EXTRAORDINARY

PUBLISHED BY AUTHORITY

No. 2042 CUTTACK, FRIDAY, NOVEMBER 01, 2019 /KARTIKA 10, 1941

[No.9466- SSEPD-DA-6-SIDR-0002/2018/SSEPD.]

SOCIAL SECURITY & EMPOWERMENT OF PERSONS WITH DISABILITIES DEPARTMENT

RESOLUTION

The 29th October, 2019

Subject: Revised Scales of Pay, 2017 for the employees of State Institute of

Disability Rehabilitation (SIDR), Bhubaneswar.

Consequent upon revision of pay of the State Government employees in 7th Pay

Commission under ORSP 2017, Government have been pleased to allow the revision of the

Scales of Pay to the eligible employees of State Institute of Disability Rehabilitation (SIDR)

getting salary in shape of Grant-in-Aid with effect from 1st July, 2018.

2. The revised Scales of Pay shall apply only to those employees who are appointed

against the regular posts under SIDR carrying regular Scale of Pay.

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)

"Department" means Department of Social Security & Empowerment of Persons

with Disabilities of the Government;

(iv) "Employee" means the employee as defined in Para 2;

(v)

"Existing basic pay" means pay drawn in the prescribed existing Pay Band

(including-1S) and Grade Pay, including stagnation increment, personal pay

granted to 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 means the Pay Band and Grade Pay (including -1S) applicable to

the post held by the employee, as the case may be, any personal pay in the Pay

Band and Grade Pay applicable to him as on the 1st day of July, 2018 whether

in a substantive or temporary capacity;

(vii) "Existing pay structure" in relation to an employee means the present system of

Pay Band and Grade Pay (including-1S) applicable to the post held by the

employee as on the 1st day of July, 2018 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 July, 2018;

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

(x)

"Head of the Office" means General Manager, SIDR;

(xi) "Level" in the Pay Matrix means 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 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

effect from the 1st July, 2018.

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 July,

2018 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. If 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.

6. Drawal of pay in the revised pay structure :

An employee of SIDR 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. However, an

employee may elect to continue to draw pay in the existing Pay Band and Grade Pay until the

date on which he earns his next or subsequent increment in the existing pay structure or until

he vacates his post or ceases to draw pay in one Pay Band and Grade Pay. In no case an

employee shall opt to continue in existing pay structure beyond the date of issue of this

resolution.

(a) The option 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 July, 2018 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 July, 2018 except where the employee has opted for a date after 1st July,

2018 under the provisions of this resolution.

No option shall however be exercised in case of direct recruits appointed on or after

1st July, 2018.

(i) The option under this para shall be exercised in writing in the Second

Schedule annexed to 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 July, 2018,

the option may be exercised within three months of the date of his return

to his duty after 1st July, 2018.

(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 July, 2018.

(iv) The option once exercised shall be final.

(v) Persons whose services were terminated on or after 1st July, 2018 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 July, 2018 and could not exercise

option within prescribed time limit are deemed to have opted for the revised

pay structure on and from the day of 1st July, 2018.

(vii) Persons who have retired from service after 1st July, 2018 shall exercise

option to come over to the revised pay structure so as to reach the Head of

Office within three months from the date of publication of this resolution.

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 July, 2018

be fixed in the following manner :—

(i) The pay in the applicable Level in the Pay Matrix attached to a post shall be

the pay obtained by multiplying the existing basic pay as on 1st July, 2018 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

July, 2018 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 July, 2018 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 July, 2018, 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 fulfillment 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 structured of the lower and

higher post in which they are entitled to draw pay should be identical;

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 July, 2018, but

subsequently, the junior employee gets more pay than him due to grant of

next increment in the revised structure after 1st July, 2018 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 July, 2018.

