Sunday, July 15, 2018

Welcome Message by IPPB MD & CEO

Welcome Message by MD&CEO to IPPB Employees Welcome Message by IPPB MD & CEO to Postman&GD

Latest Position on Online Selection Process Of GDS in All Category

The up-dated position regarding declaration of result of online selection process of all categories of GDS In West Bengal ‘Circle

This is for information of the candidate that the matter is subjudice before Hon’ble CAT; Calcutta and Hon’ble, High Court, Calcutta.

Click Here to know more.

Answer keys - TN Circle GDS to postman exam held on 8-7-18


Temporary and Permanent Solution of IE Crashes in Windows

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7th Pay Commission Latest News From Around The Web

7th Pay Commission Latest News – While there doesn’t seem to be any new development in the implementation of 7th Pay Commission recommendations, still bits and pieces of news keep floating around on the web.

This page is intended to collect and bring forth to you these news that appear on the digital media. You can read the full article by clicking on the source link below each news item.

17th pay commission: These employees to get pay hike twice a year

Around 50 lakh central government employees are still waiting for a pay hike beyond the recommendations of seventh pay commission, good news arrive for a certain section of employees. The Haryana government has decided to increase salary of serving guest teachers by 20 to 25 percent, an official spokesman told PTI earlier this week.
Besides, the government has also decided to raise their salary twice a year in the month of January and July equivalent to cost of living index, he said.

27th Pay Commission: Big decision pending, Govt term coming to end

The pressure on Centre from all sides, interested parties, lobbyists, teachers, Indian Railways employees and yes, even central government employees is getting intense. Reason behind that is the fact that each segment has made demands for sops and salary hikes and the results of this pressure are awaited. What is adding to the urgency is the fact that this government is at the fag end of its 5 years in office. General elections are looming.

37th Pay Commission: Good News; Up To 25% Hike In Salary Confirmed!

At a time when the Central government employees are still having their fingers crossed over further hike in the minimum pay as against the recommendation of the 7th Pay commission, the Haryana government has decided to increase salary of its serving guest teachers by up to 25 per cent.
The northern Indian State has reportedly decided to increase the said teachers’ salary twice a year- likely to be in January and July taking into account the cost of living index, PTI quoted an official spokesman as saying.

47th Pay Commission: Will PM Modi Announce Hike in Minimum Pay, Fitment Factor on August 15?

Over 50 lakh Central government employees and as many retirees are waiting for a hike in minimum pay and fitment factor beyond the recommendations of the 7th Pay Commission or 7th CPC. At this time, the highly asked question is – Will Prime Minister Narendra Modi make an announcement on August 15 in connection with the hike in fitment factor and minimum pay beyond 7th Central Pay Commission?

57th Pay Commission: MSP hike raises hope of govt employees for higher pay scale, fitment factor

Prime Minister Narendra Modi-led government’s decision to hike Minimum Support Price (MSP) for farmers has fuelled the hope of the employees who have been seeking clarity over their fitment factor and minimum pay scale demand beyond the recommendation of the 7th Pay Commission. As per a report in Zee Business, every time the government approves something which relates to the 7th Pay Commission, the 48 lakh government employees start to think whether their demands will soon be met.

Letter to Secretary (Post) on Drawal of increment to the PS Group ‘B’ officers while placing at Level 9 of Pay Matrix corresponding to GP of Rs.5400/-

Central Headquater : 17/3 B, Kali Bari Marg, New Delhi 110001

Sh. A.N.Nanda,
The Secretary (Post)
                     Department of Post
                   Dak Bhawan, Sansad Marg
                   New Delhi-100001

No.  CHQ/POA/1-22/2017-18                                               Dated 16.07.18

Sub.   Drawal of increment  to the PS Group ‘B’ officers while placing at Level 9 of Pay Matrix corresponding to GP of Rs.5400/-.

