Pay Band applicable PB-1 Rs. Existing basic pay as on 1. Pay after multiplication by a factor of 1. Stage in the Pay Band after including benefit of bunching, if admissible Rs.
Grade Pay attached to the scale Rs. Revised basic pay — total of pay in the pay band and grade pay Rs. Pay Band applicable PB-3 Rs. Revised NPA Rs. Pay Band applicable -1S Rs. Pay in the Pay Band Rs. Pay Band applicable PB-2 Rs. Upgraded to the Scale of Pay Rs. Grade Pay attached to the scale of Rs.
Pay in the PB-2 Rs. Grade Pay Rs. Amount of increment Rs. Pay in the pay band after increment Rs. Pay after increment Rs. Grade pay applicable Rs. Any body plz. To get job in paramilitary force is a Herculean task as one has to pass all India basis exams and also has to go through tough medical, physical examination and interview besides written exam. The nature of duty of a sub inspector is so hard in comparison to that of a teacher. They are deployed in remote areas, in counter insurgencies etc and they have to give 12 to 18 hours duty for a day.
I am a railway employee entitled to travelling and night duty allowances, in the old pay scale of I want to know the current rate in the revised structure.
Pl clarify the benefits of ACP. If i am eligible for ACP on Somebody pl clarify. I appointed in the Scale of Pay of in December, In which Scale of Pay, I shall calculate my arrears. Plz help. Someone plz. Can anybody help me out to calculate the Fixations of New recruiters on or after Whether increment is required to be allowed normally on 1.
The official has not drawn his regular increment since April Can any body clarify this? Presently Iam in the scale of Aim and Objectives of Study The main aim of the research was to study the perception of degree college teachers in and around Mumbai, with respect to UGC's sixth Pay Commission regulations.
Snehal S. Donde The study was conducted with the following specific objectives: To create general awareness among all faculties of higher education regarding relevance of periodic regulations formulated by UGC with special reference to Sixth pay regulations.
To rank the perception of teachers with respect to the areas outlined for the study based on percentage. To identify the gaps if any and give suggestions on the basis of outcomes of the study. It may be said on the basis of the pilot study that TPS is internally consistent and possesses content validity as well as item validity. Technique of analysis: Descriptive analysis by Percentage analysis and graphical techniques.
The comparison of perceptions towards the UGC regulations was studied in terms of percentage value. The values obtained for each study were distributed into various groups in order to explain the perception level on the basis of the following range arrived at in consultation with the experts who were involved in validation of the perception tool:. The perception by junior teachers of regulation towards 'Research and publications' was low. Regulations with respect to 'Retirement Age', have been perceived equally.
The comparison between male and female teachers perception towards all the ' ' areas considered together , revealed that female teachers perceived the regulations better than the male counterparts. The comparison between junior and senior teachers perception towards all the ' ' areas considered together of study, revealed that senior teachers perceived the regulations better than the junior counterparts.
Teachers have highly ranked regulations with respect to Research and publications ranked IInd. Furthermore, Contractual appointment regulation has been ranked last among all the eight areas of UGC's sixth Pay commission regulations considered for the present study.
Table shows comparison of degree college male and female teachers perception towards all 'eight' areas of UGC's sixth Pay regulations together. It also exhibits ranking order of each regulation on the basis of perception level. IV Moderately high Promotion condition. VI Moderately high Retirement Age. II High perception Benefits of pay scale.
I High perception Average Perception. Table shows comparison of degree college junior and senior teachers perception towards all ' ' UGC's sixth Pay regulations together. Negatively VII Appointment. III Moderately high Promotion condition. V Moderately high Retirement Age. II Moderately high Benefits of pay scale. I Highly perceived Average Perception. VI Negatively Appointment. IV Moderately high Retirement Age. II Highly perceived Benefits of pay scale. Donde The overall findings regarding ' ' regulations are represented graphically in Fig.
All the groups exhibited high level of negative perception towards Contractual regulation. Commitment, dedication and sincerity towards work are low among such candidates as they use these opportunities to obtain experience certificate. Many remain associated to a college when they are connected to some coaching classes. UGC s Sixth Pay Commission Regulations Recruitment qualification and procedure regulation has been found to be perceived moderately low among all the UGC regulations outlined for the study.
Also there is a feeling of insecurity in the job. Even though there was slight apprehension noticed towards the PASS third category scoring system which is exclusively dedicated to research and academic contributions, it was felt necessary by many, hence positively perceived.
The results of the informal interviews about Working hours and Retirement age regulations suggest that there is dissatisfaction about the conditions of hours per week working hour and the medical test report, followed by the advertisement of the post for extension of Retirement age, including the condition of PhD requirement.
The comparison between male and female teachers perception towards all the ' ' regulations considered together , revealed that female teachers perceived the regulations better than the male counterparts. Similarly, the comparison between junior and senior teachers perception towards all the ' ' regulations considered together , revealed that senior teachers perceived the regulations better than the junior counterparts. The area of study towards Research reveals that they have been perceived highly positive; the reason may be that the new impetus given to research has ensured their progress.
