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vÀgÀÄªÀ CUÀvÀå CvÀåAvÀ wÃªÀæªÁVvÀÄÛ.

4. ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è£À vÁgÀvÀªÀÄåUÀ¼À£ÀÄß ¤ªÁj ÀÄªÀ°è 1957gÀ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ ÀA¥ÀÆtðªÁV ¥ÀjuÁªÀÄPÁjAiÀiÁUÀ°®è. vÀzÀ£ÀAvÀgÀ sÁgÀvÀ ÀPÁðgÀªÀÅ JgÀqÀ£ÉÃ PÉÃAzÀæ

ªÉÃvÀ£À DAiÉÆÃUÀzÀ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß M¦àPÉÆAqÀÄ ¢£ÁAPÀ:01.01.1959jAzÀ C£ÀéAiÀÄªÁUÀÄªÀAvÉ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉAiÀÄ£ÀÄß eÁjUÉ vÀA¢vÀÄ. EzÀjAzÁV PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðj £ËPÀgÀgÀ ªÉÃvÀ£À ªÀÄvÀÄÛ sÀvÉåUÀ¼À°èzÀÝ C ÀªÀiÁ£ÀvÉ E£ÀßµÀÄÖ ºÉZÁÑ¬ÄvÀÄ. »ÃUÁV PÀ£ÁðlPÀ ÀPÁðgÀªÀÅ ªÀÄvÉÆÛAzÀÄ C¢üPÁj ªÉÃvÀ£À À«ÄwAiÀÄ£ÀÄß 1960gÀ°è gÀa¹vÀÄ ªÀÄvÀÄÛ F À«ÄwAiÀÄ ªÀgÀ¢AiÀÄ£ÀÄß M¦àPÉÆAqÀÄ ¢£ÁAPÀ:01.01.1961jAzÀ C£Àé¬Ä ÀÄªÀAvÉ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß eÁjUÉÆ½¹vÀÄ. F ¥ÀjµÀÌgÀuÉ¬ÄAzÁV, £ËPÀgÀgÀ ªÉÃvÀ£À ¹Üw Àé®àªÀÄnÖUÉ GvÀÛªÀÄUÉÆAqÀÄzÀ®èzÉ, ««zsÀ ¥ÀæzÉÃ±ÀUÀ½AzÀ ºÀAaPÉAiÀiÁV §AzÀ ÀPÁðj £ËPÀgÀjUÉ ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°è ÀªÀiÁ£À gÀÆ¥À zÉÆgÀQvÀÄ.

5. gÁdåzÀ ªÉÆzÀ® ªÉÃvÀ£À DAiÉÆÃUÀ 1966: PÀ£ÁðlPÀ GZÀÒ £ÁåAiÀiÁ®AiÀÄzÀ ¤ªÀÈvÀÛ £ÁåAiÀiÁ¢üÃ±À £ÁåAiÀÄªÀÄÆwð ²æÃ n.PÉ.vÀÄPÉÆÃ¼ÀgÀ CzsÀåPÀëvÉAiÀÄ°è ¢£ÁAPÀ:17.11.1966gÀAzÀÄ KPÀ ÀzÀ Àå ªÉÃvÀ£À DAiÉÆÃUÀªÀ£ÀÄß gÀa À Á¬ÄvÀÄ. F À«ÄwAiÀÄÄ vÀ£Àß ªÀgÀ¢AiÀÄ£ÀÄß ¢£ÁAPÀ:02.12.1968 gÀAzÀÄ À°è¹zÀÄÝ, CzÀ£ÀÄß ¢£ÁAPÀ:01.01.1970jAzÀ C£ÀéAiÀÄªÁUÀÄªÀAvÉ eÁjUÉÆ½ À Á¬ÄvÀÄ.

F DAiÉÆÃUÀzÀ ¥ÀæªÀÄÄR ²¥sÁgÀ ÀÄìUÀ¼ÀÄ F jÃw EzÀÝªÀÅ –

• ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉåAiÀÄ£ÀÄß 108 jAzÀ 27PÉÌ E½ ÀÄªÀÅzÀÄ;

• PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ªÀiÁ¹PÀ 65 gÀÆ.UÀ½UÉ ¤UÀ¢ ¥Àr ÀÄªÀÅzÀÄ;

• PÉÃAzÀæ ÀPÁðgÀzÀ zÀgÀUÀ¼ÀAvÉ gÁdå ÀPÁðgÀzÀ £ËPÀgÀjUÀÆ vÀÄnÖ sÀvÉå zÀgÀUÀ¼À£ÀÄß C£Àé¬Ä ÀÄªÀÅzÀÄ.

PÉ®ªÉÇAzÀÄ ¤¢ðµÀÖ ªÀiÁ¥ÁðqÀÄUÀ¼ÉÆA¢UÉ DAiÉÆÃUÀzÀ ²¥sÁgÀ ÀÄìUÀ½UÉ ÀPÁðgÀªÀÅ ¢£ÁAPÀ:01.01.1970gÀAzÀÄ M¦àUÉ ¤ÃrvÀÄ.

6. JgÀqÀ£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀ, 1974: PÀ£ÁðlPÀ GZÀÒ£ÁåAiÀiÁ®AiÀÄzÀ ¤ªÀÈvÀÛ £ÁåAiÀiÁ¢üÃ±ÀgÁzÀ £ÁåAiÀÄªÀÄÆwð ²æÃ J.£ÁgÁAiÀÄt ¥ÉÊ gÀªÀgÀ CzsÀåPÀëvÉAiÀÄ°è ªÀÄvÉÆÛAzÀÄ

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KPÀ ÀzÀ Àå ªÉÃvÀ£À DAiÉÆÃUÀªÀ£ÀÄß ¢£ÁAPÀ:13.08.1974gÀ°è gÀa À Á¬ÄvÀÄ. F DAiÉÆÃUÀzÀ ªÀgÀ¢AiÀÄ°è PÉ¼ÀPÀAqÀ ¥ÀæªÀÄÄR ²¥sÁgÀ ÀÄìUÀ½zÀÝªÀÅ.

