Only for GDS by GDS - India Post

Only for GDS by GDS - India Post

Friday 27 January 2017

Limited Transfer Facility to GDS - Committee Recommendations

The Committee recommends relaxing the Limited Transfer Facility of GDS on request with following salient features.
NUGDS BRIEF NOTE SUBMITTED TO GDS PAY COMMITTEE

Monday 23 January 2017

GDS Committee report highlights in telugu

GDS REPORT 2016 : PERFORMANCE RELATED INCENTIVE FOR GDS

GDS REPORT 2016 : PERFORMANCE RELATED INCENTIVE FOR GDS

The system of incentive payment for GDSs was introduced at a time when the job was more in the nature of an agency function rather than a long term service. Small amounts were paid to the Branch Post Masters as incentive, in addition to the monthly allowances in return for the deposits collected in small savings schemes. This system of incentive/commission on the basis of amount collected is still followed in the case of small saving agents who collect deposits under RD, NSC, and KVP etc. along with the BPMs.

12.2. Later on the incentive payment was introduced in many other services due to the following main reasons:
(a) The working hours of GD Sevaks are restricted to maximum 5 hrs during which routine jobs are performed.
(b) The Government implemented new schemes and services In rural areas through the network of GDS Post Offices utilizing GDS manpower.
(c) There are limitations in the present workload calculation system to add norms for such new items of work.
(d) There is a need to compensate the GDS for these special tasks.

12.3. The system of incentive payment to GDS in the Department of Posts is different from the Performance Related Incentive Scheme (PRIS) introduced after 6th CPC. PRIS is operational in Departments of Atomic Energy and Space. PRIS is a variable component of pay and is awarded on the basis of the performance Of individual / group / organization, measured against goals set for a given period of assessment. PRIS is non-additive and non-cumulative. It is based on the principle of differential reward for differential performance. The Scheme has three components-
Organizational, Group and Individual.

12.4. However, in the Department the incentives are paid only to individual. There is no concept of incentive payment for group or organization. The Committee noted that the amount of incentive paid is low and needs to be improved. The existing rates of incentives offered to GDSs by the Department for various activities are given in Table12.1.

12.5. In addition to the above, from time to time, some new tasks/business activities are being got done in some Circles through GDS, as per local initiatives. In such cases the Circles themselves are making arrangements for compensating the GDS for such works.

Sunday 22 January 2017

Remarkable comments on GDS system by Shri Kamalesh Chandra Committee in its Report -2016.

Dear Comrades,
After going through the GDS Committee Report, the Committee observations and comments on GDS system and on GDS beside on the part of Department and Govt are so impressive and courageous.

In brief, the comments are extracted here :