The pay of employees appointed by direct recruitment or by regularization from

contractual service on or after 1st day of July, 2018 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 appointed on or after 1st July 2018

happen to exceed the first cell in the level, as applicable to the post to which such employee is

appointed on or after 1st July, 2018, 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 July, 2018 :

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 July, 2018, 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 July 2018 :

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/ she 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/ she 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 case 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 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. Modified Assured Career Progression (MACP) Scheme:

The Modified Assured Career Progression Scheme (MACPS) is introduced with effect

from the 1st July, 2018 for employees of SIDR to address the stagnation in the scale. There

shall be three financial upgradations under MACP Scheme counted from the direct entry grade

i.e. the date of availing 100% Grant for the post on completion of 10, 20 & 30 years of service

respectively in absence of promotion. The Scheme is as follows:—

(i) There shall be three financial upgradations under the MACPS, counted from

the direct entry grade i.e. the date of availing 100% Grant for the post 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 after availing 1st MACP, if he gets 1st promotion, this

shall be covered as 1st financial upgradation under the scheme. The second

financial upgradation under MACP shall be 10 years after the 1st promotion/

Career Advancement Scale or 20 years of service 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 upgradation

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 promotional post in the hierarchy of the concerned cadre will only be at

the time of regular promotion;

(iii) The financial upgradations under the MACPS would be admissible up to the

Level-14 in the Pay Matrix;

(iv) There shall be a Screening Committee to decide the eligibility of the

employee for upgradation 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. Appointing

Authority shall 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 upgradation under the scheme.

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

promotion. Fixation benefits availed under TBA scale and ACP would be

adjusted while considering financial upgradation under MACPS.

(vi) Promotions earned in the post carrying same Level in the promotional

hierarchy as per recruitment rules shall be counted for the purpose of

MACPS. In cases, where the promotional post carries the same Level in

their recruitment rules, then the employee in financial upgradation

under MACP Scheme shall move to the next immediate higher Cell

instead of next higher Level;

(vii) If a financial upgradation 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

the

subsequent

financial

upgradation which would also get deferred to the extent of delay in grant

of first financial upgradation. 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

subject

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 upgradation 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 upgradation under the Scheme;

(xi) Financial upgradation 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

respect

the

retiring

employee, if any;

(xiii) If a regular promotion in due course is refused by the employee before

becoming entitled to a financial upgradation, 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

upgradation 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 upgradation till he agrees to be

considered for promotion again and the next financial upgradation 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) Upgradation of post in a cadre shall not be considered as an

upgradation under the MACPS;

(xv) There shall be no further financial upgradation under MACPS, if an

employee

has

already

availed

three

financial

upgradations

under

MACPS/ Promotion;

(xvi) If there is no fixation of pay on promotion on account of availing benefits

under MACPS, the usual date of increment shall be retained;

(xvii) All promotions within or across the cadre supported by rules shall be

considered as upgradations under MACPS. An employee joining a post

as an outsider will be counted afresh in that post for MACP benefits;

(xviii) Financial upgradation 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;

(xix) The pay of an employee shall be fixed on 1st July, 2018 under MACP

scheme stage-wise on completion of 20 and 30 years of service before

1st July, 2018 without promotion as the case may be. Pay shall be fixed in 1st

MACP on 1st July, 2018 then in 2nd MACP on the same date in case of

20 years and then in 3rd MACP in case of 30 years of service.

(xx) Placement of an employee in the appropriate level under MACPS depends

upon the number of promotions already availed. As such, the applicable level

for fixation of pay under this Resolution shall be the level of the post the

employee holds or his entitlement under MACPS whichever is higher.

16. Authority competent to fix the pay:

The Pay of the employees of SIDR 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 this resolution. The Pay Fixation Authority and

Checking Authority shall be responsible for wrong fixation and excess drawal, if any.

17. Since the employees of SIDR are coming under GIA fold, the Dearness Allowance

shall be allowed to the employees from time to time after sanction by Government in Social

Security & Empowerment of Persons with Disabilities Department with due concurrence of

Finance Department.

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

recovered from such employee 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 July, 2018 or the date to which the

employee has opted to come over to the revised scale of pay after 1st July, 2018.

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 Department of Social Security & Empowerment of Persons

with Disabilities (SSEPD) for clarification and decision. Any clarification and decision on all

such matters shall be issued by the Department of SSEPD with prior consultation with Finance

Department.

This Resolution issues with the concurrence of Finance Department in F.D. File

No.FIN-SOS3-BT-0024-2012 and OSWAS File No. SSEPD-DA6-MISC-0012-2019 dated

23rd October, 2019.

