Wednesday, April 24, 2019

India Post: The network serves functions outside the remit of private competition

The postal network serves a wide-range of functions that is outside the remit of its private sector competitors
The post office, from time to time, is assigned work beyond its original remit.

The article, ‘India Post losses touch Rs 15,000 crore in FY 19; Replaces Air India, BSNL as biggest loss- making PSU,’ published in the Financial Express dated April 15, 2019, incorrectly places the Post Office, a department of the Government of India as a PSU. The balance sheet of the department also shrouds some public policy dilemmas of financing universal service obligations of the government.

Indeed, 90% of the cost of the department is on human resources. In large measure, this stems from the mandate of the postal service in India—physical delivery of basic mail and financial services at each and every door step of the country irrespective of cost. This requires maintaining a network of 155,531 post offices of which 1,39,882 are in rural areas, 1,84,417 full time departmental employees and 2,49,000-part time Gramin Dak Sewaks. Interestingly, at 561 Group A officers, the Indian Postal Service has possibly the most compact officialdom for the size of its network and operations.

It is often passed over that a letter is not delivered at the doorstep in every country of the world. For the record in 2017-18, 634.61 crore mail articles and 659 lakh money orders were delivered. Should India discontinue this and call upon people residing in unremunerated service zones to collect their mail from the nearest post office?

As a department of the government of India, the salary of the employees of the post office is on a par with other government employees. Should post office employees be paid lower wages than their counterparts in other departments? A petition was made before the Pay Commission some years ago that the salary of the postman should be on a par with that of the beat constable. The plea was that both did comparable work. Like the beat constable the postman has a defined beat, like the constable s/he is required to patrol the beat every day and like the constable s/he must visit every doorstep on a need basis. The plea was accepted and the postman started getting the same salary as a beat constable. Who is more visible to the residents a postman or the constable, who services them more often, who do we want to pay more or less?

The post office runs arguably the oldest and the largest bank in India which has 37.40 crore accounts with outstanding balance of Rs 722482.08 crore. Unlike a PSU bank, the post office does not retain or leverage these deposits; they are all appropriated by the government. The post office is remunerated on a cost basis. It also provides life insurance to 1.36 crore policy holders. Despite a nationwide banking and insurance network, why do more people still choose to keep deposits with the post office than any other bank in the country? Should this facility be withdrawn to cut costs?

The popular services provided by the post office include delivery of post cards, inland letters, envelopes, parcels, packets, books and newspapers as also financial services like money orders, savings accounts, and life insurance to name a few. Who are the people using these services in the information age with easy access to online communication and financial services? Should these users be made to pay more by rationalising tariff so that the tax payers pay less to subsidise the post office?
In 2015, the C&AG of India carried out a study of courier services in India and found that while private couriers delivered 90% of letters, Speed Post delivered 99% letters entrusted to it. In major cities, the Speed Post delivered 99% of letters in 1-9 days while the private couriers delivered up to 92% in the same period. In a report tabled in the Parliament, the official auditor said the performance of Speed Post was better not only at local and major city levels but also at the village and tehsil levels. There are 19,100 pin codes in India. The private couriers service approximately 6,500. Should the post office also restrict packet and parcel delivery to remunerative ones or serve the entire country, remote and inaccessible areas included?

The post office, from time to time, is assigned work beyond its original remit. At some point, it dispensed quinine to fight malaria, contraceptives to support smaller families. More recently, it hosts Aadhaar enrolment and update centres as well as Pasport Sewa Kendras. During demonetisation, the post office accepted deposits of Rs 45,650 crore and facilitated withdrawals of Rs 12,247 crore. During natural calamities, it acts as the first point of Disaster Management. Should the utility of the post office be judged by its balance sheet only?

Globally, since mid-1980s, there is trend to corporatise the post office, some have even been privatised. Interestingly, the USA, the mecca of capitalism has continued to run the United States Postal Service as a department of the federal government. The strategic reason for doing so is that, at the end of the day, the federal government must have a touch point with the citizen and the post office is the most appropriate agency to maintain such a physicality. Is the post office merely a service provider or also a strategic arm of the Government of India?

