The
Pay Review Committee after detailed deliberations has made the following recommendations
about various aspects of revision of pay and allowances, service and working conditions
of teachers, Librarians, Directors of Physical Education and other Academic Staff
in colleges and universities recognized by the University Grants Commission.
I.
New Nomenclature for various teaching posts
Assistant
Professor for Lecturer
Assistant
Professor (Senior Scale) for Lecturer (Senior Scale)
Assistant
Professor (Selection Grade) for Lecturer (Selection Grade)
Associate
Professor for Associate Professor
Senior
Associate Professor New Position
Professor
for Professor
Senior
Professor New Position
Professor
of Eminence New Position
II.
New Scales of Pay and Allowances
EXISTING
AND PROPOSED SCALES OF PAY FOR
UNIVERSITY
AND COLLEGE TEACHERS
| A. POSTS SPECIFIC TO UNIVERSITIES |
| | CATEGORY | EXISTING PAY SCALE | NEW PAY BAND | GRADE PAY |
| 1 | Assistant
Professor | 8000- 275-13500 | 15600
– 39100 | 6600 |
| 2 | Assistant
Professor (Senior
Scale) | 10000
– 325 – 15200 | 15600
– 39100 | 7200 |
| 3 | Assistant
Professor (Selection
Grade)/ Associate
Professor | 12000
-420 – 18300 | 15600
- 39100 | 8000 |
| 4 | Professor | 16400-450-20900-500-22400 | 37400
- 67000 | 11000 |
| 5 | Senior
Professor | New
Post Proposed | 37400 - 67000 | 12000
|
| 6 | Pro-VC | 18400—500-22400. | 37400-67000 Plus 4 Adv increments | 12000 |
| 7 | Professor
of Eminence | New
Post Proposed | 80000
(fixed) | Nil |
| 8 | Vice
– Chancellor | 25000
(Fixed) | 80000
(Fixed) | Nil |
| 9 | Librarian/Director
of PE | 16400-450-20900-500-22400 | 37400-67000 | 11000 |
| 10 | Deputy
Librarian/Deputy Director of PE | 12000-420-18300 | 15600-39100 | 8000 |
| 11 | Asstt.
Librarian (Sr. Scale)/ Asstt Director of PE (Sr. Scale) | 10000-15200 | 15600-39100 | 7200 |
| 12 | Asstt
Librarian/ Asstt
Director PE/Sports Officer/Physical Instructor | 8000-275-13500 | 15600-39100 | 6600 |
| B.
POSTS SPECIFIC TO COLLEGES |
| 1 | Assistant
Professor | 8000-
275-13500 | 15600
– 39100 | 6600 |
| 2 | Assistant
Professor (Senior
Scale) | 10000
– 325 – 15200 | 15600
– 39100 | 7200 |
| 3 | Assistant
Professor (Selection
Grade)/ Associate
Professor | 12000
-420 – 18300 | 15600
- 39100 | 8000 |
| 4 | Senior
Associate Professor | New
Post Proposed | 37400
– 67000 | 8700 |
| 5 | Professor
in PG Colleges | New
Post Proposed | 37400
- 67000 | 11000 |
| 6 | a.
Principal of UG College b.
Principal of PG College | 12000-18300 16400-450-20900-500-22400 | 37400-67000 Plus 2 Adv increments. 37400-67000 Plus 2 Adv increments | 8700 11000 |
| 7 | College
Librarian / Director
of PE/ Sports
Officer/ PI | 8000-13500 | 15600-39100 | 6600 |
| 8 | College
Librarian/ Director
PE (Senior Scale) | 10000-15200 | 15600-39100 | 7200 |
| 9 | College
Librarian(S.G)/ Director of Physical Education (SG) | 12000-18300 | 15600-39100 | 8000 |
| 10 | *Senior College Librarian (Selection Grade)Senior
College DPE (Selection Grade) | New
Post Proposed | 37400-67000 | 8700 |
| *
The eligibility condition for promotion for this position may better be decided
by the UGC in consultation with the special committee heading by a Senior Professor
of Library / senior professor of Physical education |
Annual Increment
3%
of the Basic Salary ( Basic Pay + Grade Pay) with compounding effect
4%
of the Basic Salary(Basic Pay + Grade Pay)with compounding effect for 2 years
for a select few 25% in the Pay Band Rs. 15600-39100 on the basis of better teaching
and research performance. Fresh appraisals
are be made after two years.
Stagnation Removal
An
incumbent after reaching the top of the scale in the pay band shall move to the
next pay band without any change in the grade pay.
Increments for Higher Qualifications/
on Promotion.
Five
advance increments instead of present four to a Ph.d degree holder at the time
of recruitment as Assistant Professor.
Three
advance increments instead of present two to an M.Phil degree holder at the time
of recruitment as Assistant Professor.