Respected Sir,

With due regards, Postal Officer Association wishes to submit the following few lines for your kind information and sympathetically consideration:

1.        This association vide letter no. CHQ/POA/1-22/2017-18 dated 15.02.18 followed by reminders and agenda item apprised directorate about non fixture of pay of PS Group B officers at level 9 in the manner as prescribed in Rule 13 of CCS (RP) rules 2016 either on 1-1-2016 or on completion of 4 years of service in PS Group “B” to the officers promoted or joined after 1-1-2012. Sir, you will agree that denial of increment from one GP to other is arbitrary, illogical and against the fundamental right of any employee. This association and its members for the same are running from pillar to post for justice.

2.        Ministry of Finance F No. 26017/219/2016- Ad.II.A dated 10-4-2017 has already clarified to the revenue department that since 7th CPC recommended only normal replacement pay level for Superintendents so NFGP introduced on the basis of 6th CPC recommendation will continue under 7th CPC regime by replacing the pay structure of pay band and Grade Pay with the corresponding Pay Levels/ Cells in Pay Matrix. Hence the officers promoted and joined after 1-1-2012 and were getting GP of Rs.4800/- under MACP are fully eligible for fixture of pay at level 9 which is replacement of Rs.5400/-. Non grant of increment at level 9 even on completion of four years of service iscontrary to the claim of the 7th Pay Commission that increment rate of 3% is maintained, in the pay levels which is otherwise denied to our members irrationally.

3.        Recently office of Comptroller and auditor General of India New Delhi vide no. 04-staff (Appt.)/PCCell/022017 dated 9-7-2018 while granting non-functional GP of Rs. 5400/- (PB 2) i.e Pay level 9 of pay matrix to AAO/IA&AD has clarified that the benefit of pay fixation admissible as per rule 13 of CCS Revised Pay Rules 2016 shall be available at the time of grant of non-functional upgradation. But in case of PS Group B no such orders are being issued by our department which is discriminatory and unfair.

4.        The orders relating to drawal of increments are contained in a number of office circulars/orders issued from time to time and pay of employee is fixed subject to the condition that the difference between the lower pay and higher pay should be at least 3%Whereas in case of Group B officers the pay has been fixed at level nine with increase of less than 0.5%. Why this injustice to PS Group B officers?. It is not the fault of the employees but due to fault of understanding and not taking any decision for which our members are made to suffer without any fault.

5.        It is therefore urged to kindly intervene and issue orders to fix the pay of PS Group ‘B’ officer as given in fundamental rules by allowing one increment who have not given increment while placing in GP of Rs.5400/- as required under Rule 13 of CCS revised pay rules-2016 so that the members of the Association may not feel discriminated.

With warm regards

Yours sincerely,

Postal Officer Association

DOPT Master Circular on Probation / Confirmation in Central Services

28020/3/2018 – Estt.(C) 

Government of India 

Ministry of Personnel, Public Grievances & Pensions 

(Department of Personnel & Training) 


North Block, New Delhi 

Dated : 02nd July, 2018 




Subject : Master Circular on Probation / Confirmation in Central Services – reg 

The undersigned is directed to refer to this Department’s OM No 28020/1/2010 dated 21,07,2014 on the above subject and to say that guidelines / instructions regarding Probation and Confirmation have been issued from time to time. It is now proposed to farther consolidate these instructions to provide clarity and ease of reference. 


2, Below the Master Circular is finalised, it is furnish comments / views in this regard. if any by 16.07.2018 to the undersigned at the email address : 

(Surya Narayan Jha) 

Under Secretary to the Government of India 


No. 28020/3/2018-Estt(C)

Government of India

Ministry of Personnel, PG and Pension

Department of Personnel & Training

North Block, New Delhi

Dated   June, 2018

Subject: Master Circular on Probation/Confirmation in Central Service - Reg.

The undersigned is directed to refer to this Department's O.M. No. No. 28020/3/2010-Estt(C) dated 21.07.2014 wherein consolidated instructions on Probation/Confirmation where issued.

It has been decided to further consolidate the instructions/guidelines in relation to probation and confirmation as a Master Circular to provide clarity and ease of reference.  The Master Circular issued vide O.M. dated 21.7.2014 has been suitably updated as on date and the same is enclosed.  The list of O.Ms. issued till date is at Appendix.