• ÀPÁðgÀzÀ°è£À J¯Áè ºÀÄzÉÝUÀ¼À£ÀÄß 8 ¥ÀæªÀUÀðUÀ¼À°è ªÀVÃðPÀj ÀÄªÀÅzÀÄ ªÀÄvÀÄÛ ¥ÀæwAiÉÆAzÀÄ ¥ÀæªÀUÀðzÀ ¥ÁægÀA©üPÀ ºÀAvÀzÀ°è KPÀgÀÆ¥ÀzÀ ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ£ÀÄß ¤UÀ¢¥Àr ÀÄªÀÅzÀÄ.

• ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉå 15PÉÌ E½ ÀÄªÀÅzÀÄ ;

• PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.250 ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£À gÀÆ.2750 ;

• ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß 2 sÁUÀUÀ¼ÁV «AUÀr ÀÄªÀÅzÀÄ -

a) ªÀÄÆ®ªÉÃvÀ£À ªÀÄvÀÄÛ

b) ¸ÁªÀiÁ£ÉÆåÃzÉÝÃ±À ªÉÃvÀ£À

C¢üPÁj À«ÄwAiÀÄÄ ÀÆa¹zÀ PÉ®ªÀÅ ªÀiÁ¥ÁðlÄUÀ¼À £ÀAvÀgÀ JgÀqÀ£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀzÀ ²¥sÁgÀ ÀÄì ªÀiÁrzÀ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉAiÀÄ£ÀÄß ¢£ÁAPÀ:01.01.1977jAzÀ C£ÀÄµÁ×£ÀUÉÆ½ À Á¬ÄvÀÄ.

7. ªÉÄÃ°£À ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ¬ÄAzÀ GzÀã«¹zÀ CA±ÀUÀ½UÉ ÀA§A¢ü¹zÀAvÉ £ËPÀgÀjAzÀ ¹éÃPÀj À ÁzÀ ªÀÄ£À«UÀ¼À£ÀÄß ¥Àj²Ã° À®Ä, CA¢£À ºÀtPÁ ÀÄ ÀaªÀgÁVzÀÝ ²æÃ JA. «ÃgÀ¥Àà ªÉÆ¬ÄèAiÀÄªÀgÀ CzsÀåPÀëvÉAiÀÄ°è ÀaªÀ ÀA¥ÀÄl G¥À À«ÄwAiÉÆAzÀ£ÀÄß ¢£ÁAPÀ:31.03.1981 gÀAzÀÄ ÀPÁðgÀªÀÅ gÀa¹vÀÄ.

G¥À À«ÄwAiÀÄÄ ªÀiÁrzÀ ²¥sÁgÀ ÀÄìUÀ¼ÀÄ F jÃw EzÀÝªÀÅ:

• PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß gÀÆ.390 UÀ½UÉ ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£ÀªÀ£ÀÄß gÀÆ. 3,200 UÀ½UÉ Kj À ÉÃPÀÄ;

• PÉ¼ÀºÀAvÀzÀ ¹§âA¢UÀ¼À ªÉÃvÀ£ÀªÀ£ÀÄß PÉÃAzÀæ ÀPÁðgÀzÀ ¹§âA¢UÀ¼À ªÉÃvÀ£À ±ÉæÃtÂUÉ ÀªÀÄ£ÁV ÀÄªÀÅzÀÄ;

• PÀ¤µÀ× gÀÆ.20 ºÁUÀÆ UÀjµÀ× gÀÆ.50 UÀ¼ÀµÀÄÖ ªÉÃvÀ£ÀzÀ°è ºÉZÀÑ¼ÀªÁUÀ ÉÃPÀÄ;

• ªÀÄÆ®ªÉÃvÀ£ÀzÀ ªÉÄÃ É vÀÄnÖ sÀvÉå.

F ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß M¦àPÉÆAqÀ ÀPÁðgÀªÀÅ ºÉÆ À ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ£ÀÄß ¢£ÁAPÀ:01.01.1982 jAzÀ eÁjUÉÆ½¹vÀÄ.

8. ªÀÄÆgÀ£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀ, 1986: ªÀÄÆgÀ£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀªÀ£ÀÄß £ÁåAiÀÄªÀÄÆwð ²æÃ ©. ªÉAPÀl¸Áé«Ä CªÀgÀ CzsÀåPÀëvÉAiÀÄ°è ¢£ÁAPÀ:23.01.1986 gÀAzÀÄ gÀa À Á¬ÄvÀÄ. qÁ. ªÀiÁzÀAiÀÄå ªÀÄvÀÄÛ ²æÃ J¸ï. ªÉAPÀmÉÃ±ï, sÁ.D. ÉÃ (¤ªÀÈvÀÛ) EªÀgÀÄ DAiÉÆÃUÀzÀ ÀzÀ ÀågÁVzÀÝgÀÄ. DAiÉÆÃUÀªÀÅ r ÉA§gï 1986 gÀ°è vÀ£Àß ªÀgÀ¢AiÀÄ£ÀÄß À°è¹vÀÄ. gÁdå

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ÀPÁðgÀªÀÅ F ªÀgÀ¢AiÀÄ£ÀÄß M¦àPÉÆAqÀÄ PÉ¼ÀV£À CA±ÀUÀ¼ÉÆA¢UÉ ¢£ÁAPÀ:01.07.1986 jAzÀ CzÀ£ÀÄß eÁjUÉÆ½¹vÀÄ.