ORDER : Ordered that this Resolution be published in an Extraordinary issue of the Odisha

Gazette and copies forwarded to all Department of Government / Heads of

Department / Accountant General (Audit) / Accountant General (A&E), Odisha,

Bhubaneswar.

By Order of the Governor,

BHASKAR JYOTI SHARMA

Commissioner-cum-Secretary to Government

FIRST SCHEDULE

Pay Matrix

Pay

Band

-1S

(4750-

14680)

-1S

(4750-

14680)

PB-1 (5200-20200)

PB-2 (9300-34800)

PB-3 (15600-39100)

Grade

Pay

1700

1775

1800

1900

2000

2200

2400

2800

4200

4600

4800

540

6600

7600

Level

16600

17200

18000

19900

21700

23600

25500

29200

35400

44900

47600

56100

67700

78800

17100

17700

18500

20500

22400

24300

26300

30100

36508

46200

49000

57800

69700

81200

17600

18200

19100

21100

23100

25000

27100

31000

37600

47600

50500

59500

71800

83600

18100

18700

19700

21700

23800

25800

27900

31900

38700

49000

52000

61300

74000

86100

18600

19300

20300

22400

24500

26600

28700

32900

39900

50500

53600

63100

76200

88700

19200

19900

20900

23100

25200

27400

29600

33900

41100

52000

55200

65000

78500

91400

19800

20500

21500

23800

26000

28200

30500

34900

42300

53600

56900

67000

80900

94100

20400

21100

22100

24500

26800

29000

31400

35900

43600

55200

58600

69000

83300

96900

21000

21700

22800

25200

27600

29900

32300

37000

44900

55900

60400

71100

85800

99800

21500

22400

23500

26000

28400

30800

33300

38100

46200

58600

62200

73200

88400

102800

22200

23100

24200

26800

29300

31700

34300

39200

47600

60400

64100

75400

91100

105900

22900

23800

24900

27600

30200

32700

35300

40400

49000

62200

66000

77700

93800

109100

23600

24500

25600

28400

31100

33700

36400

41600

50500

64100

68000

80000

96600

112400

24300

25200

26400

29300

32000

34700

37500

42800

52000

66000

70000

82400

99500

115800

25000

26000

27200

30200

33000

35700

38600

44100

53600

68000

72100

84900

102500

119300

25800

26800

28000

31100

34000

36800

39800

45400

55200

70000

74300

87400

105600

122900

26600

27600

28800

32000

35000

37900

41000

46800

56900

72100

76500

90000

108800

126600

27400

28400

29700

33000

36100

39000

42200

48200

58600

74300

78800

92700

112100

130400

28200

29300

30600

34000

37200

40200

43500

49600

60400

76500

81200

95500

115500

134300

29000

30200

31500

35000

38300

41400

44800

51100

62200

78800

83600

98400

119000

138300

29900

31100

32400

36100

39400

42600

46100

52600

64100

81200

86100

101400

122600

142400

30800

32000

33400

37200

40600

43900

47500

54200

66000

83600

88700

104400

126300

146700

31700

33000

34400

38300

41800

45200

48900

55800

68000

86100

91400

107500

130100

151100

32700

34000

35400

39400

43100

46600

50400

57500

70000

88700

94100

110700

134000

155600

33700

35000

36500

40600

44400

48000

51900

59200

72100

91400

96900

114000

138000

160300

34700

36100

37600

41800

45700

49400

53500

61000

74300

94100

99800

117400

142100

165100

35700

37200

38700

43100

47100

50900

55100

62800

76500

96900

102800

120900

146400

170100

36800

38300

39900

44400

48500

52400

56800

64700

78800

99800

105900

124500

150800

175200

37900

39400

41100

45700

50000

54000

58500

66600

81200 102800 109100

128200

155300

180500

39000

40600

42300

47100

51500

55600

60300

68600

83600 105900 112400

132000

160000

185900

40200

41800

43600

48500

53000

57300

62100

70700

86100 109100 115800

136000

164800

191500

41400

43100

44900

50000

54600

59000

64000

72800

88700 112400 119300

140100

169700

197200

42600

44400

46200

51500

56200

60800

65900

75000

91400 115800 122900

144300

174800

203100

43900

45700

47600

53000

57900

62600

67900

77300

94100 119300 126600

148600

180000

209200

45200

47100

49000

54600

59600

64500

69900

79600

96900 122900 130400

153100

185400

46600

48500

50500

56200

61400

66400

72000

82000

99800 126600 134300

157700

191000

48000

50000

52000

57900

63200

68400

74200

84500

102800 130400 138300

162400

196700

49400

51500

53600

59600

65100

70500

76400

87000

105900 134300 142400

167300

202600

50900

53000

55200

61400

67100

72600

78700

89600

109100 138300 146700

172300

208700