(N. Sriraman)

Director (Establishment)




  1. A person is appointed on probation in order to assess his suitability for absorption in the service to which he has been appointed. Probation should not, therefore, be treated as a mere formality. No formal declaration shall be necessary in respect of appointment on probation. The appointing authority may declare successful completion, extend the period of probation or terminate the services of a temporary employee on probation, on the basis of evaluation of performance. 


  1. Probation is prescribed when there is direct recruitment, promotion from one Group to another or for officers re-employed before the age of superannuation. The probation shall stand successfully completed on issue of orders in writing. It is, however, not desirable that a Government servant should be kept on probation for long periods. 


  1. Instead of treating probation as a formality, the existing powers to discharge probationers should be systematically and vigorously used so that the necessity of dispensing with the services of employees at later stages may arise only rarely. 
  2. Concentration of attention on the probationer’s ability to pass the probationary or the departmental examination, if applicable, is essential part of the qualification for confirmation but not the most important part. There should be a very careful assessment of the outlook, character and aptitude for the kind of work that has to be done in the service before a probationer is confirmed. 


  1. A probationer should be given an opportunity to work under more than one officer during this period and reports of his work obtained from each one of those officers. The probation reports for the whole period may then be considered is fit to be confirmed in service. For this purpose, separate forms of report on the probationers should be used, which are distinct from the usual Annual Performance Appraisal Report (APAR) forms. The probation reports, unlike APAR, are written to help the supervising officer to concentrate on the special needs of probation and to decide whether the work and conduct of the officer during the period of probation or the extend period of probation are satisfactory enough to warrant his further retention in service or post. The probation reports thus do not serve the purpose for which the APARs are written and vice versa. Therefore, in the case of all probationers or officers on probation, separate probation reports should be written in addition to the usual APARs for the period of probation. 


  1. Save for exceptional reasons, probation should not be extended for more than a year and in no circumstance an employee should be kept on probation for more than double the normal period. 


  1. A probationer, who is not making satisfactory progress, should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement. This can be done by giving him a written warning to the effect that his general performance has not been such as to justify his confirmation and that, unless he showed substantial improvement within a specified period, the question of discharging him would have to be considered. Even though this is not required by the rules, discharge from the service being a server, final and irrevocable step, the probationer should be given an opportunity before taking the drastic step of discharge. 


  1. During the period of probation, or any extension thereof, candidates may be required by Government to undergo such courses of training and instructions and to pass examinations, and tests (including examination In Hindi) as Government may deem fit, as a condition to satisfactory completion of the probation. 




  1. In all cases of direct recruitment there should be a mandatory induction training of at lest two weeks duration. Successful completion of the training may be made a pre-requisite for completion of probation. The syllabus for the training may be prescribed by the Cadre authorities and the Training Division of DOPT can be consulted, if required. The recruitment rules for all posts, wherever such a provision does not already exist, may be amended to provide for such mandatory training. Till such time as the Recruitment Rules are amended, a clause on the above lines may be included in the offer of appointment. 




  1. The period of probation is prescribed for different posts/services in Central Government on the following lines: 



Method of appointment

Period of probation



Promotion from one grade to another but within the same group of posts e.g. from Group ‘C’ to Group ‘C’.

No probation.


Promotion from one Group to another e.g. Group ‘B’ to Group ‘A’

2 years or the period of probation prescribed for the direct recruitment to the post, if any.



(I) For direct recruitment to posts except clause (ii) below
(ii) For direct recruitment to posts *carrying a Grade Pay of Rs. 7600 or above or to the posts to which the maximum age limit is 35 years or above and where no training is involved, Note: Training includes on the job or ‘Institution training”

2 years
1 year


Officers re-employedbefore the age of superannuation

2 years


Appointment on contract basis, tenure basis, re-employment after superannuation and absorption

No probation




If a Government servant is appointed to another post by direct recruitment either in the same department or a different department, it may be necessary to consider him for confirmation in the new post in which he has been appointed by direct recruitment irrespective of the fact that the officer was holding the earlier post on a substantive basis. Further confirmation in the new entry grade becomes necessary because the new post may not be in the same line or discipline as the old post in which he has been confirmed and the fact that he was considered suitable for continuance in the old post (which was the basis for his confirmation in that post) would not automatically make him suitable for continuance in the new post the Job requirements of which may be quite different from those of the old post. 