• vÀÄnÖ sÀvÉåAiÀÄ£ÀÄß ªÀÄÆ®ªÉÃvÀ£ÀzÉÆA¢UÉ «°Ã£ÀUÉÆ½ ÀÄªÀÅzÀÄ;

• 21 ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À gÀZÀ£É;

• ªÉÃvÀ£ÀzÀ°è PÀ¤µÀ× gÀÆ.75 jAzÀ UÀjµÀ× gÀÆ.350 ªÀgÉUÉ ºÉZÀÑ¼À;

• 1986 gÀ°è ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ¬ÄAzÀ GAmÁzÀ ºÉZÀÄÑªÀj ªÉZÀÑ ÀÄªÀiÁgÀÄ gÀÆ.329.00 PÉÆÃnUÀ¼ÀÄ.

9. £Á®Ì£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀ, 1992: £ÁåAiÀÄªÀÄÆwð ²æÃ dUÀ£ÁßxÀ ±ÉnÖ CªÀgÀ CzsÀåPÀëvÉAiÀÄ°è £Á®Ì£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀªÀ£ÀÄß ¢£ÁAPÀ:26.02.1992 gÀAzÀÄ gÀa À Á¬ÄvÀÄ. qÁ|| f. wªÀÄäAiÀÄå ªÀÄvÀÄÛ ²æÃ.PÉ.¦. ÀÄgÉÃAzÀæ£Áxï, sÁ.D. ÉÃ (¤ªÀÈvÀÛ) gÀªÀgÀÄ DAiÉÆÃUÀzÀ ÀzÀ ÀågÁVzÀÝgÀÄ.

PÉ¼ÀPÀAqÀ ªÀÄºÀvÀézÀ CA±ÀUÀ¼ÉÆA¢UÉ DAiÉÆÃUÀzÀ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß ¢£ÁAPÀ:01.07.1993 jAzÀ eÁjUÉÆ½ À Á¬ÄvÀÄ.

• 20 ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ¤UÀ¢;

• PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.840 ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£À gÀÆ.6,800;

• ªÀÄÆ®ªÉÃvÀ£À ±ÉÃ.7.5 gÀµÀÄÖ ºÉZÀÑ¼À;

• ªÀÄÆ®ªÉÃvÀ£ÀzÉÆA¢UÉ vÀÄnÖ sÀvÉåAiÀÄ£ÀÄß «°Ã£ÀUÉÆ½ ÀzÉ ¥ÀævÉåÃPÀªÁV Ej À Á¬ÄvÀÄ;

• ªÉÃvÀ£ÀzÀ°è ºÉZÀÑ¼À – PÀ¤µÀ× gÀÆ.111 jAzÀ UÀjµÀ× gÀÆ.896 ªÀgÉUÉ;

• MlÄÖ ºÉZÀÄÑªÀj ªÉZÀÑ ªÁ¶ðPÀ gÀÆ. 180 PÉÆÃn.

10. C¢üPÁj ªÉÃvÀ£À À«Äw, 1998: PÉÃAzÀæ ÀPÁðgÀªÀÅ 1997 gÀ°è 5£ÉÃ PÉÃAzÀæ ªÉÃvÀ£À DAiÉÆÃUÀzÀ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß eÁjUÉÆ½¹zÀ »£Éß ÉAiÀÄ°è gÁdå ÀPÁðj £ËPÀgÀgÀÄ ªÀÄÄA¢lÖ ÉÃrPÉUÀ¼À£ÀÄß ¥ÀjUÀtÂ À®Ä gÁdå ÀPÁðgÀ ¢£ÁAPÀ:05.02.1998 gÀAzÀÄ DyðPÀ E¯ÁSÉAiÀÄ CA¢£À ¥ÀæzsÁ£À PÁAiÀÄðzÀ²ðUÀ¼ÁVzÀÝ ²æÃ ¹.UÉÆÃ¥Á® gÉrØ, EªÀgÀ £ÉÃvÀÈvÀézÀ°è C¢üPÁj ªÉÃvÀ£À À«ÄwAiÀÄ£ÀÄß gÀa¹vÀÄ. ¢£ÁAPÀ:19.12.1998 gÀAzÀÄ À«ÄwAiÀÄÄ vÀ£Àß ªÀgÀ¢AiÀÄ£ÀÄß À°è¹vÀÄ. À«ÄwAiÀÄ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß ÀPÁðgÀªÀÅ

¢£ÁAPÀ:01.04.1998 jAzÀ PÉ¼ÀPÀAqÀ ªÀÄºÀvÀézÀ CA±ÀUÀ¼ÉÆA¢UÉ eÁjUÉÆ½¹vÀÄ.

• ªÀÄÆ®ªÉÃvÀ£ÀzÀ°è ±ÉÃ.32.5 gÀµÀÄÖ ºÉZÀÑ¼À;

• PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.2,500 ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£À gÀÆ.20,720;

• ¤ªÀÈwÛ ªÉÃvÀ£À PÀ¤µÀ× gÀÆ.1,055 ªÀÄvÀÄÛ UÀjµÀ× gÀÆ.10,620;

• 1998-99 gÀ°è ÀPÁðgÀPÁÌzÀ ºÉZÀÄÑªÀj ªÉZÀÑ gÀÆ.784 PÉÆÃn.