Three
advance increments to an incumbent holding M.Tech, M.D., M.S. L.L.M. degree at
the time of recruitment as Assistant Professor.
Two
advance increments to an incumbent who joins as Assistant Professor with basic
M.A./MSc./M.Com etc. with NET/SET examination qualifications.
Two
advance increments to an incumbent who joins as /Associate Professor in open selection.
Two
advance increments to an incumbent on being promoted as /Associate Professor under
CAS.
Three
advance increments instead of present two to an in-service teacher on completing
Ph.D. degree.
Two
advance increments instead of present one to an in-service teacher on completing
M.Phil degree.
A
selection committee may recommend up to seven instead of present five advance
increments to an incumbent with higher merit, better publications and more experience
etc.
All
advance increments to be given on non-compounding basis
Allowances
House
Rent Allowance
30%
of basic salary for Category X cities (A-1 earlier) population 50 lakhs and above)
20%
of basic salary for Category Y cities (A, B-1, B-2 earlier) population between
5 and 50 lakhs)
10%
of basic salary for Category Z cities (C and unclassified earlier) (population
below 5 lakhs)
Transport
Allowance
Rs.
3200/-plus DA thereon per month for A-1/A Class cities (13 notified cities)
Rs.
1600/- plus DA thereon per month for other Cities
Children’s
Education Allowance (CEA)
Rs.
1000/- per child per month for upto a maximum of two children
Rs 3000/- per child per month for those residing
in hostel, for upto two children.
However,
both hostel subsidy and children education allowance cannot be availed of concurrently.
Academic
Allowance
Rs.
1500/- per month for Assistant Professor, Assistant Professor(Senior Scale), Assistant
Professor(Selection Grade)
Rs.
1200/- per month for Associate Professor, Senior Associate Professor, Professor
and Professor.
Special
Compensatory (Hill Area) Allowance and Special Compensatory (Remote Locality)
Allowance will be allowed as admissible to central government employees.
Special
(Duty) Allowance for Teachers Serving in North Eastern Region including Sikkim and Ladakh
The
Committee recommends a Special (Duty) Allowance at the rate of 12.5% on pay plus
grade pay to teachers serving in these areas as applicable to Central Government
employees.
Leave Travel concession
LTC travel to Home Town three times in a four year block,
not exceeding once in a year.
LTC may be allowed for any place in India once in a block of four years. Thus
four LTC in a block of 4 years but not exceeding
one in any one year.
No
encashing of LTC if not availed of during a block year.
LTC for family members may be allowed to be combined with seminars/workshops
and other academic assignments being attended.
Modifications
made by the VI Central Pay Commission as notified by the Government may be adopted
for teachers as well.
Traveling
Allowance
TA
rules admissible to central Government employees wherein all those with grade
pay of Rs. 5400 and above have been allowed air travel may also be extended to
teachers as well. Teachers may also be allowed TA/DA as admissible from time to
time to Central / State Government employees, as the case may be.
Medical Insurance
Medical
Insurance for all teachers with a teacher contributing 30% of the premium and
the rest to be contributed by the employer. UGC to negotiate with leading medical
insurance companies to get a better all India deal.
Group Insurance
The
VI Central Pay Commission recommendations of raising an employee’s contribution
from Rs. 120/- to Rs. 720/- for a group insurance may be adopted for all university
and college teachers throughout the country. UGC should once again negotiate with
leading insurance companies to get a better deal for all institutions.
Consultancy
Teachers
in universities and colleges should be encouraged to accept Consultancy, Directing
Projects, registering patents, R&D products and technology transfers. Resources
earned to be in the following manner:
Amount
received upto 30% of the gross salary
(basic
salary+grade pay+academic allowance) No sharing
Amount
received beyond 30% and upto the Sharing of
gross
salary amount beyond 30% in the ratio 70% and
30% between the teacher and the Institution
Amount
receive beyond the gross salary 50-50 of the
amount
received beyond the gross salary between the teacher and
the
institution
This
arrangement should work for five years thereafter it should be reviewed in view
of future developments.
Superannuation,
Reemployment, Pension, Provident Fund and Gratuity
The
age of superannuation of all college and university teachers throughout India to be 65 years.
In
the interest of students Individual teachers should however be allowed to continue
as contract teachers till the end of academic session.
Reemployment of Teachers
Teachers
may be reemployed selectively after superannuation on contract basis upto the
age of 70 years.
Pension
Teachers
should be eligible for full pension after 20 years of qualifying years .
UGC
should take up the matter of restoring triple benefit scheme for teachers employed
after 2004 with the Central Government.
The
revised rates of family pension to the family of the deceased employee- minimum
of Rs. 3500/- per month and a maximum of 30% of the highest pay in the Government
of India should be extended to teachers as well.
Additional
quantum of pension to senior pensioners and family pensioners should be allowed
as notified by the Government of India.