  • The GDSs working in the net work of GDS Post Offices are Ambassadors of Department of Posts, Ministry of Communications in the rural and remote areas of India.
  • The Govt of India still holds the same position and has so far held that the Gramin Dak Sevaks are not departmental employees. They are outside the Civil Services of the Union and shall not claim to be at par with the Central Government Employees.
  • Currently, a large number of well educated, talented and capable youths are joining GDS posts and strengthening the GDS system and this trend is likely to propel growth of the Department in the coming days.
  • The Committee observed that in last several decades, the Department has not invested enough to strengthen the network of GDS Post Offices until recently.
  • The quality of life of GDSs and their family’s needs to be improved by harmonizing their wages and other emoluments in tune with present day’s needs and aspirations of young GDSs joining the workforce.
  • The Committee also noted that a large number of them are totally dependent upon the emoluments received from the Department and has no other means of livelihood to supplement their income.
  • The Committee views that the demand of regularization of their services is due to better emoluments, reliability and security of regular government service. The Committee noted that GDSs are exploited at the hands of their local supervisors because of existing wage structure and their legal status. The administrative powers such as “put off duty” are exercised on frivolous charges and frequently used for exploitation rather than as remedial measures.
  • The Department recognizes the engagement of GDSs as contractual, but the present method of engagement and disciplinary proceedings, job contents, risks and responsibilities are getting closer to the regular employees of the department.
  • That there is tendency to withhold the legitimate demands of GDSs which are due to them, based on the apprehension that they will get closer to regular employees and their claim for regularization will be strengthened in the Court of Law, if such demands are allowed. The Committee finds this as unreasonable and counter productive for the Department. It also deprives them of living a happy life in the changed situation where financial dependence on GDS position is increasing day by day because of shrinking alternate means of livelihood.
  • The Department has lost its tag of having the largest network for providing financial services to the customers by decelerating expansion of network based on the assumption that GDS post offices are loss making and adding to the overall deficit of the Department….
  • The Committee observed that the ‘Rationalization of Postal Network Scheme’ has also not worked on the expected line. The Committee supports the demand for presence of postal facility in the headquarters of each of 2.50 lakhs Gram Panchayats and revamping of PSSK and FO Schemes my making it more remunerative as opening of regular or GDS Post Office in each of such location may not be feasible.
  • The GDS Post Offices, is around 45% of the total deficit (Net Expenditure – Revenue) of Rs.6258.60 crores and around 15% of the total expenditure of Rs.17894.58 crores in the Financial year 2014-15. The Committee found that total expenditure on GDS system is far less than deficit of the Department.
  • Future survival of the Department will largely depend on the successful management of GDS Post Offices, which effectively for its “soul”.. It would be difficult for the Department to survive without the soul.
  • Trust of GDS network which enables the Department to deliver trustworthy services in each and every village of the country that can not be quantified in terms of revenue.
  • The Committee observed that the Sub Post Masters of single handed Sub Post Offices do not encourage Branch Post Masters to increase their workload as it results into increase in the workload of Sub Post Offices which they are unable to handle properly due to lack of manpower.
  • Sub Post Office by utilizing the services of capable and willing GDSs in the single handed sub post offices.
  • The India Post Payment Bank which is going to be rolled out shortly will use the strengths of the GDS net work and experiences of more than 2.60 lakhs trustworthy Gramin Dak Sevaks serving in the Department of Posts.
  • The GDS network can potentially wipe out the deficit (gap between the expenditure and revenue) of the Department and emerge as rural digital hubs for delivery of DBT and other postal, financial, remittance, third party and several e-services to the rural population and forming an integral part of fulfilling SABKA SAATH SABKA VIKAS agenda of the Central Government.
source: GDS Committe Report (Executive Summary)
P.Pandurangarao
General Secretary