(i) Persons who are inducted into a new service through promotion shall also be placed on probation but there shall be no probation on promotion from one grade to another but within the same group of posts, except when the promotion involves a change in the Group of posts in the same service, e.g. promotion from Group ‘B’ to Group ‘A’ in which case the probation would be for the prescribed period. 


(ii) If the recruitment rules do not prescribe any probation, an officer appointed on regular basis (after following the prescribed DPC procedure, etc.) will have all the benefits that a person confirmed in that grade would have. 




There shall be no probation in the cases for appointment on contract basis, tenure basis, re-employment after superannuation and absorption. 




  1. A person appointed to a post on probation shall be entitled to leave under the rules as a temporary or a permanent Government servant according as his appointment is against a temporary or a permanent post. Where such person already holds a lien on a permanent post before such appointment, he shall be entitled to leave as a permanent Government servant. 


  1. The period of joining time availed of by a probationer on return from leave should be counted towards the prescribed period of probation if but for the leave, he would have continued to officiate in the post to which he was appointed. 


  1. If, for any reason, it is proposed to terminate the services of a probationer, any leave which may be granted to him shall not extend – 
  • (i) Beyond the date on which the probation period as already sanctioned or extended expires, or 
  • (ii) Beyond any earlier date on which his services are terminated by the orders of an authority competent to appoint him. 



  1. If during the period of probation, a probationer has not undergone the requisite training course or passed the requisite departmental examinations prescribed (proficiency in Hindi, etc.), if any, the period of probation may be extended by such period or periods as may be necessary, subject to the condition that the total period of probation does not exceed double the prescribed period of probation. 


  1. The Appointing Authority may, if it so thinks fit, extend the period of probation of a Government servant by a specified period but the total period of probation does not exceed double the normal period. In such cases, periodic reviews should be done and extension should not be done for a long period at one time. 


  1. Where a probationer who has completed the period of probation to the satisfaction of the Central Government is required to be confirmed, he shall be confirmed in the Service/Post at the end of his period of probation, having been completed satisfactorily. 


  1. Some employees are not able to complete the probation on account of availing leave for long duration during probation period. In such cases if an employee does not complete 75% of the total duration prescribed for probation on account of availing any kind of leave as permissible to a probationer under the Rules, his/her probation period may be extended by the length of the Leave availed, but not exceeding double the prescribed period of probation. 




18.The decision whether an employee should be confirmed or his probation extended should be taken soon after the expiry of the initial probationary period, that is within six to eight weeks, and communicated to the employee together with the reasons in case of extension. A probationer who is not making satisfactory progress or who shows himself to be inadequate for the service in any way should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement. 


  1. On the expiry of the period of probation, steps should be taken to obtain the assessment reports on the probationer to:- 
  • i. Confirm the probationer/issue orders regarding satisfactory termination of probation, as the case may be, if the probation has been completed to the satisfaction of the competent authority; or 
  • ii. Extend the period of probation or discharge the probationer or terminate the services of the probationer as the case may be, in accordance with the relevant rules and orders, if the probationer has not completed the period of probation satisfactorily. 
  1. In order to ensure that delays do not occur in confirmation, timely action must be initiated in advance so that the time limit is adhered to. 


  1. If it appears to the Appointing Authority, at any time, during or at the end of the period of probation that a Government servant has not made sufficient use of his opportunities or is not making satisfactory progress, the Appointing Authority may revert him to the post held substantively by him immediately preceding his appointment, provided he holds a lien thereon or in other cases may discharge or terminate him from service. 


  1. A Probationer reverted or discharged from service during or at the end of the period of probation shall not be entitled to any compensation. 




  1. If, during the period of probation or any extension thereof, as the case may be Government is of the opinion that an officer is not fit for permanent appointment, Government may discharge or revert the officer to the post held by him prior to his appointment in the service, as the case may be. 