It is widely recognised that the post office is the only arm of the government, central or state that is traditionally service- rather than power-oriented. Do we want to cut it to size, do we want to privatise it or corporatise it into a PSU?

As for the flab it carries alongside mail, good wishes, trust and faith, the postal service is happy to receive suggestions to trim them and act upon them. It thanks this newspaper for the time and attention given to it.
Source : https://www.financialexpress.com/

Easy way to remember Civil Procedure Code in a Minute for IPO Examination

One small imagination about civil procedure code definition. ( how to memory). Try to understand what I am saying in your mother tongue. 
[Thanks to Tamizharasan]
Image result for shortcut
One Young boy wear court suit (1.CODE) and go to college for Degree purpose ( 2 . DECREE). After college he became a degree holder ( 3.DECREE HOLDER). 

After that he return to his village ( 4. DISTRICT). Then he went to foreign for earning purpose ( Andaman). In that place he made some illegal business. So he meet court. ( 5 . FOREIGN COURT). so judge give judgement ( 6. FOREIGN JUDGEMENT).. 

After get punishment he need advocate ( 7. GOVERNMENT PLEADER). He suggest will appeal in High court ( 7A HIGH COURT) which is located in Kolkatta ( 7B INDIA). 

In that court also judge ( 8. JUDGE) give his punishment ( 9.JUDGEMENT). Then debtor ( 10.JUDGEMENT DEBTOR). after that he asked his family ( 11. LEGAL REPRESENTATIVES) to save his life against court proceedings. So they are collect his business activities, Amount, property etc. (12 MEANS PROFIT). & (13. PROPERTY). and then produce their evidence to court . 

After analysis court issue order and meet his advocate) ( 14. ORDER, 15 PLEADER). HE said some procedures and iedas ( 16. PRESCRIBED). As per pleader instructions family members meet higher officials like, officer, judge, gazatted officer ( 17. PUBLIC OFFICER). 

They replied as can't do nothing because it is ( 18 RULE) so sale his illegal property ( 19. SHARE). and get in to government account ( 20. SIGNED).. 


Its my imagine only.. Like this way u will memory. Never forget in your life time. This is a short cut to remember only for exam purposes.


Definitions are 

1. CODE

2. DECREE

3. DECREE HOLDER 

4. DISTRICT

5. FOREIGN COURT

6. FOREIGN JUDGEMENT

7. GOVERNMENT PLEADER

7A. HIGH COURT 

7B INDIA

8. JUDGE

9. JUDGEMENT

10.JUDGEMENT DEBTOR

11 LEGAL REPRESENTATIVES

12. MEANS PROFIT

13. PROPERTY

14. ORDER

15. PLEADER 

16.PRESCRIBED

17. PUBLIC OFFICER

18. RULES

19. SHARE

20. SIGNED.

IP Examination Materials : Tribal area

The areas specified in Parts I, II, II-A, III of the areas within the State of Assam, the State of Meghalaya, State of Tripura and the State of Mizoram
Some controversies are noticed in the above answer please reconfirm it once again before entering into Examination. If any knows the answer please comment in the below comment box or email to potools1@gmail.com


All the very best for IP Aspirants 👍👍👍👍👍👍👍👍

Important DOP Orders dated 23/04/2019

Incentive for acquiring fresh higher qualifications, in the 7th CPC Scenario

Incentive for Acquiring Fresh Higher Qualifications in the 7th CPC Scenario

Office of the Principal Controller of Accounts (Fys) published an important office order regarding the incentive for acquiring higher qualifications as per 7th CPC
SI. No. Qualification Amount (Rs)
1. Ph.D. Or Equivalent 30,000
2. PG Degree/Diploma Of Duration More Than One Year, Or Equivalent. 25,000
3. PG Degree/Diploma Of Duration One Year Or Less, Or Equivalent. 20,000
4. Degree/Diploma Of Duration More Than Three Years, Or Equivalent. 15,000
5. Degree/Diploma Of Duration Three Years Or Less, Or Equivalent. 10,000

7th CPC Incentive for Acquiring Fresh Higher Qualifications – DoPT Orders dt.15.3.2019