Friday 20 January 2017

BPM /ABPMs ARREAR TABLES


NEW PAY TABLE OF GDS - AS PER GDS REPORT RELEASED ON 18-01-2017

PREPARED AS PER GDS REPORT RELEASED ON 18-01-2017
NEW PAY TABLE OF GDS MC, GDS MC/MD,GDS MP
OLD TRCA OF
 GDS MC,GDSMP
NEW LEVEL (TRCA) OLD TRCA OF
 GDS MC,GDSMP
NEW LEVEL (TRCA) OLD TRCA OF
 GDS MC,GDSMP
NEW LEVEL (TRCA)
2295-45-3690 10000-24470 2870-50-4370 10000-24470 3635-65-5585 12000-29380
OLD PAY NEW PAY OLD PAY NEW PAY OLD PAY NEW PAY
2295 10000 2870 10000 3635 12000
2340 10000 2920 10000 3700 12000
2385 10000 2970 10000 3765 12000
2430 10000 3020 10000 3830 12000
2475 10000 3070 10000 3895 12000
2520 10000 3120 10000 3960 12000
2565 10000 3170 10000 4025 12000
2610 10000 3220 10000 4090 12000
2655 10000 3270 10000 4155 12000
2700 10000 3320 10000 4220 12000
2745 10000 3370 10000 4285 12000
2790 10000 3420 10000 4350 12000
2835 10000 3470 10000 4415 12000
2880 10000 3520 10000 4480 12000
2925 10000 3570 10000 4545 12000
2970 10000 3620 10000 4610 12000
3015 10000 3670 10000 4675 12360
3060 10000 3720 10000 4740 12360
3105 10000 3770 10000 4805 12360
3150 10000 3820 10000 4870 12740
3195 10000 3870 10000 4935 12740
3240 10000 3920 10300 5000 13130
3285 10000 3970 10300 5065 13130
3330 10000 4020 10610 5130 13530
3375 10000 4070 10610 5195 13530
3420 10000 4120 10610 5260 13530
3465 10000 4170 10930 5325 13940
3510 10000 4220 10930 5390 13940
3555 10000 4270 11260 5455 14360
3600 10000 4320 11260 5520 14360
3645 10000 4370 11260 5585 14360
3690 10000
NEW PAY TABLE OF GDS MD, GDSSV
OLD TRCA OF
 GDS MD/GDS SV
NEW LEVEL (TRCA) OLD TRCA OF
 GDS MD/GDS SV
NEW LEVEL (TRCA) OLD TRCA OF
 GDS MD/GDS SV
NEW LEVEL (TRCA)
2665-50-4165 10000-24470 3330-60-5130 10000-24470 4220-75-6470 12000-29380
OLD PAY NEW PAY OLD PAY NEW PAY OLD PAY NEW PAY
2665 10000 3330 10000 4220 12000
2715 10000 3390 10000 4295 12000
2765 10000 3450 10000 4370 12000
2815 10000 3510 10000 4445 12000
2865 10000 3570 10000 4520 12000
2915 10000 3630 10000 4595 12000
2965 10000 3690 10000 4670 12000
3015 10000 3750 10000 4745 12360
3065 10000 3810 10000 4820 12360
3115 10000 3870 10000 4895 12740
3165 10000 3930 10300 4970 13130
3215 10000 3990 10300 5045 13130
3265 10000 4050 10610 5120 13530
3315 10000 4110 10610 5195 13530
3365 10000 4170 10930 5270 13940
3415 10000 4230 10930 5345 13940
3465 10000 4290 11260 5420 13940
3515 10000 4350 11260 5495 14360
3565 10000 4410 11600 5570 14360
3615 10000 4470 11600 5645 14800
3665 10000 4530 11950 5720 14800
3715 10000 4590 11950 5795 15250