Provident
Fund
Teachers
governed by Contributory Provident Fund should be given another chance to opt
for General Provident Fund.
Gratuity
The
upper limit of gratuity to be paid to teachers should be revised to Rs. Ten lakhs
from present three and half lakhs as has been done for central Government employees
by the government of India.
Ex-Gratia Lump sum compensation in
case of Death on Duty
| Sr.
No. | Circumstances
Justifying Compensation | Amount
of Compensation |
| 1 | Death
occurring due to accidents in the course of performance of duties. | Rs.
10 Lakhs |
| 2 | Death
occurring due to accidents in the course of performance of duties attributable
to acts of violence by terrorists/ anti social elements etc. | Rs.
10 Lakhs |
Financial Support for implementation
of the Pay Review Committee recommendations.
Central
government to provide 100% assistance for additional expenditure for five years
for implementing the recommendations of the Pay Review Committee.
Addition
assistance to the extent of 50% for next five years for only those states that
implement the recommendations successfully in toto. UGC to review the implementation
in the fifth year for the additional assistance.
Implementation
from a single date
All recommendations to be implemented
in toto as a package with effect from 1.1.2006.
However,
various allowances except DA to be admissible with effect from 1.9.2008.
Service
and Working Conditions of Teachers
All
institutions should fill vacant positions on urgent basis.
All
bans on recruitment of teachers imposed by states should be lifted immediately
and UGC should monitor this situation.
UGC
to make special efforts from attracting persons from socially challenged sections
to teaching.
Contract
Teachers
Teachers
should be appointed on contract only if absolutely necessary and their qualifications
and procedure of selection should be the same as for a regularly appointed teachers.
The
fixed emoluments to be paid per month to a teacher on contracts should not be
less than the monthly gross salary of a regularly appointed teacher.
Guest
Teachers / Part Time Teachers
If
there is a need for appointing a teacher as a guest teachers/part time teachers,
he should be paid @ Rs. 1000/- per teachers and the total payment during a month
should not exceed Rs. 25000.
Retired
teachers could also be involved in teaching as guest teachers.
Eligibility Conditions for Appointment
in Universities and Colleges
Besides
the other qualifications laid down by the UGC for the post of Assistant Professor,
qualifying in the NET/SET examination shall be essential for being eligible to apply
for the post of Assistant Professor.
However,
those who possess a Ph.D degree in the subject shall be exempted from the NET/SET qualifications, provided the Universities,
however, carry out reforms to raise the standard of Ph.D. degrees.
Those
possessing M. Phil degrees shall be no more exempt from qualifying the NET/SET examination.
Selection
Process/ Selection Committees
The UGC should draw up exhaustive lists of experts in each subject and put them
up on their website. It should be incumbent on institutions holding selections
to include at least one of the subject experts on the selection committee from
this list.
The
UGC should monitor this for compliance.
New
Positions
Positions
of Professor should be sanctioned for direct recruitment in colleges for disciplines
which have post graduate teaching.
There
should be at least one post of Professor in each of these disciplines where there
is post graduate teaching.
The
basic qualifications and the procedure for selection of Post of Professor in colleges
shall be the same as for the post of Professor in a university department, chaired
by the Vice-Chancellor or his nominee.
Position
of Adjunct Professor and Concurrent Professor should be created in universities
in order to encourage mobility between institutions and industry/corporate world
and also between one institution and another.
Up
to 15% of the total strength of the teaching faculty in a university may be Floating
Positions for making appointments in a department where no vacancy exits.
Promotion of Teachers through Career
Advancement Scheme (CAS)
A
new position of Associate Professor should
be created as a third avenue for promotion for college teachers under CAS.
A
new position of Senior Professor should be created in the universities for promotion
of Professors.
The
title of Professor of Eminence may be conferred on not more than 10% of the total
strength of professors in a university.
Process
of Promotion of teachers under CAS
The
process of promotion of a teacher under CAS should be started at least three months before s/he
becomes eligible for promotion.
For
College teachers, greater emphasis should be laid on class room teaching, holding
tutorials, conducting examinations and evaluating answer scripts and less on research
work while considering their cases for promotion under CAS.
Various Kinds of Leave admissible to
teachers
The
duration of leave admissible to teachers under FIP for pursuing a Ph.D programme
may be increased from present three years( two +one) to four years (three+ one)
Also
restricting such leave up to the age of 45 years should be removed. A teacher
may be able to get this leave any time in her/his career till five years before
the superannuation.
A
teacher in a university or a college should be entitled to study leave for a span
of two years to pursue an approved research project.
A
teacher would be entitled to study leave only once in her/his career.
Both
university and college teachers should be entitled to Sabbatical leave which should
be available to any teacher for a year after six years of teaching or for a semester
after three years of teaching.