Incentive for acquiring fresh higher qualifications, in the 7th CPC Scenario


No. 1/5/2017-Estt (Pay-I)
Government of India
Ministry of Personnel,
Public Grievances & Pensions
(Department of Personnel & Training)


North Block, New Delhi
Dated the 15th March, 2019

OFFICE MEMORANDUM

Subject: Incentive for acquiring fresh higher qualifications, in the 7th CPC Scenario – reg

Central Government Servants acquiring fresh higher qualifications after coming into service are granted incentive in the form of one-time lump-sum amount ranging from Rs.2000/- to Rs.10,000/-, as provided in this Department’s OM No. 1/2/89-Estt.(Pay-l) dated 09.04.1999 and other related OMs.

2. The 7th CPC has reviewed the rates of incentive presently available to employees on this account in addition to pay, and have suggested their rationalization and simplification in Para 8.9.11 to 8.9.14 of their report.

3. Ministry of Finance, Department of Expenditure (DOE) Resolution No. 1-2/2016-IC dated 25.07.2016 vide Para 7 provided that the matter regarding allowances (except Dearness Allowance) based on the recommendations of the 7th CPC shall be referred to a Committee under the Chairmanship of Finance Secretary, and until a final decision thereon, all allowances including this incentive were required to be paid at the existing rates in the existing pay structure (the pay structure based on 6th CPC) as if the pay has not been revised w.e.f. 1st January, 2016.

4. The decision of the Government on various allowances based on the recommendations of the 7th CPC and in the light of the recommendations of the Committee under the Chairmanship of Finance Secretary has been issued as per the Resolution No. 11-1/2016-IC dated 06.07.2017 of DOE.

5. The President is pleased to decide that in supersession of all the existing orders/OMs/instructions/guidelines on the subject of granting incentive for acquiring fresh higher qualifications, the following one-time lump-sum rates as incentive for acquiring fresh higher qualification by a Government employee shall be permissible for courses in fields that are directly relevant to the employee’s job.
SI. No. Qualification Amount (Rs)
1. Ph.D. Or Equivalent 30,000
2. PG Degree/Diploma Of Duration More Than One Year, Or Equivalent. 25,000
3. PG Degree/Diploma Of Duration One Year Or Less, Or Equivalent. 20,000
4. Degree/Diploma Of Duration More Than Three Years, Or Equivalent. 15,000
5. Degree/Diploma Of Duration Three Years Or Less, Or Equivalent. 10,000

6. Professional courses directly relevant to the functional requirement of the Organization/Ministry/Department but not covered by any one of the categories mentioned in para 5 above, shall be notified specifically under SI. No. 4 or S of para 5 above, by the concerned Ministry/Department in consultation with their respective IFD.

7. Ministries/Departments are free to choose courses on their own. However, the grant of incentive in respect of above qualifications will be subject to the fulfillment of the criteria laid down in para 8 below. The grant of incentive for the qualifications listed above shall be considered by the administrative authorities in consultation with their lFD and necessary orders shall be issued after ensuring that the criteria laid down in para 8 below are fulfilled.

8. Criteria/guidelines for granting incentive for acquiring fresh higher qualifications, in the 7th CPC Scenario, are as under:

8.1. The incentive will not be available for the qualifications which are laid down as essential or desirable qualifications in the recruitment rules for the post.

8.2. No incentive shall be allowed for acquiring higher qualification purely on academic or literary subjects. The acquisition of the qualification should be directly related to the functions of the post held by him/her, or to the functions to be performed in the next higher post. There should be direct nexus between the functions of the post and the qualification acquired and that it should contribute to the efficiency of the government servant.

8.3. The quantum of incentive will be uniform for all posts, irrespective of their classification or grade or the department.

8.4. The incentive shall not be admissible where the government servant is sponsored by the government or he/she avails study leave for acquiring the qualification.

8.5. The incentive would be given only for higher qualification acquired after induction into service.

8.6. No incentive would be admissible if an appointment is made in relaxation of the educational qualification. No incentive would be admissible if employee acquires the requisite qualification for such appointment at a later date.

8.7. The qualifications meriting grant of incentive should be recognized by University Grants Commission, respective regulatory bodies like AICTE, Medical Council of India, etc. set up by Central/State Government or recognized by the Government.