11. LzÀ£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀ, 2005: ²æÃ ¹.UÉÆÃ¥Á®gÉrØ, sÁ.D. ÉÃ (¤ªÀÈvÀÛ) EªÀgÀ CzsÀåPÀëvÉAiÀÄ°è LzÀ£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀªÀ£ÀÄß ¢£ÁAPÀ: 21.06.2005 gÀAzÀÄ gÀa À Á¬ÄvÀÄ. ²æÃ ¹.UÉÆÃ¥Á®gÉrØ gÀªÀgÀ ¤zsÀ£ÀzÀ ¥ÀæAiÀÄÄPÀÛ, DAiÉÆÃUÀzÀ CzsÀåPÀëvÉAiÀÄ£ÀÄß ²æÃ JA.©.

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¥ÀæPÁ±ï sÁ.D. ÉÃ (¤ªÀÈvÀÛ) gÀªÀgÀÄ ¢£ÁAPÀ:03.08.2006 gÀAzÀÄ ªÀ»¹PÉÆAqÀgÀÄ. ªÉÃvÀ£À DAiÉÆÃUÀzÀ ¥ÀæªÀÄÄR ²¥sÁgÀ ÀÄìUÀ¼ÀÄ F PÉ¼ÀPÀAqÀAwzÀÝªÀÅ:

• gÁdå ÀPÁðgÀªÀÅ vÀ£ÀßzÉÃ DzÀ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ ¥ÀgÀA¥ÀgÉAiÀÄ£ÀÄß ªÀÄÄAzÀÄªÀgÉ ÀÄªÀÅzÀÄ;

• ¢£ÁAPÀ:01.07.2005 gÀ°ègÀÄªÀAvÉ vÀÄnÖ sÀvÉåAiÀÄ£ÀÄß ªÉÃvÀ£ÀzÉÆA¢UÉ «°Ã£ÀUÉÆ½ ÀÄªÀÅzÀÄ;

• ¢£ÁAPÀ:01.04.2006 jAzÀ DyðPÀ ÀªÀ®vÀÄÛUÀ¼ÉÆA¢UÉ ¢£ÁAPÀ:01.07.2005 jAzÀ C£ÀéAiÀÄªÁUÀÄªÀAvÉ ¥ÀjµÀÌøvÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À eÁj;

• ªÀÄÆ®ªÉÃvÀ£ÀªÀ£ÀÄß ±ÉÃ.17.5 gÀµÀÄÖ ºÉaÑ¹, ¢£ÁAPÀ:01.07.2005 gÀAzÀÄ eÁjAiÀÄ°èzÀÝ vÀÄnÖ sÀvÉåAiÀÄ£ÀÄß «°Ã£ÀUÉÆ½¹ ¥ÀjµÀÌøvÀ ªÉÃvÀ£ÀªÀ£ÀÄß ¤UÀ¢UÉÆ½ ÀÄªÀÅzÀÄ;

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12. C¢üPÁj ªÉÃvÀ£À À«Äw, 2011: ¹§âA¢UÀ¼À ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß ¥ÀjµÀÌj À®Ä C¢üPÁj ªÉÃvÀ£À À«ÄwAiÀÄ£ÀÄß dÆ£ï 2011 gÀ°è ÀPÁðgÀzÀ ºÉZÀÄÑªÀj ªÀÄÄRå PÁAiÀÄðzÀ²ð ªÀÄvÀÄÛ C©üªÀÈ¢Þ DAiÀÄÄPÀÛgÁVzÀÝ ²æÃ ÀÄ©üÃgï ºÀj¹AUï, sÁ.D. ÉÃ. EªÀgÀ £ÉÃvÀÈvÀézÀ°è gÀa À Á¬ÄvÀÄ. ÀPÁðgÀªÀÅ §ºÀÄvÉÃPÀ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß CAVÃPÀj¹zÀÄÝ, CzÀgÀ ¥ÀjuÁªÀÄªÁV ¥Àæ ÀPÀÛ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄÄ eÁjAiÀÄ°ègÀÄvÀÛzÉ. À«ÄwAiÀÄ ªÀÄÄRå ²¥sÁgÀ ÀÄìUÀ¼ÀÄ PÉ¼ÀPÀAqÀAwªÉ.

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• gÀ ÉÛ ªÉÄÊ ÉÃdÄ, ¢£À sÀvÉå, «±ÉÃµÀ ¢£À sÀvÉå, ªÀUÁðªÀuÉ C£ÀÄzÁ£ÀzÀ zÀgÀUÀ¼À£ÀÄß UÀt¤ÃAiÀÄªÁV ºÉaÑ ÀÄªÀÅzÀÄ;

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DyðPÀ ¥ÀjuÁªÀÄUÀ¼ÀÄ:

gÁdå ÀPÁðgÀªÀÅ C¢üPÁj ªÉÃvÀ£À À«ÄwAiÀÄ ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß ¢£ÁAPÀ:01.04.2012 jAzÀ (5 ¢£ÀUÀ¼À PÉ® ÀzÀ ªÁgÀPÉÌ ÀA§A¢ü¹zÀ ²¥sÁgÀ Àì£ÀÄß ºÉÆgÀvÀÄ¥Àr¹) eÁjUÉÆ½¹vÀÄ. ªÉÃvÀ£À ªÀÄvÀÄÛ sÀvÉåUÀ¼À F ¥ÀjµÀÌgÀuÉ¬ÄAzÁV ªÁ¶ðPÀ ºÉZÀÄÑªÀj ªÉZÀÑ gÀÆ.4,450 PÉÆÃn CUÀÄªÀÅzÉAzÀÄ CAzÁf À ÁVvÀÄÛ.

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17

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MlÄÖ 11,81,038 100.00

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MlÄÖ 7,73,454 5,20,829 100

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PÀæ. ÀA.

