6th Pay Commission Report for Karnataka Government – Download Report
REPORT OF
THE SIXTH STATE PAY COMMISSION
KARNATAKA
JANUARY 2018
NEW PAY STRUCTURE KARNATAKA
In the questionnaires circulated by the Commission suggestions were invited on the basic factors to be considered in determining the pay structure for different categories of employees. The various factors listed by the Commission including educational qualifications, technical or other skills needed for the job, degree of responsibility, jurisdiction, special challenges involved in the work, promotional avenues, relativity with other services etc., have generally been endorsed by most respondents with suggestions for some additional factors to be considered. The Karnataka State Government Employees’ Association have requested to take the following additional factors into consideration:
(i) Method of recruitment and the level at which initial recruitment is made;
(ii) Minimum educational and technical qualifications prescribed;
(iii) The level of interaction with the public; and,
(iv) Horizontal and vertical relativity with other posts in the same service or outside.
Other respondents have also suggested that factors like adequacy of pay scales to attract and retain persons of appropriate education and skills, specially arduous nature of work, etc., should also be considered.
The Commission has kept in view the suggestions received from various quarters in this regard.
Basic Ingredients of Pay Structure
4. The following are considered the basic ingredients of a pay structure:
1. Minimum pay
2. Maximum pay
3. Ratio between the minimum and the maximum pay
4. Number of pay scales
5. Span of pay scales
6. Inter scale relativity, and
7. Rates of increment
These elements are discussed in detail in the following paragraphs.
Minimum Pay
5. The first step in devising a salary structure is the determination of minimum remuneration to be paid to the employees. Considering the importance of the matter, all the previous Commissions have sought to ascertain the views of various stakeholders in this regard. In general, it is agreed that the minimum remuneration to the lowest category of employees must be adequate to meet the cost of what may be regarded as the minimum needs of a family. The 15th Indian Labour Conference, 1957, provided a frame work for the calculation of the total expenditure for a family of three consumption units consisting of husband, wife and two children on an average daily food intake of 2700 calories per consumption unit. This framework based on Dr.Wallace Aykroyd’s formula also provides for estimating the cost of meeting other basic needs of the family including housing, clothing, fuel, water and other items of expenditure. Several central and state pay commissions have adopted the above framework in the past in addition to other criteria, to calculate the minimum pay. The methodology adopted more recently by three pay commissions, two at the state and another at the central level, are outlined below.
Minimum Pay Estimated by 7th CPC:
6. The 7th Central Pay Commission used the norms set by 15th ILC and calculated the minimum pay at Rs.18,000 for central government employees. The minimum pay of Rs.18,000 also included a 25% weight age (Rs.3,389) for additional skill factor on the premise that Group-D employees in central government shall become part of Group-C category with upgraded skills. The detailed calculation used by the 7th CPC is given below: