Resolution

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EXTRAORDINARY

PUBLISHED BY AUTHORITY

No.2208 CUTTACK, SATURDAY, NOV EMBER 24, 2018/MARGASIR A 3, 1940

[No. 25123– SME-SSE-SSE-0023/2016 (Pt-II)/SME.]

SCHOOL & MASS EDUCATION DEPARTMENT

RESOLUTION

The 17th November, 2018

Sub: Revised Scales of Pay, 2017 for the employees of Odisha Adarsha Vidyalayas

(OAVs).

Pursuant to Finance Department Resolution No.26347/F., dated the 7th September, 2017, Government have been pleased to extend the scales of pay to the regular employees of the Odisha Adarsha Vidyalayas(OAVs) as per ORSP Rules, 2017 with effect from the 1st January, 2016 or from the actual date of their joining in service.

2. The drawal and disbursement of arrear salary to the regular employees of OAVs will be at par with the conditions specified for payment of arrear salary to the regular State Government employees.

3. For the purpose of this Resolution:—

(i) "Basic Pay" in the revised pay structure means the pay drawn in the prescribed Level in the Pay Matrix but does not include any other type of pay like special pay;

(ii) "Cell" means the pay arranged vertically against the corresponding Pay Band and Grade Pay or Level of the Pay Matrix;

(iii) "Odisha Adarsha Vidyalaya" means the institutions functioning under the control of a society called " Odisha Adarsha Vidyalaya Sangathan" registered under Societies Registration Act, 1860, which is under the control of School & Mass Education Department, Government of Odisha.

(iv) "Employee" means the employees working under "Odisha Adarsha Vidyalaya Sangathan".

(v) "Existing Basic Pay" means pay drawn in the prescribed existing Pay Band and Grade Pay, including stagnation increment, personal pay granted to2 protect the total emoluments on account of loss of pay, advance increments granted, if any, but does not include any other type of pay like "special pay";

(vi) "Existing Pay Band and Grade Pay" in relation to a Pay Band and Grade Pay of an employee in the Odisha Adarsha Vidyalaya means the Pay Band and Grade Pay (including -1S) applicable to the post held by the employee in OAVs or as the case may be, any personal pay in the Pay Band and Grade Pay applicable to him as on the 1st day of January, 2016 whether in a substantive or temporary capacity;

(vii) "Existing pay structure" in relation to an employee in OAVs means the present system of Pay Band and Grade Pay (including -1S) applicable to the post held by the employee in OAVs as on the 1st day of January, 2016 whether in a substantive or officiating capacity;

(viii) "Existing emoluments" means the sum of existing basic pay and existing dearness allowance allowed to the basic pay as on the 1st day of January, 2016;

(ix) "Government" means the Government of Odisha;

(x) "Head of the Office" means—

(a) The Principal, OAV in case of teaching and non teaching staff of OAVs;

(b) The State Project Director, Odisha Adarsha Vidyalaya Sangathan (OAVS) in case of Principals of the OAVs;

(xi) "Level" in the Pay Matrix shall mean the Level corresponding to the existing Pay Band and Grade Pay attached to the post/grade as specified in the First Schedule;

(xii) "Pay in the Level" means pay drawn in the appropriate Cell of the Level as specified in the First Schedule;

(xiii) "Pay matrix" means Matrix as specified in the First Schedule, with Levels of pay arranged in vertical cell as assigned to corresponding existing Pay Band and Grade Pay;

(xiv) "Revised pay structure" in relation to a post means the Pay Matrix and the Levels specified therein corresponding to the existing Pay Band and Grade Pay of the post unless a different revised Level is notified separately for the post;

(xv) "Revised emoluments" means the pay in the Level of an employee in OAVs in the revised pay structure;

(xvi)"Schedule" means schedule to these rules;

Note– A list of existing Pay Band and Grade Pay and their corresponding level in the revised pay structure in the Pay Matrix is as specified in the First Schedule.

4. Introduction of Pay Matrix and date of its effect:—

The Pay Matrix, in replacement of the Pay Bands and Grade Pays as in force immediately, shall be as specified in First Schedule. The revised pay structure shall have notional effect from the 1st January, 2016 and with actual financial benefit from the 1st September, 2017.