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2 10400-200-12000-250-13000-300-14200-350-15600-400-16400

9,327 1.79

3 11000-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000

20,502 3.94

4 11600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000

71,371 13.70

5 12500-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24000

59,295 11.38

6 13600-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-26000

40,547 7.79

7 14550-350-15600-400-17200-450-19000-500-21000-600-24600-700-26700

68,531 13.16

8 16000-400-17200-450-19000-500-21000-600-24600-700-28800-800-29600

1,12,922 21.68

9 17650-450-19000-500-21000-600-24600-700-28800-800-32000

36,569 7.02

10 19000-500-21000-600-24600-700-28800-800-33600-900-34500

9,756 1.87

11 20000-500-21000-600-24600-700-28800-800-33600-900-36300

21,009 4.03

12 21600-600-24600-700-28800-800-33600-900-39000-1050-40050

10,677 2.05

13 22800-600-24600-700-28800-800-33600-900-39000-1050-43200

19,172 3.68

14 24000-600-24600-700-28800-800-33600-900-39000-1050-45300

1,043 0.20

15 26000-700-28800-800-33600-900-39000-1050-45300-1200-47700

1,377 0.26

16 28100-700-28800-800-33600-900-39000-1050-45300-1200-50100

8,724 1.68

17 30400-800-33600-900-39000-1050-45300-1200-51300 3,629 0.70

18 32800-800-33600-900-39000-1050-45300-1200-52500 48 0.01

19 36300-900-39000-1050-45300-1200-52500-1350-53850 2,400 0.46

20 38100-900-39000-1050-45300-1200-52500-1350-55200 176 0.03

21 40050-1050-45300-1200-52500-1350-56550 604 0.12

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22 44250-1050-45300-1200-52500-1350-60600 96 0.02

23 48900-1200-52500-1350-60600-1500-63600 105 0.02

24 52500-1350-60600-1500-69600-1700-73000 27 0.01

25 56550-1350-60600-1500-69600-1700-79800 11 0.00 26 JLJ¸ï ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÀÄ 431 0.08 27 EvÀgÉ (AiÀÄÄf¹/JL¹nE/J£ïeÉ¦¹ EvÁå¢ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÀÄ) 9,484 1.82 MlÄÖ 5,20,829 100.00

DzsÁgÀ: 2017-18gÀ DAiÀÄªÀåAiÀÄ zÁR ÉUÀ¼À C£ÀÄ§AzsÀ-©

5. ¥Àæ ÀÄÛvÀ EgÀÄªÀ ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂ

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19000-500-21000-600-24600-700-28800-800-33600-900-39000-1050-45300-1200-52500-1350-60600-1500-69600-1700-79800.

6. ÀÜ½ÃAiÀÄ ÀA ÉÜUÀ¼À ¹§âA¢: ªÉÄÃ É PÁtÂ¹zÀ 5.20 ®PÀë PÁAiÀÄð¤gÀvÀ ¹§âA¢AiÀÄ ¥ÉÊQ

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11. gÁdå ÀPÁðj £ËPÀgÀgÀ ºÀÄzÉÝUÀ¼À ªÀÄAdÆgÁw ÀASÉåAiÀÄÄ 1970gÀ°èzÀÝ 2.57 ®PÀëUÀ½AzÀ 2017gÀ°è 7.73 ®PÀëUÀ½UÉ ¹ÜgÀªÁV KjPÉAiÀiÁVzÉ. 1970 gÀ zÀ±ÀPÀzÀ°è ªÀÄAdÆgÁzÀ ºÀÄzÉÝUÀ¼À ÀgÁ Àj ÀASÉåAiÀÄÄ 3.10 ®PÀëzÀ¶ÖzÀÄÝ, 1980 gÀ zÀ±ÀPÀzÀ°è 4.37 ®PÀëUÀ½UÉ KjPÉAiÀiÁVzÉ. ªÀÄÄAzÀÄªÀgÉzÀÄ, F ÀASÉåAiÀÄ 1990 gÀ zÀ±ÀPÀzÀ°è ÀgÁ Àj 5.64 ®PÀëUÀ½UÉ ªÀÄvÀÄÛ 2000-01gÀ ªÉÆzÀ® zÀ±ÀPÀzÀ°è 6.30 ®PÀëUÀ¼ÀµÀÖPÉÌ ºÉZÁÑVzÉ. ¥ÀAZÀªÁ¶ðPÀ AiÉÆÃd£ÉUÀ¼À sÁUÀªÁV eÁjUÉ vÀAzÀ ºÉÆ À AiÉÆÃd£ÉUÀ¼ÀÄ ªÀÄvÀÄÛ C©üªÀÈ¢Þ PÁAiÀÄðPÀæªÀÄUÀ¼À ¥ÀæªÀÄÄR ¥ÀjuÁªÀÄªÁV 1970jAzÀ 1990gÀ CAvÀåzÀªÀgÉUÉ ºÀÄzÉÝUÀ¼À ªÀÄAdÆgÁwAiÀÄ°è ºÉZÀÑ¼ÀªÁVgÀÄvÀÛzÉ. F CªÀ¢üAiÀÄ°è ÀPÁðgÀªÀÅ ¥ÁæxÀ«ÄPÀ ²PÀët, ªÀÄ»¼Á ªÀÄvÀÄÛ ªÀÄPÀÌ¼À C©üªÀÈ¢Þ ÉÃªÉUÀ¼ÀÄ, ¥ÁæxÀ«ÄPÀ DgÉÆÃUÀå ÉÃªÉUÀ¼ÀÄ ªÀÄvÀÄÛ PÁ£ÀÆ£ÀÄ ªÀÄvÀÄÛ ÀÄªÀåªÀ ÉÜAiÀÄ ÉÃªÉUÀ¼À£ÀÄß ªÁå¥ÀPÀªÁV «¸ÀÛj¹vÀÄ. 1990 gÀ zÀ±ÀPÀzÀ°è UËgÀªÁ¤évÀ