52400

54600

56900

63200

69100

74800

81100

92300

112400 142400 151100

177500

SECOND SCHEDULE

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 thereby elect

the revised pay structure with effect from the 1st day of July, 2018.

(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 data

________________(i.e. the date of my next increment/ promotion or upgradation of the post/

vacant 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 with designation

received the above declaration

Signature : ________________

Head of Office

(with seal)

Date :___________________

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

THIRD SCHEDULE

From for Fixation of Pay under the Odisha Revised Scales of Pay, 2017

Name of the Employee

Name of the Head of Office

(Designation only)

Post held by the employee

(Substantive/ Officiating)

Existing Pay Band and Grade Pay of

the Post

Corresponding Level in the Pay Matrix

of the Pay Band and Grade Pay of the

present Post

Entry grade Post and its corresponding

Level in Pay Matrix

Number of promotion availed

Existing Basic Pay

(Pay + Grade Pay)

Date from which option exercised to

come over to revised pay structure

Emoluments in the existing Pay Band

and Grade Pay on the date from which

revised pay are opted.

(a) Pay (including personal pay)

(b) Grade Pay

(d) Total emolument (a to c)

Pay fixed in the revised pay structure

by multiplying the existing Basic Pay

(Sl. No. 8) by a factor of 2.57 and

rounded off to the nearest rupee.

The Pay Cell in the appropriate Level

in which the amount arrived at Sl. No.

11 is exactly fitted, if no such Cell

exact to the amount is available then

the next above Cell in that Level.

If the amount so arrived is less than

the first Cell in the Level then the pay

is fitted at the first Cell of the Level.

(Cell No. and the amount of pay be

mentioned)

Date of next increment

Any other relevant information

Pay in the Cell in the Level after increment

Date of increment

Cell No. & Pay

Level

Date:

Office:

Signature & Designation of Pay Fixation Officer/

Competent Authority /Head of Office

FOURTH SCHEDULE

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

PROMOTION/ FINANCIAL UPGRADATION UNDER MACPS

I ____________________________________ holding the post of _______________

in the level ________________in Pay Matrix and drawing pay of Rs. ________________ in

the cell _____________ do hereby elect to get my pay fixed in the level ____________ under

the Revised Scales of Pay, 2017 on______________ i.e. the date of my joining in the

promotional post or the date of financial upgradation/ the date of accrual of my next increment.

2. The optional herby exercised is final and will not be modified at any subsequent date.

Signature :_____________________

Designation :___________________

Office :________________________

Signed before me : ______________

Head of Office : _________________

FIFTH SCHEDULE

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 noted 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-1

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

scale:—

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 the employee.

Pay Fixation Officer Shall fix the pay of the employee within one month from the date of

receipt of the option from the employee. After fixation of pay in the Third Schedule, Pay

Fixation Officer shall send it to the Checking Officer in the same office along with relevant

records for checking.

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.

Verifying Officer shall verify the pay fixation statement of 10 per cent (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.

After completion of all such work, the salary of the current month shall be drawn

immediately in the revised rate, thereafter, arrear accrued from the month of July, 2018 shall

be drawn and disbursed.

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

Verifying Officer.

SI.

No.

Officer

Office

Remarks

1 Pay Fixation Officer GM, SIDR

To whom the GM, SIDR may declare

2 Checking Officer

GM, SIDR

To whom the GM, SIDR may declare

3 Verifying Officer

SSEPD Department To whom the Director, SSEPD may declare

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. The

Pay Fixation Officer and Checking Officer shall be of same office but different officer.

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. 1373-173+100