Department of Posts, during the period from 1st April 2010 to 31stDecember 2010
, computer hardware and peripherals have been supplied to 1811 post offices.
Thus till December 2010, 14415 post offices have been computerised under Plan
Scheme of Computerisation of Post offices. Further all Postal Circle Offices,
Regional Offices, all Postal Accounts Offices and 1205 Divisional Offices have
also been computerized. Besides, a number of enabled services were started in
these post offices. The Govt has approved IT
modernisation project of the Department of Posts for computerisation of all the
non-computerised post offices, mail offices, administrative and other offices,
establishment of required IT infrastructure, development of required software
applications to be completed by 2012-13. .
5.9 The Department has entered with contracts
for implementation of financial services solution and there are eight projects
for the I.T. modernisation of India Post at on overall out lay of Rs.1877
crores. As per the contract for financial services solution, it includes
commissioning of Postal Banking operations entailing core banking solution and
ATM switch. The dept proposes to introduce and install Rural ICT hardware devices and
providing network connectivity to 1.30 lakhs branch post offices enabling all
post offices to perform e transactions.
5.10 It is very pertinent to point out that
this could be achieved only by having specialised and trained man power pool
inside our organisation. Imparting training, maintenance of hardware and software,
attending faults at 1.30 lakhs branch post offices etc, we require a large
number of expert personnel for which the creation of systems assistant or call
by any name like Technical Assistant, Computer Assistant etc is inevitable. The role of existing Systems
Administrators in total computerisation of Post offices must be recognised. They are very much
frustrated and the discontentment is mounting due to the continuous
exploitation of these categories over ten years.
5.11 It is therefore requested to consider
their plights and convert the existing Systems Administrator posts as Promotional Cadre to Postal
Assistants possessing required qualification in computer appreciations as if available in other departments for
the post of Systems Assistant with grade pay of Rs.4200.
5.12 The existing Systems Administrators may be
absorbed in the promotional posts by conducting simple Trade test in token of
recognition of their services in the past in the total computerisation of post
offices. It
is pertinent to mention that it is only the postal department, the
computerisation to this extent possible without engaging any outside agencies
and also without incurring more expenses with the technically qualified Postal
Assistants available in the department. They must be recognised by this
way.
5.13 The pay scale of the Systems Assistants may be decided as follows.
Systems Assistants - Grade Pay 4200
I Promotion:
Systems
Manager - Grade Pay
4600
II Promotion:
Sr. System
Manager - Grade Pay 4800
10% posts may be
identified as Gazetted with Grade pay of Rs.5400/- as existence in other
departments as
Systems Administrators for monitoring the entire Technical developments.
5.14 Even though all the supervisory posts
in Postal operative side can look after the postmasters work and there is no
need for creation of separate cadre, the Dept has created the Postmasters cadre
recently which the staff side not resisted. Whereas in the case of
Systemsassistants, there is ample justification for creation of separate cadre
considering the
nature of
their duties and
requirement to the service and this may be considered in true spirit.
Notwithstanding our
demand for the creation of System Asst. With Rs. 4200/- Grade Pay, it is
agreeable to convert the Posts by LSG and other hierarchical promotions based
on the functional requirements and declare it as a promotional cadre to Postal
Assistants.
6.1 The Sixth Pay Commission has rejected
higher pay scale to PO & RMS Accountants as if there is no functional justification
exists for the same and recommended to revise the special allowance of Rs.180/-
in double the rates. The description of the Sixth CPC that they are not
belonging to the organised accounts cadre without looking the merits through
their nature of duties and responsibilities are nothing but a farce. This cadre has met a raw deal over the last
three decades.
6.2 The comparative pay structure of
Accountant post in different Department / Ministry / organized Sector are
detailed below for kind perusal.
Name of the
Department Designation / Existing pay scale after 5th CPC/ Revised pay scale
Indian Audit AND Accounts (a)Auditor/Accountant 4500-125-7000
Department/ subsequently revised
to 5000-150-8000
(b) Sr Auditor/
Accountant 5500-175-900
(Para 7.56.4 6th CPC) (c) Section
Officer 6500-200-10500
Railway
Department (a) Accountants
Assistants 5000-150-8000
(Para 7.56.6 6th CPC) (b) Divisional Accountant 5500-175-9000
Ministry of Consumer
Affairs (a) Accountant cum
cashier 5000-150-8000
Food & Public
Dn (b) on
promotion 5500-175-9000
(Para 7.1.14 6th CPC) (c)
-DO- 6500-200-10500
The Survey of India Land
& (a) Accountant 5000-150-8000
Development Office (b) On
Promotion 5500-175-9000
(Para 7.46.41 6th CPC) (c)
-DO- 6500-200-10500
Indian Tourism
Office (a)
Accountant 4500-125-7000
(Para 7.44.7 6th CPC)
Postal A/Cs &
Finance (a) Auditor /
Accountant 5000-150-8000
(Para 7.56 6th CPC) (b) Sr.