3765 10000 4650 11950 5870 15250
3815 10000 4710 12310 5945 15710
3865 10000 4770 12310 6020 15710
3915 10300 4830 12680 6095 15710
3965 10300 4890 12680 6170 16190
4015 10610 4950 13070 6245 16190
4065 10610 5010 13070 6320 16680
4115 10610 5070 13070 6395 16680
4165 10930 5130 13470 6470 16680
NEW PAY TABLE OF GDS BPM (TRCA--1,2,3)
OLD TRCA OF
 GDS BPM
NEW LEVEL (TRCA) OLD TRCA OF
 GDS BPM
NEW LEVEL (TRCA) OLD TRCA OF
 GDS BPM
NEW LEVEL (TRCA)
2745-50-4245 12000-29380 3200-60-5000 12000-29380 3660-70-5760 12000-29380
OLD PAY NEW PAY OLD PAY NEW PAY OLD PAY NEW PAY
2745 12000 3200 12000 3660 12000
2795 12000 3260 12000 3730 12000
2845 12000 3320 12000 3800 12000
2895 12000 3380 12000 3870 12000
2945 12000 3440 12000 3940 12000
2995 12000 3500 12000 4010 12000
3045 12000 3560 12000 4080 12000
3095 12000 3620 12000 4150 12000
3145 12000 3680 12000 4220 12000
3195 12000 3740 12000 4290 12000
3245 12000 3800 12000 4360 12000
3295 12000 3860 12000 4430 12000
3345 12000 3920 12000 4500 12000
3395 12000 3980 12000 4570 12000
3445 12000 4040 12000 4640 12000
3495 12000 4100 12000 4710 12360
3545 12000 4160 12000 4780 12360
3595 12000 4220 12000 4850 12740
3645 12000 4280 12000 4920 12740
3695 12000 4340 12000 4990 13130
3745 12000 4400 12000 5060 13130
3795 12000 4460 12000 5130 13530
3845 12000 4520 12000 5200 13530
3895 12000 4580 12000 5270 13940
3945 12000 4640 12000 5340 13940
3995 12000 4700 12360 5410 13940
4045 12000 4760 12360 5480 14360
4095 12000 4820 12740 5550 14360
4145 12000 4880 12740 5620 14800
4195 12000 4940 12740 5690 14800
4245 12000 5000 13130 5760 15250
NEW PAY TABLE OF GDS BPM (TRCA--4,5)
OLD TRCA OF
 GDS BPM
NEW LEVEL (TRCA) OLD TRCA OF
 GDS BPM
NEW LEVEL (TRCA)
4115-75-6365 14500-35480 4575-85-7125 14500-35480
OLD PAY NEW PAY OLD PAY NEW PAY
4115 14500 4575 14500
4190 14500 4660 14500
4265 14500 4745 14500
4340 14500 4830 14500
4415 14500 4915 14500
4490 14500 5000 14500
4565 14500 5085 14500
4640 14500 5170 14500
4715 14500 5255 14500
4790 14500 5340 14500
4865 14500 5425 14500
4940 14500 5510 14500
5015 14500 5595 14500
5090 14500 5680 14940
5165 14500 5765 14940
5240 14500 5850 15390
5315 14500 5935 15390
5390 14500 6020 15860
5465 14500 6105 15860
5540 14500 6190 16340
5615 14500 6275 16340
5690 14940 6360 16840
5765 14940 6445 16840
5840 15390 6530 16840
5915 15390 6615 17350
5990 15860 6700 17350
6065 15860 6785 17880
6140 15860 6870 17880
6215 16340 6955 18420
6290 16340 7040 18420
6365 16840 7125 18420