A
teacher should be entitled for sabbatical for only two years or four semesters
during her/his entire career.
There
should be no bar on a teacher getting both sabbatical and study leave against
approved research projects.
Maternity
leave may be granted to a female teacher for 180 days and twice in one’s career.
Paternity
leave of 15 days may be granted to teacher father.
Child
care leave for 2 years (730 days) may be granted to a female teacher.
Admissibility
of other kinds of leave remains unchanged.
Teaching Workload
A
teacher must spend five hours everyday for five days in a week in the institution
for teaching, holding tutorials, guiding research or carrying out co-curricular
activities.
The
practice of dual workload—one for directly appointed teachers and another for
promoted teachers—in a particular category is abolished. All teachers in a category
should carry out the same workload prescribed for their category.
UGC
must make large scale inputs to improve the infrastructure and support services
for teaching and research in institutions, particularly in post graduate colleges.
Evaluation
of Teachers’ performance and academic accountability
Multi-source
evaluation—self assessment, assessment by students who have been taught a course
by the teacher and assessment by the academic head/s.
Multiple
parameters like regularity in class room teaching, holding tutorials, availability
to students for consultation, participating in faculty meetings, guiding and carrying
out research, and participating in other academic activities like seminars, etc
should be taken into consideration while assessing a teacher’s academic accountability.
The
assessment should be made once a year and should be made available to the teacher
concerned.
The
assessment should be placed before the selection committee at the time of the teacher’s promotion.
UGC
should evolve parameters relevant to universities and colleges respectively for
carrying out such evaluations uniformally throughout the country.
Librarians and Directors of Physical
Education
Deputy
Librarians and Deputy Directors of Physical Education should be considered for
promotion to Librarian and Director of Physical Education respectively under CAS.
The
senior most Librarian and Senior most Director of Physical Education should be
redesignated as Chief Librarian and Chief Director of Physical Education respectively.
In
colleges, College Librarian (Selection Grade) and College Director of Physical
Education (Selection Grade) should be eligible for promotion to Senior College
Librarian (Selection Grade) / Senior College DPE (Selection Grade) six years’
service in the grade.
Those
Sports Officers and Physical Instructors who possess qualifications equivalent
to Directors of Physical Education and who have been selected against regular
posts according to the procedure laid down by the UGC should be given the UGC
scales and should also be redesignated as College Director of Physical Education.
Principals of Colleges
The
scale of pay of a Principal of an undergraduate college should be equivalent to
that of a Associate Professor. His basic pay should be fixed after granting her/him
two advance increments.
The
scale of pay of a Principal of a postgraduate college should be equivalent to
that of a Professor and the basic pay should be fixed after two advance increments.
The
essential qualifications for the post of a principal for an undergraduate college
should be Ph.D. plus ten years’ teaching /research experience.
The
essential qualifications for the post of a principal for a postgraduate college
should be Ph.D plus fifteen years’ teaching/research experience.
Appointment
and Scale of Pay of Vice Chancellor
Appointment
of a Vice Chancellor should be made through a search-cum selection committee.
The
Committee should, among others, hold consultations with the senior faculty of
the institution.
The
term of appointment of a Vice-Chancellor should uniformally be for five years
and no person should hold the term of Vice Chancellor for more than twice altogether—whether
in the same institution or elsewhere.
The
scale of pay of Vice Chancellor should be Rs. 80000/-
A
Vice-Chancellor may be allowed lump sum terminal benefit on prorata basis of Rs.
1.00 lakh for every completed year of service as Vice-Chancellor.
Anomalies
and Non-Implemented Parts of the last PRC
All
teachers should be given the benefits of the last pay revision w.e.f. 1.1.1996.
Teachers
should be paid arrears of salary w.e.f. 1.1.1996.
Teachers
who were in the scale of Associate Professor/Assistant Professor(Selection grade)
on 1.1.1996 and who completed five years between 1.1.1996 and 27.7.1998 should
be placed at Rs 14940/- basic.
Dual
emoluments of Associate Professors under CAS and MPS should be abolished and all teachers
should be placed in the same scale of pay of Associate Professor.
All
teachers who are promoted as Associate Professor under CAS should be given two advance increments
at the time of promotion.
Teachers
promoted under CAS should be given the news scales of pay with effect from the
date of their eligibility and not from a later date.
All
those teachers who were promoted earlier under MPS should be considered eligible for
a subsequent promotion under CAS.
A
teacher who has applied for an open position should not be debarred from applying
for a position under CAS.
Other Academic Categories
System
Analysts who possess qualifications equivalent to that of a Assistant Professor
or MCA/ M.Tech.(Computer Science or Information Tech.) should be placed in the
scale of pay of Assistant Professor and be considered for promotion under CAS as has been recommended by the Committee
for Librarians and DPEs.
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HB/KKP
(Release ID :43395)