8.8. The incentive shall be limited to maximum two times in an employee’s career, with a minimum gap of two years between successive grants.

8.9. The Government servant should prefer the claim within six months from the date of acquisition of the higher qualification.

9. The incentive as per this OM will be admissible for above qualifications acquired on or after 01.07.2017

10. Government Servants, who have acquired the fresh higher qualification on or after 01.07.2017 till the date of issuance of this OM, may also claim these incentives within six months from the date of issuance of this OM.

11. Insofar as the persons working in the Indian Audit and Accounts Department are concerned, these orders issue in consultation with the Comptroller and Auditor General of India.

12. Hindi Version will follow.

sd/-
(Bajeev Bahree)
Under Secretary to the Government of India

GPF benefit to the employees who are governed under the NPS scheme recruited on or after 1-1- 2004

GPF benefit to the employees who are governed under the NPS scheme recruited on or after 1-1- 2004

No.NC-JCM-2019/Pension/NPS 
April 23 , 2019

The Secretary
Government of India
Department of Pension and Pensioners welfare
3rd Floor, Lok Nayak Bhawan.
Khan Market, New Delhi.

Sir,
Sub : GPF for those who have been recruited on or after 1-1-2004.

Ref : Item No. 5 of the agenda point discussed in the 47th meeting of National Council (JCM) held under the Chairmanship of Cabinet Secretary on 13th April 2019.

You are aware that the Staff side of the National Council JCM is repeatedly demanding for withdrawing the NPS and re introduce the defined Guaranteed pension scheme under the CCS (Pension) Rules 1972 to the employees who have been recruited on or after 1-1-2004. However pending the same the staff side has represented for extending the benefit of GPF for those employees who have been appointed on or before 1-1-2004 and governed under NPS on an optional basis. In the 47th National Council JCM meeting held on 13-4-2019, the Staff side reiterated their demand and requested that the GPF scheme may be extended to the NPS employees who opt for the same as an additional saving benefit. The Cabinet Secretary desired that the demand of the Staff Side may be considered favorably. Your good self has also assured that the demand of the Staff side would be considered and decision taken at the earliest.


In view of the above we submit the following justification for extending the GPF benefit on optional basis to the employees who are governed under the NPS scheme.

The advantage of GPF to the employees is as follows:

(1) The interest rate for GPF accumulation is 8% as on date.
(2) Advances from GPF is permissible for the following purposes.
Illness of self, family members or dependants.
Education of family members or dependant of the subscriber. Education will include primary, secondary and higher education, covering all streams and educational institutions.
Obligatory expenses, viz. betrothal, marriage, funerals or other ceremonies.
Cost of legal proceedings
Cost of defence
Purchase of consumer durables
Pilgrimage and visiting places of eminence. This will include any travel and tourism related activities.

(3) Apart from the advances as mentioned above GPF subscribers are entitled for withdrawals from GPF for the following purposes.

(i) Education : This will include primary, secondary and higher education covering all streams and institutions.
(ii) Obligatory expenses, viz. betrothal, marriage, funerals, or other ceremonies of self or family members and dependants.
(iii) Illness of self, family members or dependents.
(iv) Purchase of consumer durables.
(v) Housing including building or acquiring a suitable house or a ready built flat for his residence.
(vi) Repayment of outstanding housing loan.
(vii) Purchase of house site for building a house.
(viii) Constructing a house on a site acquired.
(ix) Reconstructing or making additions on a house already acquired.
(x) Renovating, additions or alterations of ancestral house.
(xi) Purchase of motor car/ motor cycle/ scooter etc. or repayment of loan already taken for the purpose.
(xii) Extensive repairs / overhauling of motor car.
(xiii) Making deposit to book a motor car / motor cycle / scooter, moped, etc

Apart from the above tax deduction under section 80C is also available. Annual statements will be issued on the 1st of April every year.

From the above it is amply clear that the GPF is more advantages to the employees than the Tier-II scheme of NPS. Therefore as stated by the staff side in the National Council JCM meeting held on 13 -4-2019 it is once again reiterated that the GPF scheme may be extended to the willing NPS employees who opt for the same. Necessary orders in this regard may please be issued at the earliest.