GDS Pay Commission Report - Overview and Official Download

Click on the following links to view the GDS Committee Report





The Old system of payment of time related continuity Allowance (TRCA) is dispensed with and replaced with a new wage payment system. Under the new wage payment system, 11 TRCA slabs are subsumed into 3 wage scales with two levels each for BPMs and for other than BPMs. One wage scale would be common for both the categories of GDSs.

New Wage Scales

1. 10,000 – 24,470 (Other than BPM Level 1)

2. 12,000 – 29,380 (Other than BPM Level 2 & BPM Level 1)

3. 14,500 – 35,480 (BPM Level 2)

  • The minimum working hours of GDS Post Offices and GDS is increased to 4 hours from 3 hours.
  • The new working hours for GDS Post Offices will be 4 hours and 5 hours only.
  • The Level 1 GDS Post Offices/GDSs will have 4 hours as working hours and Level – 2 will have 5 hours as working hours.
  • The Point System for assessment of workload of BPMs has been abolished.
  • The new wage payment system is linked to revenue generation of GDS Post Offices. Under the new system, there will be no increase in wagess of BPMs from Level-1 to Level-2 on the basis of workload but the same will be increased based on achievement of prescribed revenue norms which is fixed at 100% for normal areas and 50% for special areas which presently have 15% anticipated income norms.
  • The GDS Post Offices not achieving the prescribed revenue norm within the given working hours will have to open GDS post offices for minimum of additional 30 minutes beyond the prescribed working hours.
  • The GDSs BPMs will be paid Revenue Linked Allowance @10% beyond Level 2 wage scale if they will be successful in achieving revenue beyond prescribed norms
  • The GDS Post Offices has been categorized into A,B,C and D categories based on the revenue generation norms. The GDS Post Office in A category will achieve 100% revenue. The Committee has recommended a set of actions for each category of GDS Post Offices.
  • The six approved categories of GDS are subsumed into two categories only. One category will be Branch Post Master and all other 5 categories of GDSs are subsumed into one multi tasking category.
  • The job profile of Multi Tasking GDS is expanded to include work such as Business Development and Marketing etc. Their jobs will no more be confined to their old designations. The Assistant BPM will assist BPMs for increasing revenue generation.
  • The GDSs working in the GDS Post Offices will be known as Assistant Branch Post Master (ABPMs) and those working in the Department Post Offices will be known as Dak Sevak (DS).
  • The minimum wage has been increased to Rs.10000/- per month and maximum to Rs.35,480/- per month.
  • The rate of annual increase is recommended as 3%.
  • A composite Allowance comprising of support for hiring accommodation for GDS Post Offices as well as mandatory residence, office maintenance, mobile and electricity usage charges etc. has been introduced for the first time.
  • Children Education Allowance @ Rs.6,000/- per Child per annum has been introducted for GDS.
  • Risk & Hardship Allowance @ Rs.500/- per month for GDSs working in the special areas has also been introduced.
  • A Financial upgradation has been introduced at 12 Years, 24 years and 36 Years of services in form of two advance additional annual increases.
  • The ceiling of ex-gratia gratuity has been increased from Rs.60,000 to Rs.5,00,000/-
  • The GDS contribution for service Discharge Benefit Scheme (SDBS) should be enhanced maximum up to 10% and minimum up to 3% of the basic wage per month, whereas the Department should contribute a fixed contribution of 3% of the basic wage of the GDSs.
  • The coverage of GDS Group Insurance Scheme has been enhanced from Rs.50,000/0 to Rs.5,00,000/-.
  • The contribution of Department in Circle Welfare Fund (CWF) has been increased from Rs.100/- per annum to Rs.300/- per annum.
  • The Scope of CWF is extended to cover immediate family members such as spouse; daughters, sons and dependent daughters in law in the scheme.
  • The Committee also recommended 10% hike in the prescribed limits of financial grants and assistance in the Circle Welfare Fund.
  • The Committee has recommended addition of Rs.10,000/- for purchase of Tablet/Mobile from the Circle Welfare Fund in the head ” Financial Assistance from Fund by way of loans with lower rate of interest (5%)”.
  • Provision of 26 weeks of Maternity Leave for women GDSs has been recommended.
  • The wages for the entire period of Maternity Leave is recommended to be paid from salary head from where wages of GDSs are paid.
  • The Committee has also recommended one week of Paternity Leave.
  • The Committee has recommended 5 days of emergency leave per annum
  • Leave accumulation and encashment facility up to 180 days has been introduced.
  • Online system of engagement has been recommended.
  • The maximum age limit of 50 years for Direct Recruitment of GDSs has been abolished.
  • Minimum one year of GDS service will now be required for GDSs for Direct Recruitment into Departmental cadres such as MTS/Postman/Mail Guard.
  • Alternate livelihood condition for engagement of GDSs has been relaxed.
  • Voluntary Discharge Scheme has been recommended.
  • The Discharge age has been retained at 65 years.
  • The Limited Transfer Facility has been relaxed from 1 time to 3 Time for male GDSs. There will be no restriction on number of chances for transfer of women GDSs. The power for transfer has been delegated to the concerned Divisional head.
  • The ex-gratia payment during put off period should be revised to 35% from 25% of the wage and DA drawn immediately before put off.
  • The committee has recommended preferring transfer before put off duty.
  • The compassionate Engagement of GDSs has been relaxed to give benefits to eligible dependents in all cases of death of GDS while in service.
Categories of GDS:
Present Nomenclature Category
BRANCH POST MASTER All Branch Post Masters
ASSISTANT BRANCH POST MASTER GDS MD, GDS MC
DAK SEVAK GDSSV,GDS PKR
, GDSMM
Viability of GDS Post Offices:
 New norms for calculation of GDS Pos are recommended.
Further Categorization of GDS POs based on proportion of Revenue / Expenditure
Category of GDS PO Revenue Norm
Urban & Rural (Normal) 100% of its expenditure
Rural (special) 50% of its expenditure

Category Colour Proportion of Revenue to expenditure
A Green 100% or more of prescribed form
B Orange 75% to 99% of prescribed form
C Pink 50% to 74.99% of prescribed form
D Red Less than 50% of prescribed form
Workload assessment:
In place of point system, the Committee recommends the new wage payment system. The new system linked to revenue generation and not to work load.