5. Fitment Principle:—

(i) The pay in the applicable Level in the Pay Matrix shall be the pay obtained by multiplying the existing basic pay (pay in Pay Band + Grade Pay) as on 1st January, 2016 by a factor of 2.57 rounded off to the nearest rupee and the figure so arrived at will be located in that entitled Level in the Pay Matrix. lf an identical figure corresponds to any Cell in the applicable Level of the Pay Matrix, the same shall be the pay, and if no such Cell is available in the applicable Level, the pay shall be fixed at the immediate next higher Cell in that applicable Level in the Pay Matrix.

(ii) If the first Cell in the applicable Level is more than the amount arrived at as per sub-para (i) above, the pay shall be fixed at the first Cell of that applicable Level.

(iii) In case of person who has availed RACP Scheme, the Level for fixation of pay in the Pay Matrix will be reworked in the line with the Modified Assured Career Progression Scheme (MACPS). However, the pay drawn by him as on 1st January, 2016 will be revised for fixation of his pay in the Level as arrived under MACP Scheme as per formula mentioned in (i) above. The applicable Level after fixation shall be the Level of the post one holds or his entitlement arrived at under the MACP Scheme whichever is higher.

6. Drawal of pay in the revised pay structure:—

An employee of OAVs shall draw pay in the corresponding pay in the Level of the Pay Matrix in revised pay structure applicable to the post to which he is appointed or as per Modified Assured Career Progression Scheme entitlement with effect from 1st January, 2016. However, an employee may elect to continue to draw his pay in the existing Pay Band and Grade Pay until the date on which he earns his next or subsequent4 increment in the existing pay structure or until he vacates his post or ceases to draw pay in one Pay Band and Grade Pay.

(a) The option is to retain in the existing pay structure shall be admissible only in respect of one Pay Band and Grade Pay

(b) The aforesaid option shall not be admissible to any person appointed afresh to a post on or after 1st day of January, 2016 as fresh recruit.

7. Exercise of option:—

All employees shall be deemed to have come over to the revised pay structure with effect from the 1st January, 2016 except where the employee has opted for a date after 1st January, 2016 under the provisions of this resolution.

No option shall however be exercised in case of direct recruits appointed on or after 1st January, 2016.

(i) The option under this Para. shall be exercised in writing in the Second Schedule annexed in this resolution so as to reach the Head of Office within three months from the date of publication of this resolution or where an existing Pay Band Grade Pay has been revised by any order made subsequent to that date, within three months of the date of such order.

(ii) (a) In case of an employee who is on the date of such publication of the resolution or as the case may be, date of such order is on leave, the said option shall be exercised in writing so as to reach the said authority within three months of the date of his taking charge of his post and or within three months from the date of publication of this resolution to the Head of Office.

(b) Where an employee is under suspension on the date of 1st January, 2016, the option may be exercised within three months of the date of his return to his duty after 1st January, 2016.

(iii) If the intimation regarding option is not received within the stipulated period, the employee shall be deemed to have elected to be governed by the revised pay structure with effect on and from the 1st January, 2016.

(iv) The option once exercised shall be final.

(v) Persons whose services were terminated on or after 1st January, 2016 and who could not exercise the option within the prescribed time limit, on account of discharge on the expiry of the sanctioned posts, resignation, dismissal or removal on disciplinary grounds are entitled to the revision of pay.

(vi) Persons who have died on or after the 1st January, 2016 and could not exercise option within the prescribed time limit are deemed to have opted for the revised pay structure on and from the day of 1st January, 2016.

(vii) Persons who were on earned leave or any other leave on 1st January, 2016 which entitled them to leave salary will be allowed such benefits.

8. Fixation of pay in the revised pay structure.

The initial pay of an employee who elects, or is deemed to have elected under Para.7 of this Resolution to be governed by the revised pay structure on and from the 1st January, 2016 be fixed in the following manner:—

(i) the pay in the applicable Level in the Pay Matrix attached to a post or the pay in the applicable Level in the Pay Matrix to be arrived under paragraph- 15 as the case may be, shall be the pay obtained by multiplying the existing basic pay as on 1st January, 2016 by a factor of 2.57, rounded off to the nearest rupee and the figure so arrived at will be located in that Level in the Pay Matrix and if such an identical figure corresponds to any Cell in the applicable Level of the Pay Matrix, the same shall be the pay, and if no such Cell is available in the applicable Level, the pay shall be fixed at the immediate next higher Cell in that applicable Level of the Pay Matrix;

(ii) if the minimum pay or the first Cell in the applicable Level is more than the amount arrived at as per sub-para(i) above, the pay shall be fixed at minimum pay or the first Cell of that applicable Level.