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1994-95 562552 2213 470

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1996-97 598037 2871 716

1997-98 589298 3365 809

1998-99 619753 3810 972

1999-00 639331 4576 1539

2000-01 626899 4630 1583

2001-02 625199 5030 1641

2002-03 629657 4941 1773

2003-04 629198 5523 1901

2004-05 618826 5392 2157

2005-06 598817 5750 2237

2006-07 602121 6545 2496

2007-08 632319 8410 3241

2008-09 662048 9927 4113

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2003-04 6,29,198 -0.07 5,33,447 15.22

2004-05 6,18,826 -1.65 5,28,555 14.59

2005-06 5,98,817 -3.23 5,09,782 14.87

2006-07 6,02,121 0.55 5,12,652 14.86

2007-08 6,32,319 5.02 5,24,353 17.07

2008-09 6,62,048 4.70 5,46,141 17.51

2009-10 6,77,322 2.31 5,20,239 23.19

2010-11 6,87,822 1.55 5,46,146 20.60

2011-12 6,96,242 1.22 5,54,012 20.43

2012-13 7,03,631 1.06 5,37,517 23.61

2013-14 7,45,640 5.97 5,64,374 24.31

2014-15 7,50,327 0.63 5,56,247 25.87

2015-16 7,51,434 0.15 5,29,148 29.58

2016-17 7,79,439 3.73 5,09,867 34.59

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CzsÁåAiÀÄ-4

30

CzsÁåAiÀÄ-4

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1. ªÉÃvÀ£À DAiÉÆÃUÀzÀ ¥Àj²Ã®£ÁA±ÀUÀ¼À C£ÀÄ¸ÁgÀ, DAiÉÆÃUÀªÀÅ vÀ£Àß ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß ªÀiÁqÀÄªÁUÀ, gÁdå ÀPÁðgÀzÀ ÀA¥À£ÀÆä®UÀ¼ÀÄ, ««zsÀ C©üªÀÈ¢Þ AiÉÆÃd£ÉUÀ¼ÀÄ ªÀÄvÀÄÛ PÁAiÀÄðPÀæªÀÄUÀ¼À PÀÄjvÀÄ ÀPÁðgÀzÀ §zÀÞvÉ, CzÀÄ ¤ªÀð» À ÉÃPÁzÀ PÁ£ÀÆ£ÀÄ§zÀÞ ªÀÄvÀÄÛ ¤AiÀÄAvÁævÀäPÀ PÁAiÀÄðZÀlÄªÀnPÉUÀ¼ÀÄ, ¸Á® ªÀÄgÀÄ¥ÁªÀwAiÀÄ ºÉÆuÉUÁjPÉUÀ¼ÀÄ ªÀÄvÀÄÛ EvÀgÀ C©üªÀÈ¢ÞAiÉÄÃvÀgÀ ªÉZÀÑUÀ¼À CUÀvÀåUÀ¼À£ÀÄß ºÁUÀÆ PÀ£ÁðlPÀ «wÛÃAiÀÄ ºÉÆuÉUÁjPÉ PÁAiÉÄÝ 2002gÀ°è «¢ü¹gÀÄªÀ ¥Àæw§AzsÀUÀ¼À£ÀÄß UÀªÀÄ£ÀzÀ°èlÄÖPÉÆ¼Àî ÉÃPÁzÀ CUÀvÀå«zÉ. vÀ£Àß ªÉZÀÑUÀ¼À£ÀÄß ¥ÀÆtðUÉÆ½ À®Ä gÁdå ÀPÁðgÀzÀ ¥Àæ ÀÄÛvÀ DzÁAiÀÄ ªÀÄvÀÄÛ sÀ«µÀåzÀ°è ¸ÁzsÀåªÁUÀ§ºÀÄzÁzÀ ÀA¥À£ÀÆä® PÉÆæÃrüÃPÀgÀtzÀ ¸ÁzsÀåvÉUÀ¼À£ÀÄß DAiÉÆÃUÀªÀÅ ¥ÀjUÀtÂ À ÉÃPÁVzÉ.