Rural Business Development and Marketing:


  • The Committee Recommended many items for successful realization of rural business potentials.
  • Committee recommends to improve the accessibility, visibility and infrastructure of GDS POs.
  • PO are with 10’ X 10’ dimensions in ground floor.
  • Building owned by Gram Panchayat
  • Building owned by Central Govt or State Govt. ie.,schools or offices BPM’s own house
  • Proper rented accommodation in a busy place of the village
  • Building owned by NGOs.
  • With all furniture and power supply.

Legal status of GDS:


The Committee observed that the matter is sub judice.
The Department should take suitable steps to increase security of job, prevent exploitation and increase income of GDSs so that they feel secure and live happily with in the GDS system and with the existing legal status.

Terms and conditions of engagement.


  1. The Committee recommends changes in Rule-3A.
  2. Introduce voluntary discharge scheme on willing to leave the post before 65 years
  3. Discharge from the service on the last day of the month.
  4. Relaxation on limited transfer facility.

Recommendations on wage structure and fixation of wages

Committee recommends raising of minimum duty from 3 hours to 4 hours of all GDSs
Comparison : BPM = Postman
Asst. BPM & Dak Sevak = MTS
Minimum wage fixed at :
Rs.10,000- for 4 hours & Rs.12,000- for five hours. (Level-I)
Rs.12,000- for 5 hours & Rs.14,500- for five hours (Level-2)
Annual increase @ 3% on 1st January or 1st July

Wage matrix & Wage Level Table & Arrears calculation Table are given in detail

Allowances:

  • Dearness Allowance – no change
  • % of DA with regular employees – no change
  • Increased rate of DA – no change

Recommended allowances :

Composite Allowance
Cash Conveyance Allowance
Combined Duty Allowance
Children Education Allowance
Revenue linked Allowance for eligible BPMs
Risk & hardship allowance

Allowances to be withdrawn:


  • Office Maintenance Allowance
  • Fixed Stationery Allowance
  • Boat Allowance
  • Cycle Maintenance Allowance
  • Uttarakhand Allowance
  • Split Duty Allowance.

Composite Allowance Includes:

Rent for housing GDS PO, Rent for Accommodation, washing-repairs-maintenance of premises, furniture, stationery charges, electricity usage charges for office, Mobile / Telephone usage charges, Boat Allowance/ CMA/ TA, Hospitality charges for drinking water, other incidental charges.

Performance Related Incentive

Revenue linked allowance along with the present system of incentives with automatic payment at the end of each month.

Ex-gratia Bonus:

Dept should re-examine the formula for payment of bonus and ex gratia bonus with reference to the share of revenue generated by the departmental as well as GDS POs.

Methods of engagement


  • Method of selection : on line method engagement should be introduced.
  • Recruiting Authority : appended to the GDS (Conduct & Engagement) Rules, 2011
  • Qualification :SSC/SSLC from State Board/CBSE/ICSE with certificate course or diploma course in IT
  • Knowledge of local language.
  • Maintenance of Reservation roster at divisional level.
  • Stop the security in the form of FG bonds, introduce 5 year TD or NSC as security.

Career Progression

There is need to increase the Direct Recuitment quota of GDS in Postman & Mail Guard because of large working strength of GDS and to provide them with better opportunities for getting into departmental posts.

Introduce a guaranteed special increase in wages after 12, 24 & 36 years of service with two annual increases.

Designation of GDSs should be changed after each financial upgradation.

Leave & substitute arrangement:


  • Paid leave should be renamed as ordinary leave and enhanced from 20 to 30 days in a year.
  • Introduce Encashment of Ordinary leave.
  • Introduce ‘emergency leave’ for 5 days in a calendar year, but no carry forward.
  • No full time substitute will be engaged.
  • Women GDS – 26 weeks of maternity leave and paid from salary head.
  • Paternity leave for 7 days.

Disciplinary Rules:

Department should add a new punishment of ‘compulsory discharge from the service’ in the list “major penalties’ and the content of Rule-9 of GDS (Conduct & Engagement)Rules 2011.

Social Security Schemes:

Severance Amount : @ Rs.4,000 from 01-01-2016 for every completed year of service subject to maximum of Rs.1,50,000-.

Service Discharge Benefit Scheme (SDBS):

GDS contribution should be revised as minimum of 3% and maximum of 10% of the basic wage per month.