(iii) Where the existing emoluments exceed the revised emoluments in the cases of any employee, the difference shall be allowed as "Personal Pay" to be absorbed in future increases in pay.

(iv) Fixation of pay in the revised scale shall be made in the form appended to this resolution as Third Schedule.

(v) Where in the fixation of pay under sub-para (i), the pay of an employee, who, in the existing pay structure was drawing immediately before the 1st day of January, 2016 more pay than another employee junior to him in the same grade in the cadre, gets fixed in the revised pay structure in a Cell lower than that of such junior, his pay shall be stepped up to the same Cell in the revised pay structure as that of the junior;

(vi) In case where a senior employee promoted to a higher post before the 1st day of January, 2016 draws less pay in the revised pay structure than his junior who is promoted to the higher post on or after the 1st day of January,6 2016, the pay of the senior employee in the revised pay structure shall be stepped up to an amount equal to the pay as fixed for his junior in that higher post and such stepping up shall be done with effect from the date of promotion of the junior employee subject to the fulfilment of the following conditions, namely :—

(a) Both the junior and senior employee should belong to the same cadre and the post in which they have been promoted should be identical in the same cadre;

(b) The existing pay structure and the revised pay structure of the lower and higher post in which they are entitled to draw pay should be identical;

(c) The senior employee at the time of promotion should have been drawing equal pay or more pay than the junior in the existing pay structure and the revised pay structure of both the employees before and after promotion should be identical;

(d) The senior employee must be senior to the junior employee both in the lower post as well as in the higher post i.e. in the promotional post;

(e) If in the lower post, the junior officer was drawing more pay in the pre-revised pay structure than the senior on account of pay protection, advance increment(s) and fixation of pay due to exercise of option, provision of this sub-rule need not be invoked to step up the pay of the senior officer;

(vii) Where the pay of an employee is fixed in the revised scale at a stage equal to the stage of another employee junior to him on 1st January, 2016, but subsequently, the junior employee gets more pay than him due to grant of next increment in the revised structure after 1st January, 2016 earlier than him, in such eventuality the increment of the senior shall be antedated or the pay shall be stepped up to that stage of the junior. The next increment of the senior after such antedation/ stepping up of pay shall be on the date the junior gets.

9. Increment in Pay Matrix:—

After fixation of pay in the appropriate level in the Pay Matrix as specified in paragraph-8 above, the subsequent increment in the Level shall be at the immediate next higher Cell vertically arranged.

10. Date of Increment:—

The date of next increment in the revised pay structure shall be twelve months from the date of last increment sanctioned. Where the pay is fixed in the revised pay structure at the first Cell of the Level, the date of next increment shall be the anniversary of the date of coming over to the revised pay structure.

11. Level of the posts:—

The Level of the posts shall be determined in accordance with the various Levels as assigned to the corresponding existing Pay Band and Grade Pay as specified in the Pay Matrix.

12. Fixation of Pay in the revised Pay Structure of an employee appointed as

fresh recruits on or after 1st January, 2016:—

The pay of employees appointed by direct recruitment or by regularisation from contractual service on or after 1st day of January, 2016 shall be fixed at the minimum pay of the first Cell in the Level applicable to the post to which such employees are appointed.

Where the existing emoluments of an employee in the OAVs appointed on or after 1st January, 2016 happen to exceed the first Cell in the Level, as applicable to the post to which such employee is appointed on or after 1st January, 2016, such difference shall be paid as "Personal Pay" to be absorbed in future increments in pay.

13. Revision of pay from a date subsequent to 1st day of January, 2016:—

Where an employee who continues to draw his pay in the existing pay structure is brought over to the revised pay structure from a date later than the 1st day of January, 2016, his pay in the revised pay structure shall be fixed in the manner prescribed in Para.8 of this resolution.

14. Fixation of Pay on promotion on or after 1st day of January, 2016:—

The fixation of pay in case of promotion from one Level to another in the revised pay structure shall be made in the following manner:-

(i) One increment shall be given in the Level from which the employee is promoted and he shall be placed at a Cell equal to the figure so arrived at in the Level of the post to which promoted and if no such Cell is available in the level to which promoted, he shall be placed at the next higher Cell in that level. However, if the pay in the Level after adding an increment is less than the minimum Cell of the higher Level to which the employee is promoted, pay shall be stepped up to such minimum Cell of that higher Level. In case8 where promotion is made in same Level, the pay shall be fixed in the promotional post at immediate next higher Cell of the said Level.