2. sÁgÀvÀzÀ 29 gÁdåUÀ¼À ¥ÉÊQ PÀ£ÁðlPÀªÀÅ zÉÆqÀØ gÁdåUÀ¼À°è MAzÁVzÉ. sËUÉÆÃ½PÀªÁV 1.92 ®PÀë ZÀzÀgÀ Q.«ÄÃ.UÀ¼ÀµÀÄÖ ¥ÀæzÉÃ±À ºÉÆA¢gÀÄªÀ (MmÁÖgÉ sÁgÀvÀzÀ sÀÆ ¥ÀæzÉÃ±ÀzÀ ±ÉÃ.5.8 gÀµÀÄÖ) PÀ£ÁðlPÀzÀ d£À ÀASÉå 2011gÀ d£ÀUÀtwAiÀÄAvÉ 6.11 PÉÆÃnAiÀÄ¶ÖvÀÄÛ. ( sÁgÀvÀzÀ d£À ÀASÉåAiÀÄ ±ÉÃ.5 gÀµÀÄÖ sÁUÀ). gÁdåzÀ MlÄÖ DAvÀjPÀ GvÀà£ÀßªÀÅ (f.J¸ï.r.¦) ¥Àæ ÀÄÛvÀ zÀgÀUÀ¼À°è ªÀÄÄAUÀqÀ CAzÁdÄUÀ¼ÀAvÉ 2016-17 gÀ°è gÀÆ. 11.17 ®PÀë PÉÆÃnUÀ¼ÉAzÀÄ CAzÁdÄ ªÀiÁqÀ ÁVzÉ. EzÀÄ sÁgÀvÀzÀ gÀÆ.151.83 ®PÀë PÉÆÃnUÀ¼À¶ÖzÀÝ 2016-17gÀ MmÁÖgÉ DAvÀjPÀ GvÀà£ÀßzÀ (fr¦) ±ÉÃ.7.3 sÁUÀªÁVvÀÄÛ. gÁdå ÀPÁðgÀªÀÅ 2016-17gÀ°è ¥ÀæPÀn¹zÀ DyðPÀ À«ÄÃPÉëAiÀÄ°è ºÉÃ½gÀÄªÀAvÉ, gÁdåzÀ MlÄÖ DAvÀjPÀ GvÀà£ÀßzÀ°è ±ÉÃ.12.11 PÀÈ¶ ªÀÄvÀÄÛ EvÀgÀ ZÀlÄªÀnPÉUÀ½AzÀ, ±ÉÃ.23.25 PÉÊUÁjPÁ ªÀ®AiÀÄ¢AzÀ ªÀÄvÀÄÛ ±ÉÃ.64.64 ÉÃªÁ ªÀ®AiÀÄ¢AzÀ MzÀUÀÄvÀÛzÉ. ¥Àæ ÀÄÛvÀ zÀgÀUÀ¼À°è PÀ£ÁðlPÀ gÁdåzÀ vÀ Á DzÁAiÀÄªÀÅ (J£ïJ¸ïr¦ vÀ Á DzÁAiÀÄ) 2016-17gÀ°è gÀÆ.1,59,893 UÀ½zÀÄÝ, EzÉÃ CªÀ¢üAiÀÄ°è gÁµÀÖçzÀ vÀ Á DzÁAiÀÄ gÀÆ.1,03,818 UÀ¼ÁVvÀÄÛ. 2011-12 gÀ zÀgÀUÀ¼ÀAvÉ fJ¸ïr¦AiÀÄ É¼ÀªÀtÂUÉ ¥ÀæªÀiÁt, 2015-16 ªÀÄvÀÄÛ 2016-17gÀ°è gÁµÀÖçzÀ fr¦ É¼ÀªÀtÂUÉ zÀgÀUÀ¼ÁzÀ ±ÉÃ.7.6 ªÀÄvÀÄÛ ±ÉÃ.7.1 QÌAvÀ PÉÆAZÀ PÉ¼ÀªÀÄlÖzÀ°è, CAzÀgÉ PÀæªÀÄªÁV ±ÉÃ.7.3 ªÀÄvÀÄÛ ±ÉÃ.6.9 gÀ¶ÖvÀÄÛ.

3. PÉÃAzÀæ ¸ÁATåPÀ ÀA ÉÜAiÀÄÄ fr¦ ªÀÄvÀÄÛ fJ¸ïr¦UÀ¼À£ÀÄß CAzÁf À®Ä »A¢£À ªÀµÀðUÀ¼À°è ªÀiÁqÀ ÁUÀÄwÛzÀÝAvÉ ÀgÀPÀÄ ªÀÄvÀÄÛ ÉÃªÉUÀ¼À GvÁàzÀ£Á ÀA¥À£ÀÆä®UÀ¼À zÀgÀUÀ¼À£ÀÄß (factor costs) DzsÁgÀªÁVj¹PÉÆ¼ÀîzÉ, FUÀ ÀgÀPÀÄ ªÀÄvÀÄÛ ÉÃªÉUÀ¼À ªÀiÁgÀÄPÀmÉÖ zÀgÀUÀ¼À£ÀÄß DzsÁgÀªÁVj¹PÉÆ¼ÀÄîwÛzÉ. CAvÉAiÉÄÃ F ªÉÆzÀ®Ä §¼À À ÁUÀÄwÛzÀÝ 2004-05gÀ ¹ÜgÀ É ÉUÀ¼À §zÀ°UÉ 2011-12gÀ ¹ÜgÀ É ÉUÀ¼À£ÀÄß DzsÁgÀªÁV ¥ÀjUÀtÂ ÀÄwÛzÉ. »ÃUÉ C¼ÀªÀr¹PÉÆ¼Àî¯ÁzÀ PÁAiÀÄð«zsÁ£ÀzÀ°è£À §zÀ ÁªÀuÉ¬ÄAzÁV 2016-17gÀ°è fJ¸ïr¦ ªÀÄvÀÄÛ vÀ Á DzÁAiÀÄUÀ¼À CAzÁdÄUÀ¼ÀÄ Që¥Àæ ºÉZÀÑ¼ÀªÀ£ÀÄß vÉÆÃgÀÄwÛªÉ. 2014-15 ªÀÄvÀÄÛ 2015-16gÀ°è PÀæªÀÄªÁV gÀÆ.6.85 ®PÀë PÉÆÃn ªÀÄvÀÄÛ gÀÆ.7.36 ®PÀë PÉÆÃnUÀ¼À¶ÖzÀÝ gÁdåzÀ fJ¸ïr¦AiÀÄÄ »A¢£À ªÀµÀðQÌAvÀ ±ÉÃ.51.81 gÀµÀÄÖ ºÉZÁÑV CAzÁf À®àlÄÖ 2016-17 gÀ°è gÀÆ. 11.17 ®PÀë PÉÆÃn UÀ¼ÀµÁÖVzÉ. DzÀgÀÆ CAzÁf ÀÄªÀ PÁAiÀÄð«zsÁ£ÀzÀ F §zÀ ÁªÀuÉAiÀÄÄ gÁdåzÀ gÁd Àé ¹éÃPÀÈwUÀ¼À