Response towards contractual appointment is that this kind of regulation brings down the quality of education, as commitment and dedication of such teachers towards work are low, since the remuneration paid is meager in comparison to the scale given to their counterparts in regular appointments.
Moreover, contractual appointees aided optional subject, unaided courses and divisions feel that even though they are qualified, their services are not considered at par with their counterparts. Contractual appointment is adding an element of impermanence to the appointments. Contractual appointees use this opportunity as a stop gap arrangement or for getting experience certificate before getting a more promising one.
Moreover, senior teachers are feeling the pinch of quality deterioration due to such appointments. Also, general opinion about such entrance examinations is that it can only judge the intellectual capacity of a candidate but cannot propely identify the teaching skills.
Efficiency and effectiveness in a teaching job is reduced; very few can argue with the proposition that our higher education institutions need a new infusion of dynamic and committed faculty. Industry participation through collaborative endeavors needs to be encouraged to gain experience for professional course and inculcate employable skills.
With regards to the overall benefits of the sixth pay regulations, teachers feel that the sixth pay commission regulations are very encouraging and it is time for all to give their best. The Performance Based Appraisal System is adequately modified to facilitate the recognition of talent and merit and create healthy competitive spirit.
It is imperative to allow teachers to be part of the decision making and implementing machinery of the system. Moreover, lack of commitment and dedication is spoiling the noble profession. Perhaps, recognising the same there is a special mention of Code of Professional Ethics by UGC in the sixth pay regulations explaining the teachers responsibilities. It is true that unless some regulatory changes take place, it will not be possible to improve the quality and standard of education and, moreover, it will also not be possible to sustain and survive in this competitive world.
Hence, it is necessary that the proposed change regulations is properly implemented and measures are adopted that will make education attractive to others.
A thorough study of the Sixth Pay regulations reveals that the regulations developed by the UGC are, for the first time, formulated very specifically and are highly structured. The duties and responsibilities, as outlined in the regulations, confirm the need for upgradation of quality and overall performance of teachers.
Moreover, it is also observed by all respondents that Selection procedure is outlined very systematically with Weightage Points and PASS. The condition, presented in the regulation, that the teacher has to claim for CAS three months in advance, that it is not automatic and that the actual date of promotion shall be the date of successful assessment, will keep the faculties alert towards fulfillment of norms, which will automatically take care of the staff development and improvement in teaching learning process.
The challenge that arises from the above norm is that the candidates who do not fulfill the minimum score on the date of assessment will be reassessed after one year only, and the Associate Professors can also apply for selection as Professors by the Direct Recruitment.
It is essential to explore the limits of any policy, as recognition of limits may allow us to attend to those policy areas where success may be more likely. They are summarized as follows. First, no workload shown against the Principal of Degree College, in comparison to previous regulations of minimum six lectures, has caused commotion as there is a general feeling that it may deprive them of several opportunities on the apex academic boards.
Second, in the new regulations for recruitment of Principals the five year fixed term has caused turbulence in the system, which is already in turmoil due to lack of regular principals in affiliated colleges of SNDT and Mumbai University. Eligible candidates are apprehensive to apply for the post as there are no clear guidelines about the Principal s services after five years. Hence there is a general feeling that the services will be in jeopardy as: a Principal who may not be selected for second term in the same college or any other college may be forced for VRS, b Associate professor who may be selected as Principal may be demoted.
Third, it is observed that Govt. Nominee on selection panel for Govt. In case there are more than one Associate Professors complying with all requirements of professorial position and they claim for the post, it is unclear that on what grounds such claims can be rejected.
There is a common view of the respondents that the criteria applied of Seniority for this regulation is unjustified. Fifth, keeping in view the above norms of percentage of Professorial designations, based on the number of Associate professors, B.
Sixth, there is no clarity regarding the length of period that a faculty can remain on the same AGP, remaining unchanged and not upgraded to fulfill the conditions laid down in the regulations.
Donde Researcher believes that thorough understanding of the relevance of the sixth pay regulations and a positive mindset of an individual faculty can help extensively for ensuring timely promotions. Further, they will have to remain alert and systematized to grab the benefits of the newly introduced regulations by timely fulfilling the norms laid down by UGC for AGP or CAS promotion. Implications of the Study This type of study gives insight into the teachers perception towards the implementation of the sixth pay UGC regulations and its strength and weaknesses.
It also helps to clearly identify major gap areas, as well as strategies and activities that appear to have a good potential for upgrading teaching profession. For the professional development of teachers it is necessary to review the regulations that govern the educational system. Reviewing of the regulations can help in preparing perspective plan and formulating appropriate strategies to improve it.
Study of such a nature would motivate and encourage teachers awareness of regulations and its strategy to meet the challenges by proving their skill in teaching, as well as in research projects and publications, and seeking higher position in educational institutes.
0コメント