A copy of your instructions may please be endorsed to this Office.

Thanking you
Yours faithfully,
(Shiva Gopal Mishra)
Secretary

Annual Performance Appraisal Report – DOPT instructions

Annual Performance Appraisal Report – APAR – Procedures and DOPT Brochure

Annual Performance Appraisal Report – APAR – Procedures and DOPT Brochure










APAR – Frequently Asked Questions

(i) Since when the entire remarks in the APAR is being conveyed to the officer reported upon for representation, if any ?
Answer — From the report for 2008-09 onwards. 
(ii) On the basis of representation submitted for upgrading the grading in the ACR/APAR under OM dated 13.4.2010, can a review DPC be convened if the Competent Authority upgrades the grading to the benchmark level ?
Answer — The O.M. No. 21011/1/2010-Estt.A dated 13.4.2010 does not envisage any review DPC and it is concerned with future DPCs only to be held after the date of issue of the O.M.

(iii) What are the time schedule for completion of various processes in the APAR ?
Answer— Annexure—III to O.M. No. 21011/1/2005-Estt. (A) (Pt-II) dated 23rd July, 2009 refers. This O.M. is available in this Department’s website.[see below]
***
Source: http://persmin.gov.in

Introduction of APAR – DOPT instructions in O.M. No. 21011/1/2005-Estt. (A) (Pt-II) dated 23rd July, 2009

No. 21011/1/2005-Estt (A) (Pt-II)
Government of India
Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)

North Block, New Delhi, 23rd July, 2009
OFFICE MEMORANDUM
Subject:- Preparation and maintenance of Annual Performance Assessment Reports (APAR).
The undersigned is directed to invite the attention of the Ministries/Departments to the instructions contained in this Department’s O.M. No. No. 21011/02/2009-Estt.(A) 16/02/2009 and O.M. of even umber dated 14.05.2009 on the subjects of timely preparation and proper maintenance of APAR and making the APAR transparent for representation for upgradation, if any, by the officer reported upon. The matter of preparation and maintenance of APAR has been further reviewed in this Department keeping in view the system in this regard in respect of All India Services (AIS) and the undersigned is directed to convey the following decisions:-

(i) All cadre authorities shall include a box in the APAR for reflecting by the reporting officer the pen picture of the officer reported upon where the reporting officer will be required to indicate his comments on the overall qualities of the officer including areas of strengths and lesser strength and his attitude towards the weaker sections. A column will also be added in the section relating to the reviewing authority for giving the reviewing authority’s remarks on the pen picture reflected by the reporting officer. There will be no other separate column in the APAR for overall assessment apart from the pen picture.


(ii) A provision may be made in the APAR in the relevant section for remarks by the reviewing officer to indicate specifically the differences, if any, with the assessment made by the reporting officer, and the reasons therefor.

(iii)Numerical grading are to be awarded by reporting and reviewing authorities for the quality of work output, personal attributes and functional competence of the officer reported upon. These should be on a scale of 1-10, where 1 refers to the lowest grade and 10 to the highest. The guidelines given in Annexure-I shall be kept in mind while awarding numerical gradings.

(iv)The format for the purpose of numerical grading in the three areas of work output, assessment of personal attributes and assessment of functional competency is in Annexure-II. For Group ‘B’ and ‘C’ officials however, suitable changes may be made by the concerned cadre authorities in the items of assessment as per functional requirements of the job and the next promotional post for them. The overall grade on a score of 1-10 will be based on 40% weightage on assessment of work output, and 30% each for assessment of personal attributes and functional competency. The overall grading will be based on addition of the mean value of each group of indicators in proportion to weightage assigned.

(v) Wherever ‘accepting authority’ has been prescribed in the existing system in the cadre, columns may also be provided for such authority to give his comments on the remarks of the reporting/reviewing authority and details of difference of opinion, if any, with reasons for the same. In such cases, the accepting authority will also give overall grade on a score of 1-10.

(vi) A schedule for completion of all activities relating to the APAR is given in Annexure-III.