Auditor/Accountant 5500-175-9000
(c)
Section Officer 6500-200-10500
6.3 This will be the testimony that this cadre
of PO & RMS Accountant alone is deprived and denied the dues. The
exploitation of this cadre is continuing over 20 years. This may please be
pursued with the Government and see that the PO & RMS Accountants are
placed at least with the Accountants working in Postal Accounts office of our
department.
6.4 The following is the proposal, we desired
to put forth
for kind consideration
i. The Po & RMS Accountant examination
may be declared as vacancy based examination instead of the present qualified
one
ii. The official after their selection shall
be posted as Accountant with the Grade Pay of Rs.2800.
iii. PO & RMS Accountants cadre shall be
declared as a separate cadre with hierarchical promotional benefits.
iv. At the time of upgradation of 1622 HSG II
posts to HSG I, many APM accounts LSG posts were identified as HSG I posts.
Resultantly there is very lesser number of LSG Posts ie. in the feeder cadre
available for promotion to PO & RMS Accountants. This has blocked the
promotional chances for the existing PO &RMS Accountants .In many places, the due DPC for LSG posts could not held due to
dearth of LSG vacancies. Hence, it is the dire need to restore the LSG position to the extent of 50% of the total
posts of APM
Accounts by upgrading simultaneously in the general line posts. Those posts can
be identified to the present status of HSG II with Grade pay of Rs.4200.
v. 30% of the remaining APM Accounts post may
be declared with present HSG I status with grade pay of Rs.4600.
vi. The remaining 20% of the APM Accounts
posts may be declared as Gazetted posts with grade
pay of Rs.4800.
The determination of status on LSG, HSG
II, HSGI and Gazetted may be decided based on the status of the offices and
also the supervisory nature of the posts. This is possible. The nomenclature of
the posts may also be changed at par with the proposals we suggested for the
supervisory posts. Unless the cadre is declared as a separate one, the anomalies in
existence over three decades will continue. It is therefore requested to
consider the proposals by analysing all these factors prevailing in the work
spot.
7. MISCELLANEOUS
7.1 In order to provide more promotional
avenues to the youth possessing more skills & qualifications, the following
establishments may be upgraded and elevated to the standards of supervisors.
(i) The Marketing Executives may also be
declared as promotional supervisory posts as is done in the case of Town
Inspectors in to LSG.
8. CIRCLE OFFICE STAFF
8.1 The present staff strength in circle
offices available in Group ‘C’ is around 2500 and the existing promotional
avenues is less than 8% in total and after conversion of LDC & UDC as
single cadre of Postal Assistant, there is a total imbalance in respect of
Circle office in respect of promotional posts.
8.2 It is therefore suggested that in
promotional cadres like LSG, HSG II & HSG I may be created as in the same ratio of Postal
Assistant and 30% as the HSG-I posts may be upgraded as NFS. The existing four
posts of Group ‘B’ may please be merged with the other Group ‘B’ posts in
officer’s line.
9. SBCO Staff
9-1 Total staff is 4100. There is no HSG II at
present. It is suggested to provide four layers of promotions with the ratio of 50:20:20;5:5. The SBCO in charge of All
Gazetted HPOs (116) may be converted to HSG I. There are 442 divisions and all the in charge of such divisional head quarters
may be considered for HSG II. It is further suggested that the in charge of
SBCO having up to 50,000 entries may be converted to LSG, above 50,000 up to
100000 may be HSG II and above 1 lakh, it will be HSG-I, Similarly all working
in (PWCs/ICOs shallbe placed in promotional posts. The ration in promotional prospects as
decided in case of Postal Assistant may please be rotational in case of PA SBCO
also.
10. MATCHING SAVINGS
10.1 The question of matching savings does not
arise since in most of the cadre, as there is no elevation in the pay scale,
the officialswho have already acquired the pay pertaining to the post shall
alone get regular promotion.
10.2 The matching savings, we offered for
TBOP/BCR have not been practically restored despite the Directorate orders
25-5/2010-PE I dt. 19.7.2010 since there is no chance of any new creation. As
per the norms and after withdrawing the reduction of staff under TBOP/BCR
Schemes w.e.f 1.9.2008, there is ample justification for creation of more new
posts. As such, further matching savings in the shape of
staff cut will ruin the developmental activities and efficiency of the postal services.
10.3 In token of acceptance of modernisation
and various re organisations in the Postal set up, the officials shall be
offered with more promotional avenues despite it will not cause any monetary
benefits.
It is therefore
requested that the proposal for cadre review may please be considered with due
attention and the Group C employees may be granted with the promotional
avenues. Satisfied Employees will perform well and render more satisfied work.
K. V.
Sridharan D. Kishan Rao
GeneralSecretary General Secretary
AIPEU Group
‘C’ NAPE Group ‘C’
Giri Raj
Singh D. Theagarajan
General
Secretary General Secretary
AIRMS & MMS EU Group
‘C’ NURMS & MMS Group ‘C’