(ii) If an employee exercises option to fix his promotional pay not from the date of joining in the promotional post but from a later date with accrual of an increment in the lower post and to re-fix his promotional pay in the appropriate Cell in the higher Level, in such eventuality, the pay at the Cell in the Level attached to the lower post immediately before promotion is to be fixed at the appropriate Cell equal to the amount in the higher Level attached to the promotional post on the date of joining, if no such Cell is available in the higher Level then, the pay is to be fixed in the Cell next below the pay drawn in the lower post and the excess amount shall be drawn as "Personal Pay" up to the date of accrual of increment in the lower post. After accrual of increment in the lower post by moving to next higher Cell in the lower Level, the pay shall be again-re-fixed in the manner prescribed in sub-para (i) of this Para. above. In case the pay of the employee in lower Level when placed in the promotional or upgraded Level on account of exercise of option becomes less than the minimum pay or first Cell of that promotional/upgraded Level then the pay is to be placed at the minimum pay or the first Cell of that Level. Such option shall have to be exercised by the employee of OAVs within one month from the date of joining in the promotional post or within one month from the date of issue of this resolution as the case may be in the prescribed format appended as Fourth Schedule of this resolution.

15. House Rent Allowance:—

The House Rent Allowance admissible to the State Government Employees shall be applicable for the Employees of OAVs.

16. Modified Assured Career Progression (MACP) Scheme:—

The benefit of Modified Assured Career Progression Scheme shall be extended to the regular employees of OAVs at par with the State Government Employees. This will come into effect from the 1st day of January, 2016 with the implementation of these rules to address the stagnation of an employee of the OAVs. The Scheme is as follows:—

(i) There shall be three financial up-gradations under the MACPS, counted from the direct entry grade on completion of 10, 20 and 30 years of service respectively. An employee before getting MACP if avails first promotion, he shall not be considered for 1st MACP. Similarly after9 availing 1st MACP, if he gets 1st promotion, this shall be covered as 1st financial up-gradation under the scheme. The second financial up gradation under MACP shall be 10 years after the 1st promotion or 20 years whichever is earlier. Second promotion prior to that, shall cover the 2nd MACP. The third financial up gradation will be further 10 years from 2nd promotion or 2nd MACP whichever is earlier. The 3rd MACP stands covered if the 3rd promotion availed prior to the above;

(ii) The MACPS envisages merely placement in the immediate next higher Level in the Pay Matrix. Thus, the Level at the time of financial up- gradation under the MACPS can, in certain cases where regular promotion is not between two successive grades, be different than what is available at the time of regular promotion. In such cases, the higher Level attached to the next promotion post in the hierarchy of the concerned cadre will only be at the time of regular promotion;

(iii) The financial up-gradations under the MACPS would be admissible up- to the Level-12 in the Pay Matrix;

(iv) There shall be a Screening Committee to decide the eligibility of the persons for up-gradation under MACPS. The Screening Committee shall follow a time schedule and meet twice in a financial year, preferably in the first week of January and first week of July every year for advance processing of the cases maturing in that half-year.

Accordingly, cases maturing during the first-half, i.e. April to September of a particular financial year shall be taken up for consideration by the Committee in the first week of January. Similarly, the Screening Committee meeting in the first week of July shall process the cases that would be maturing during the second-half, i.e. October to March of the same financial year. Authority empowered to constitute Screening Committee for RACPS shall also constitute Screening Committee for MACPS;

(v) Benefit of pay fixation available at the time of regular promotion shall also be allowed at the time of financial up-gradation under the scheme.

There shall, however, be no further fixation of pay at the time of regular promotion.