  1. Confirmation will be made only once in the service of an official which will be in the entry grade post/service/cadre provided further confirmation shall be necessary when there is fresh entry subsequently in any other post/service/cadre by way of direct recruitment or otherwise. Confirmation is de linked from the availability of permanent vacancy in the grade. In other words, an officer who has successfully completed the probation, as prescribed under relevant rules, may be considered for confirmation. A specific order of confirmation will be issued when the case is cleared from all angels. 


  1. On satisfactory completion of the period of probation or extension thereof, the Government may confirm a temporary Government servant to his appointment from the date of completion of the period of his probation or extension thereof. 


  1. The date from which confirmation should be given effect to is the date following the date of satisfactory completion of the prescribed period of probation or the extended period of probation, as the case may be. The decision to confirm the probationer or to extend the period of probation as the case may be should be communicated to the probationer normally within 6 to 8 weeks.Confirmation of the probationer after completion of the period of probation is not automatic but is to be followed by formal orders. As long as no specific orders of confirmation or satisfactory completion of probation are issued to a probationer, such a probationer shall be deemed to have continued on probation. 


  1. Where probation on promotion is prescribed, the appointing authority will on completion of the prescribed period of probation .assess the work and conduct of the officer himself and in case the conclusion is that the officer is fit to hold the higher grade, he will pass an order declaring that the person concerned has successfully completed the probation. if the appointing authority considers that the work of the officer has not been satisfactory or needs to be watched for some more. time he may revert him to the past / service/cadre from which he was promoted, or extend the period of probation. as the case may be. 


  1. Since there will be- no confirmation on promotion before an official is declared to have completed the probation satisfactorily, rigorous screening of his performance Should be made and there should be no hesitation to revert, a person to the post or grade from which he was promoted if the work of the officer during probation has not been satisfactory. 


  1. A Government servant appointed by transfer would duly have been confirmed in the earlier post. fir such a case further confirmation in the new post would not be necessary and he could be treated as permanent in the new post Where. however, a Government servant who has nut already been confirmed in the old. post is appointed by transfer, if would be necessary to confirm him in the new post in such cases, he may be considered for confirmation after watching him for two years. Within that period of two years, the officer would earn two reports in the new grade and the DPC may consider his case for confirmation on the basic of these APARs. 

Railway Order - Incentive Scheme for Railway Employees

Railway Order

No.2018/Transf.Cell/MR Dash Board/Motivation

The General Manager,All Indian Railways/PUs,NF(con), CORE
The DG/RDSO/Lucknow,DG/NFIR/Vadodara

Sub: Incentive Scheme for Railway Employees
Ref: (i) This office letter of even No.dated 27.12.2017
(ii) Presentation made to the Board on 06.03.2018
(iii) This office letter of even No. dated 23.03.2018

Pursuant to the presentation made by the GM/NWR to full Board on 06.03.2018, recommendations of the Committee have been considered by the Board (ME,MT,MS,FC,CRB) Following key recommendations have been approved by CRB.

1. At the time of exercising option for fixation of pay the employee shall be provided with two options for calculation of pay so that he is able to pick up the best. As the employee would be exercising the option in a more informed manner, a wider window be provided to them, if they seek to change the option, and Master Circular for the pay fixation should be suitably amended.

2. Zonal Railways can consider providing accommodation (not leased) strictly for family of field level staff at a nodal station generally within 50-100 kms of the way side station where he or she is posted. The Zonal Railway may chose the nodal station on their own where they want to operate this scheme as per feasibility and allot vacant quarters at the nodal stations on the first come fist serve basis. If required some of the way side station quarters can be converted into transit camp or dormitories at the discretions of Zonal Railways. This would alleviate a major concern of out field staff who face problems on this account. GM’s may take necessary action based on the above.

3. It would be better to provide resting facility with toilets at manned level crossings for use by the trackmen and other field staff. This facility can be a temporary structure made up of porta cabins and be provided within the sanctioned budget of the Zonal Railways.

4. All other items which are apparently of general nature may be taken up as a pilot project by GM/NWR for which he is being fully authorized. The result of the pilot project be sent to Board for further action.

Concerned Directorates will issue necessary detailed instructions in respect of items at 1,2 & 3 above in particular and other items listed in the Annexure wherever necessary.

This issues with the concurrence of Associate Finance of Transformation Cell.

Executive Director