2. The above provisions would be applicable for the APAR from the reporting year 2009-10 onwards. The concerned authorities may accordingly make necessary changes in the APAR format for numerical grading to be given by reporting and reviewing officer. This O.M. does not in any way affect the part to be filled in by the officer reported upon and other existing columns in the APAR format like attitude towards SC/ST/OBC, relations with public (wherever applicable), integrity, training requirement etc. for descriptive remarks.

3. All Ministries/Departments are requested to bring to the notice of all the offices under them for strict implementation of the above instructions.
sd/-
(C.A. Subramanian)
Director
  

Annexure-I

Guidelines regarding filling up of APAR with numerical grading
(i) The columns in the APAR should be filled with due care and attention and after devoting adequate time.

(ii) It is expected that any grading of 1 or 2 (against work output or attributes or overall grade) would be adequately justified in the pen-picture by way of specific failures and similarly, any grade of 9 or 10 would be justified with respect to specific accomplishments. Grades of 1-2 or 9-10 are expected to be rare occurrences and hence the need to justify them. In awarding a numerical grade the reporting and reviewing authorities should rate the officer against a larger population of his/her peers that may be currently working under them.

(iii) APARs graded between 8 and 10 will be rated as ‘outstanding’ and will be given a score of 9 for the purpose of calculating average scores for empanelment/promotion.

(iv) APARs graded between 6 and short of 8 will be rated as ‘very good’ and will be given a score of 7.

(v) APARs graded between 4 and 6 short of 6 will be rated as ‘good’ and given a score of 5.

(vi) APARs graded below 4 will be given a score of zero.
Annexure II

Assessment of work output (weightage to this Section would be 40%)

Reporting
Authority
Reviewing
Authority
Initial of
Reviewing
Authority
i)Accomplishment of planned work/work allotted as per subjects allotted

ii) Quality of output
iii) Analytical ability
(iv)Accomplishment of exceptional work / unforeseen tasks performed
Overall Grading on ‘Work Output’
.

Assessment of personal attributes (weightage to this Section would be 30%)
Reporting

Authority
Reviewing

Authority
Initial of

Reviewing
Authority
i) Attitude to work
ii) Sense of responsibility
iii) Maintenance of Discipline
iv) Communication skills
v) Leadership qualities
vi) Capacity to work in team spirit
vii) Capacity to work in time limit
viii) Inter-personal relations
Overall Grading on personal attributes

Assessment of functional competency (weightage to this Section would be 30%)
Reporting

Authority
Reviewing

Authority
Initial of

Reviewing
Authority
i) Knowledge of Rules / Regulations

/Procedures in the area of function and
ability to apply them correctly.
ii) Strategic planning ability
iii) Decision making ability
iv) Coordination ability
v) Ability to motivate and develop
subordinates
Overall Grading on functional
competency

Annexure-III

 Time schedule for preparation/completion of APAR

(Reporting year- Financial year)
S.No. Activity Date by which to be completed
1. Distribution of blank APAR

forms to all concerned (i.e., to
officer to be reported upon where
self-appraisal has to be given and
to reporting officers where self-
appraisal is not to be given)
31st March.

(This may be completed even a week earlier).
2. Submission of self-appraisal to

reporting officer by officer to be
reported upon (where applicable).
156 April.
3. Submission of report by reporting

officer to reviewing officer
30th June
4. Report to be completed by

‘Reviewing Officer and to be sent
to Administration or CR
Section/Cell or accepting
authority, wherever provided.
31st July

.
5. Appraisal by accepting authority,

wherever provided
31st August
6. (a) Disclosure to the officer

reported upon where there is no
accepting authority
(b) Disclosure to the officer
reported upon where there is
accepting authority
(a) 01st September

(b) 15th September
7. Receipt of representation, if any,

on AFAR
15 days from the date of receipt of

communication
8. Forwarding of representations to

the competent authority
(a) where there is no accepting
authority for APAR
(a) where there is accepting
authority for APAR
(a) 21st September

(b) 06th October
9. Disposal of representation by the

competent authority
Within one month from the date of receipt of

representation.
10. Communication of the decision of

the competent authority on the
representation by the APAR Cell
15th November
11. End of entire APAR process, after

which the APAR will be finally
taken on record
30th November