(vi) Promotions earned in the post carrying same Level in the promotional hierarchy as per recruitment rules shall be counted for the purpose of10 MACPS. In cases, where the promotional post carries the same Level in their recruitment rules, then the employee in financial up-gradation under MACP Scheme shall move to the next immediate higher Cell instead of next higher Level;

(vii) lf a financial up-gradation under the MACPS is deferred and not allowed after 10 years in a Level, due to the reason of the employees being unfit or due to pendency of departmental proceedings, or judicial proceedings this would have consequential effect on the subsequent financial up-gradation which would also get deferred to the extent of delay in grant of first financial up-gradation. The approach would be same for similar eventualities arising at 20 or 30 years as the case may be;

(viii) In the matter of disciplinary or judicial proceedings, grant of benefit under the MACPS shall be subject to rules governing normal promotion.

Such cases shall be regulated under the laws under which the judicial proceedings are instituted, as the case may be;

(ix) On grant of financial up-gradation under the scheme, there shall be no change in the designation, classification or higher status.

(x) The MACPS contemplates merely placement on personal basis in the immediate higher Level/grant of financial benefits only and shall not amount to actual functional promotion of the employees concerned.

Therefore, no reservation orders shall apply to the MACPS. However, the rules of reservation in promotion shall be ensured at the time of regular promotion. For this reason, it shall not be mandatory to associate members of SC/ ST in the Screening Committee meant to consider cases for grant of financial up-gradation under the Scheme;

(xi) Financial up-gradation under the MACPS shall be purely personal to the employee and shall have no relevance to his position of seniority in the grade. As such, there shall be no stepping up of pay/ antedation of increment between senior and junior after regulation of pay under MACPS;

(xii) Pay drawn in the Level allowed under the MACPS shall be taken as the basis for determining the terminal benefits in respect of the retiring employee;

(xiii) lf a regular promotion in due course is refused by the employee before becoming entitled to a financial up-gradation, then there shall be no financial up gradation under MACPS as the employee has not been stagnated due to lack of promotional opportunity. If, however, financial up-gradation has been allowed due to stagnation and the employee refuses the subsequent promotion, it shall not be a ground to withdraw the financial up-gradation. He shall, however, not be eligible to be considered for further financial up-gradation till he agrees to be considered for promotion again and the next financial up-gradation shall also be deferred to the extent of period of debarment due to such refusal. Similarly, refusal of MACP is automatically construed as refusal of promotion in the same manner;

(xiv) Placement of an employee in the appropriate Level under MACPS depends upon the number of promotions and up-gradations under RACPS already availed. As such, the applicable Level for fixation of pay under these rules shall be the Level of the post the employee holds or his entitlement under MACPS whichever is higher;

(xv) Up-gradation of post in a cadre shall not be considered as an up- gradation under the MACPS;

(xvi) There shall be no further financial up-gradation under MACPS, if an employee has already availed three financial up-gradations under RACPS/ Promotion;

(xvii) If there is no fixation of pay on promotion on account of availing benefits under MACPS, the usual date of increment shall be retained;

(xviii) All promotions within or across the cadre supported by Rules shall be considered as up-gradations under MACPS. An employee joining a post as an outsider will be counted afresh in that post for MACP benefits;

(xix) Financial up-gradation in favour of an employee under MACPS shall not be considered if he is found unsuitable for promotion or does not fulfill the conditions for promotion;

17. Authority competent to fix the pay:—

The Pay of the employees of Odisha Adarsha Vidyalayas shall be fixed by the concerned Head of the Office as defined in Para. 3(x) of this Resolution and shall be checked and verified by the authority in the manner as in the Annexure-I attached to this12 resolution. The Pay Fixation Authority and Checking Authority shall be responsible for wrong fixation and excess drawal, if any.

18. Excess payment to be recovered:—

Where in course of fixation of pay under this resolution, any amount drawn or received as pay by any employee under any provision is found to be in excess of the amount payable to him under this resolution, the excess amount so drawn or received shall be recoverable from such employee or from his recoverable pensionary benefits for which he shall submit an undertaking as specified in the Fifth Schedule.

19. Mode of Payment:—

The pay shall be fixed with effect from 1st January, 2016 or the date on which the employee has actually joined in service.

20. Interpretation:—

If any question arises relating to the interpretation of any of the provisions of this Resolution, for removal of anomalies, omissions, difficulties, printing and clerical errors, all such matters shall be referred to School & Mass Education Department for clarification and decision. Any clarification decision on all such matters shall be issued only with prior consultation with Finance Department.

This Resolution issues with the concurrence of Finance Department in OSWAS file No. SME-SSE-SSE-0023/2016 (Pt-II).