Department contribution should be fixed as 3% of the basic wage.

Bring the GDS under the purview of Gratuity Act with an upper limit of Rs.5,00,000-

Group Insurance Scheme : 

Enhance the rate of monthly subscription by Rs.500 per month with insurance coverage of Rs.5,00,000-.

Welfare Schemes:

GDS CWF subscription should be enhanced from Rs.20- to Rs.100- pm.

Department grant should be enhanced from Rs.100- to Rs.300- PA.

Point system should not be applied to the compassionate appointment of dependents of GDS.

Photo identity cards to all GDS with free of cost.

GDS COMMITTEE REPORT COPY (CHAPTER WISE)

Dear Comrades,

FOR GDS COMMITTEE REPORT COPY - PLEASE CLICK THE BELOW LINK

CLICK HERE - FOR FULL REPORT

For the Convenience of downloading the GDS Committee Report Chapter wise links has been given below:


























Download GDS Committee Report - PDF file format

DOWNLOAD GDS COMMITTEE REPORT PDF FILE BY CLICKING THE BELOW LINK

Click here to view GDS Committee Report

FNPO & NUGDS have taken all the efforts for the publication of the report. Our actions are transparent and we are not afraid of any officers & any Government. Our sole aim is to improve the lifestyle of GDS without playing any politics. 

FNPO & NUGDS will work continuously to implement positive recommendations of Kamalesh Chandra report. Our views on the report will be published tomorrow.

GDS Pay Committee Report - Google drive download link updated

Click below link to download from its official Site and mirror

Click below link to download from Google Drive

GDS Pay Committee Report - Mirror Site
Total Pages :434Pages
Total Size   :160MB


Thursday 19 January 2017

Gramin Dak Sevak Committee Report Major Recommendations are Summarised

The Committee’s major recommendations are summarised below

The Old system of payment of time related continuity Allowance (TRCA) is dispensed with and replaced with a new wage payment system. Under the new wage payment system, 11 TRCA slabs are subsumed into 3 wage scales with two levels each for BPMs and for other than BPMs. One wage scale would be common for both the categories of GDSs.

