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Saturday, June 13, 2009

(1) Guidelines issued for numerical grading of All India Service Officers, and (2) Ward Entitlement notified in accordance with pay

The officers of the Indian Administrative Service, Indian Police Service and Indian Forest Service now have a numerical system of Performance appraisal which is to be taken into account for promotions and empanelments.

The Govt of India has further clarified the modalities of numerical appraisal and it has been conveyed to all States and UTs that ‘high’ credits should not be granted as a matter of routine and should be restricted to 20% officers only. It has further been added that a grading of more than ‘8’ shall be supported by reasons recorded in writing. The new guidelines can be accessed by clicking here.

Ward Entitlement for hospitals under CGHS for civil servants has been notified in light of the 6th CPC scales. Alongwith this, ward entitlement at AIIMS has also been notified. This has a de facto effect on military personnel who may be referred to AIIMS or equivalent national level hospitals by service medical authorities. According to new guidelines by Govt of India, Central Govt employees with a basic pay upto Rs 13950 (irrespective of Grade Pay) shall be entitled to a General Ward, those with a pay between Rs 13960 and 19530 shall be entitled to a Semi-Private Ward and those with a basic pay of Rs 19540 and above shall be entitled to a Private Ward.


Anonymous said...

One always wondered that in an Army CR form, a grading of '7' is considered'above average'. But statistically speaking, what is the '7' the average of?

As all gents but a miniscule few get a grade below 8, obviously the '7' cannot be the average of all officers being graded by the IO at that time. Nor could it be an average of performance of all officers in the organisation.

One theory is that it is the product of your loyalty towards the boss and his sow divided by your loyalty towards the organisation (or nation).

Any better theorems :-)

Mary Jane said...

In my second year after commissioning,the ACR form and its intricacies were explained to us (YOs) by the commanding officer.This officer had absolutely no idea what the term 'integrity' meant-he told us that it meant being an integral part of the unit/org!!!!!This incident exposes the problem with an ACR.it is inevitable that this particular CO wrote invalid ACRs.

Logic said...


1. Averaging is normally done for things that are qualitatively similar – You can take average of marks, height weight etc but if you take an average of Ht and Wt it looses its meaning altogether.

Solution : Do a Vertical average over the years instead of horizontal average.

2. Appraisal is a subjective judgment and prone to judgmental errors. Even if you do arithmetic totaling of marks, the subjectivity is still carried along. However, cumulative totaling over the years would largely negate the judgmental errors producing more accurate results. Locating a ‘low’ mark in any given quality any time in the carrier and making a final judgment based on such an aberration is unjust and a flaw of great proportions.

Solution : Carryout cumulative totaling of marks for each quality over the years so that the subjectivity (errors in judgment) is moderated.

3. “Career Management” versus “Personal Growth & Self Development”

The desire to get promotion is a manifestation of an inherent craving to face a greater challenge for it brings the kind of fundamental satisfaction that builds true morale. Morale springs from the personal certainty that the organisation has become a more effective operating unit because of your intelligent efforts and that the officer himself has grown in the art of leadership and management. An opportunity for such ‘constant personal growth and self development’ is presented to an officer in the form of suitable posting by the organisation – which it terms as ‘Career Management’. However there is a difference-

(a) The spirit behind ‘Career Management’ is promotions where as ‘personal growth and self-development’ aims at motivating and building true morale with promotions as a by-product.

(c) An officer may not be promoted, yet he may be provided with an opportunity for personal growth and self development. In Army anyone who fails to promote looses all. The number of officers who have failed to promote constitute 1/3rd of the Indian Army. The organisation ignores this lot and they are ‘used’ to fill non challenging appointments while the challenging appointments are earmarked for yet-to-promote officers. It is this differentiation and step motherly treatment given to non-promoted officers that lowers their morale resulting in ‘I damn care attitude’ and NOT vice versa commonly believed.

(c) The faulty Career Management System in the Indian Army has fuelled a do-or-die situation altering the very value system of soldiering.

Solution : Redefine the Aim. Shift focus from “Career Management” to “Personal Growth & Self Development”.

A B Mehta said...

Here is a copy of media report:
“Defence salary package is a gift wrapped with love from SBI employees to the Army,” Mr Bhatt said at the launch function for this new product. The Chief of Army Staff, Gen. Deepak Kapoor, was present on the occasion. Mr Bhatt also said that the bank was looking at a new loan product to help jawans purchase two-wheelers by availing themselves of loans at concessional interest rates. SBI would also provide home, auto and personal loans to Army personnel at 25 basis points lower than floor rate. Also on the anvil is a SBI credit card tailor made for the armed forces.

This Defence Salary Package initiative would benefit many jawans and senior personnel of the Indian army who are posted in far-flung areas of the country and could not hitherto get good banking facilities. Once this product is rolled out to the entire army network, SBI will get about 12 lakh customers within its fold.

The Army is also at present undergoing a pilot project with the Controller General of Defence Accounts (CGDA) to convert its current cash system into a monthly salary payment system through bank accounts. The project includes a complete computerisation of salary records which are being maintained manually. Currently, the salary of personnel below officers rank (PBOR) of the army is paid on the “acquittance roll system” by which only their monthly requirement is paid to them in cash and the rest accumulates with the Government, usually until retirement

Unknown said...

can anyone clarify if the defence salary package by SBI also offers lower rate of interest on housing loans. if so, how do we go about approaching the bank for the same. they would invariably ask us for a govt notification etc.