ORDER

Ordered that this Resolution be published in an Extraordinary issue of the Odisha Gazette and copies forwarded to all Departments of Government / Heads of Department / Accountant General (Audit) / Accountant General (A&E), Odisha, Bhubaneswar.

By Order of the Governor

P.K. MOHAPATRA

Principal Secretary to Government13

FIRST SCHEDULE

Pay Matric

SECOND SCHEDUIE

Application Form for exercising option to come over to the

Revised Scales of Pay, 2017

1(i) I ________________________________________ holding the post of_____________________and drawing pay in the Pay Band and Grade Pay of _____________________________________do hereby elect the revised pay structure with effect from the 1st day of January, 2016.

OR

(ii) I ________________________________________ holding the post of ___________________________________and drawing pay in the Pay Band and Grade Pay of ______________________________________ do hereby elect to continue on the existing Pay Band and Grade Pay until the date __________________ (i.e. the date of my next increment/promotion or up-gradation of the post/ vacate or cease to draw pay in the existing pay structure).

2. The option hereby exercised is final and will not be modified at any subsequent date.

Date : ______________

Signature : ________________________

Designation : ______________________

Office : ___________________________

Signed before me ____________________

Head of Office/Any other Gazetted Officer

With designation received the above declaration

Signature : _________________________

Head of Office/Competent Authority

(with seal)

Date : ______________

N.B. : Delete which is not applicable at Para.1

THIRD SCHEDULE

Form for Fixation of Pay under the Revised Scales of Pay, 2017

Pay in the Cell in the Level after increment

Date :

Office :

Signature & Designation of

Head of Office/Competent Authority

FOURTH SCHEDULE

FORM FOR EXERCISING OPTION ON THE EVENT OF FIXATION OF PAY ON

PROMOTION/FINANCIAL UP-GRADATION UNDER MACPS.

I_____________________ holding the post of _____________________ in the Level_________in Pay Matrix and drawing pay of `.____________ in the cell do hereby elect to get my pay fixed in the Level _____________ under the RSP Rules, 2017 on __________ i.e. the date of my joining in the promotional post or the date of financial up-gradation/ the date of accrual of my next increment .

2. The option hereby exercised is final and will not be modified at any subsequent date.

Signature ______________________

Designation_____________________

Office ________________________

Signed before me ___________________

Head of Office/

Any Gazetted Officer _________________

FIFTH SCHEDUTE

UNDERTAKING

I hereby undertake that any excess payment that may be found to have been made as a result of incorrect fixation of pay or any excess payment detected in the light of discrepancies noticed subsequently will be refunded by me to the Government either by adjustment against future payments due to me or otherwise.

Signature ___________________________________

Name :_____________________________________

Designation :________________________________

Date :____________________

Place :___________________

Annexure-I

Following procedure shall be followed up for pay fixation of the employees in the

revised scale:—

1. The pay of the employees covered under this resolution shall first be fixed by the Pay Fixation Officer in the Third Schedule on the basis of option if exercised by the employee in the Second Schedule submitted before the Head of Office. Head of Office shall sign the option form as token of acceptance on receipt of the option form from the employee.

2. Pay Fixation Officer shall fix the pay of the employee within one month from the date of receipt of the option form from the employee. After fixation of pay in the Third Schedule, he shall send it to the Checking Officer in the same office along with relevant records for checking.

3. Checking Officer shall check the pay fixation statement in Third Schedule within 15 days from the date of receipt from the Pay Fixation Officer. The Checking Officer finding all correctness in the Third Schedule shall sign on it with Checked Seal. Thereafter, the same shall be sent to the Verifying Officer.

4. Verifying Officer shall verify the pay fixation statement of 10 percent (minimum of 10 employees) of the establishment within 15 days from the date of receipt and shall furnish a certificate to this extent with name of the employees whose pay fixation statement has been verified.

5. After completion of all such work, the salary of the current month shall be drawn immediately in the revised rate, thereafter, arrear accrued shall be drawn and disbursed.

The Table below shows the detail about Pay Fixation Officer, Checking Officer

and Verifying Officer.

N.B.- In case of need, the authority may declare more than one Pay Fixation Officer, Checking Officer and Verifying Officer to complete the work in schedule period. Authority should ensure that there should be no delay on completion of such pay fixation.

Printed and published by the Director, Printing, Stationery and Publication, Odisha, Cuttack-10 Ex. Gaz. 1685-173+300