New Wage Scales

1. 10,000 – 24,470 (Other than BPM Level 1)
2. 12,000 – 29,380 (Other than BPM Level 2 & BPM Level 1)
3. 14,500 – 35,480 (BPM Level 2)
  • The minimum working hours of GDS Post Offices and GDS is increased to 4 hours from 3 hours.
  • The new working hours for GDS Post Offices will be 4 hours and 5 hours only.
  • The Level 1 GDS Post Offices/GDSs will have 4 hours as working hours and Level – 2 will have 5 hours as working hours.
  • The Point System for assessment of workload of BPMs has been abolished.
  • The new wage payment system is linked to revenue generation of GDS Post Offices. Under the new system, there will be no increase in wagess of BPMs from Level-1 to Level-2 on the basis of workload but the same will be increased based on achievement of prescribed revenue norms which is fixed at 100% for normal areas and 50% for special areas which presently have 15% anticipated income norms.
  • The GDS Post Offices not achieving the prescribed revenue norm within the given working hours will have to open GDS post offices for minimum of additional 30 minutes beyond the prescribed working hours.
  • The GDSs BPMs will be paid Revenue Linked Allowance @10% beyond Level 2 wage scale if they will be successful in achieving revenue beyond prescribed norms
  • The GDS Post Offices has been categorized into A,B,C and D categories based on the revenue generation norms. The GDS Post Office in A category will achieve 100% revenue. The Committee has recommended a set of actions for each category of GDS Post Offices.
  • The six approved categories of GDS are subsumed into two categories only. One category will be Branch Post Master and all other 5 categories of GDSs are subsumed into one multi tasking category.
  • The job profile of Multi Tasking GDS is expanded to include work such as Business Development and Marketing etc. Their jobs will no more be confined to their old designations. The Assistant BPM will assist BPMs for increasing revenue generation.
  • The GDSs working in the GDS Post Offices will be known as Assistant Branch Post Master (ABPMs) and those working in the Department Post Offices will be known as Dak Sevak (DS).
  • The minimum wage has been increased to Rs.10000/- per month and maximum to Rs.35,480/- per month.
  • The rate of annual increase is recommended as 3%.
  • A composite Allowance comprising of support for hiring accommodation for GDS Post Offices as well as mandatory residence, office maintenance, mobile and electricity usage charges etc. has been introduced for the first time.
  • Children Education Allowance @ Rs.6,000/- per Child per annum has been introducted for GDS.
  • Risk & Hardship Allowance @ Rs.500/- per month for GDSs working in the special areas has also been introduced.
  • A Financial upgradation has been introduced at 12 Years, 24 years and 36 Years of services in form of two advance additional annual increases.
  • The ceiling of ex-gratia gratuity has been increased from Rs.60,000 to Rs.5,00,000/-
  • The GDS contribution for service Discharge Benefit Scheme (SDBS) should be enhanced maximum up to 10% and minimum up to 3% of the basic wage per month, whereas the Department should contribute a fixed contribution of 3% of the basic wage of the GDSs.
  • The coverage of GDS Group Insurance Scheme has been enhanced from Rs.50,000/0 to Rs.5,00,000/-.
  • The contribution of Department in Circle Welfare Fund (CWF) has been increased from Rs.100/- per annum to Rs.300/- per annum.
  • The Scope of CWF is extended to cover immediate family members such as spouse; daughters, sons and dependent daughters in law in the scheme.
  • The Committee also recommended 10% hike in the prescribed limits of financial grants and assistance in the Circle Welfare Fund.
  • The Committee has recommended addition of Rs.10,000/- for purchase of Tablet/Mobile from the Circle Welfare Fund in the head ” Financial Assistance from Fund by way of loans with lower rate of interest (5%)”.
  • Provision of 26 weeks of Maternity Leave for women GDSs has been recommended.
  • The wages for the entire period of Maternity Leave is recommended to be paid from salary head from where wages of GDSs are paid.
  • The Committee has also recommended one week of Paternity Leave.
  • The Committee has recommended 5 days of emergency leave per annum
  • Leave accumulation and encashment facility up to 180 days has been introduced.
  • Online system of engagement has been recommended.
  • The maximum age limit of 50 years for Direct Recruitment of GDSs has been abolished.
  • Minimum one year of GDS service will now be required for GDSs for Direct Recruitment into Departmental cadres such as MTS/Postman/Mail Guard.
  • Alternate livelihood condition for engagement of GDSs has been relaxed.
  • Voluntary Discharge Scheme has been recommended.
  • The Discharge age has been retained at 65 years.
  • The Limited Transfer Facility has been relaxed from 1 time to 3 Time for male GDSs. There will be no restriction on number of chances for transfer of women GDSs. The power for transfer has been delegated to the concerned Divisional head.
  • The ex-gratia payment during put off period should be revised to 35% from 25% of the wage and DA drawn immediately before put off.
  • The committee has recommended preferring transfer before put off duty.
  • The compassionate Engagement of GDSs has been relaxed to give benefits to eligible dependents in all cases of death of GDS while in service.

Source: GDS Committee Report

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GDS Pay Commission Report. Pay fixation details. Report contains 434 pages. For 3 Hrs GDS work entry level pay was fixed as Rs.10000.
Ordinary Leave : 15 days in every Jan and Jul and accumulated upto 180 days.
Emergency Leave : 5 days in a year cannot carry over.
ML : 26 weeks
Paternity Leave : 7 da





GDS Committee Report – Pay Scale, Fitment Factor and Arrears

Pay scales recommended by the GDS Committee :



Authority: GDS Committee Report

Pay scales recommended by the GDS Commitee






GDS Pay Commission Report

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Click below link to View detailed report

GDS Pay Commission Report. Pay fixation details. Report contains 434 pages. For 3 Hrs GDS work entry level pay was fixed as Rs.10000.
Ordinary Leave : 15 days in every Jan and Jul and accumulated upto 180 days.
Emergency Leave : 5 days in a year cannot carry over.
ML : 26 weeks
Paternity Leave : 7 da




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