CzsÁåAiÀÄ-4

31

É¼ÀªÀtÂUÉAiÀÄ ªÉÄÃ É UÀªÀÄ£ÁºÀð ¥ÀjuÁªÀÄªÀ£ÀÄß ©ÃjgÀÄªÀÅ¢®è. DzÀgÀÆ CzÀÄ fJ¸ïr¦UÉ ºÉÆÃ°¹zÀAvÉ ªÁ ÀÛªÀ ¹éÃPÀÈw ªÀÄvÀÄÛ ªÁ ÀÛªÀ ªÉZÀÑUÀ¼À £ÀqÀÄªÀt C£ÀÄ¥ÁvÀ PÀrªÉÄAiÀiÁUÀÄªÀAvÉ ªÀiÁrzÉ. PÀ£ÁðlPÀ «wÛÃAiÀÄ ºÉÆuÉUÁjPÉ PÁAiÉÄÝ 2002gÀ°è ¤UÀ¢¥Àr¹gÀÄªÀAvÉ, fJ¸ïr¦AiÀÄ ±ÉÃ.3 gÀ¶ÖgÀ ÉÃPÁzÀ «wÛÃAiÀÄ PÉÆgÀvÉAiÀÄ «ÄwAiÉÆ¼ÀUÉ ºÉZÀÄÑ ¸Á® ¥ÀqÉAiÀÄ®Ä ÉÃPÁzÀ «wÛÃAiÀÄ CªÀPÁ±ÀªÀ£ÀÄß EzÀÄ E£ÀßµÀÄÖ « ÀÛj ÀÄvÀÛzÉ.

4. gÁdåzÀ PÀAzÁAiÀÄ DzÁAiÀÄªÀÅ ªÀÄÄRåªÁV gÁdåzÀ ÀéAvÀ vÉjUÉ DzÁAiÀÄ, vÉjUÉAiÉÄÃvÀgÀ DzÁAiÀÄUÀ¼ÀÄ, PÉÃAzÀæzÀ vÉjUÉ DzÁAiÀÄ¢AzÀ ºÀ ÁÛAvÀgÀUÉÆ¼ÀÄîªÀ gÁdåzÀ ¥Á®Ä ªÀÄvÀÄÛ PÉÃAzÀæ ÀPÁðgÀ¢AzÀ ¹éÃPÀj À®àqÀÄªÀ ÀºÁAiÀiÁ£ÀÄzÁ£ÀªÀ£ÀÄß M¼ÀUÉÆArgÀÄvÀÛzÉ. F ÀA¥À£ÀÆä®UÀ¼À É¼ÀªÀtÂUÉAiÀÄÄ, gÁdåzÀ PÀAzÁAiÀÄ ªÉZÀÑUÀ¼À£ÀÄß sÀj À®Ä, CAzÀgÉ §rØ

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5. gÁdå ÀPÁðgÀzÀ £ËPÀgÀgÀ ªÉÃvÀ£À ªÀÄvÀÄÛ sÀvÉåUÀ¼À ¥ÀjµÀÌgÀuÉ¬ÄAzÀ DUÀ§ºÀÄzÁzÀ ¥ÀjuÁªÀÄªÀ£ÀÄß ¤zsÀðj ÀÄªÀ°è, gÁdå ÀPÁðgÀzÀ fJ¸ïr¦AiÀÄ CAzÁf¹zÀ É¼ÀªÀtÂUÉAiÀÄ£ÀÄß ¥ÀjUÀtÂ ÀÄªÀÅzÀQÌAvÀ ªÀÄÄRåªÁV, EwÛÃZÉUÉ fJ¸ïr¦AiÀÄ£ÀÄß

CAzÁf À®Ä EgÀÄªÀ PÁAiÀÄð«zsÁ£ÀzÀ §zÀ ÁªÀuÉAiÀÄ £ÀAvÀgÀ gÁdå ÀPÁðgÀzÀ gÁd¸Àé ¹éÃPÀÈwUÀ¼ÀÄ ªÀÄvÀÄÛ gÁd¸Àé ªÉZÀÑUÀ¼À PÀÄjvÁVgÀÄªÀ »A¢£ÀÀ ¥ÀæªÀÈwÛUÀ¼ÀÄ (trends) ªÀÄvÀÄÛ sÀ«µÀåzÀ CAzÁd£ÀÄß ¥ÀjUÀtÂ ÀÄªÀÅzÀÄ ºÉZÀÄÑ ÀªÀÄAd ÀªÁzÀÄzÀÄ JA§ CA±ÀªÀ£ÀÄß

DAiÉÆÃUÀªÀÅ sÁ« ÀÄvÀÛzÉ. F PÀÄjvÁV gÁdåzÀ ºÀtPÁ ÀÄ ¹ÜwAiÀÄ ¥Àæ ÀÄÛvÀ À¤ßªÉÃ±ÀªÀ£ÀÄß ªÀÄvÀÄÛ ºÀtPÁ ÀÄ ªÀåªÀ ÉÜAiÀÄ sÀ«µÀåzÀ CAzÁd£ÀÄß CzsÀåAiÀÄ£À ªÀiÁqÀ®Ä DAiÉÆÃUÀªÀÅ ÉAUÀ¼ÀÆj£À £ÁåµÀ£À ï E£ï¹ÖlÆåmï D¥sï CqÁé£ïì÷Ø ÀÖrÃ¸ï (J£ïLJJ¸ï) ÀA ÉÜAiÀÄ£ÀÄß PÉÃ½PÉÆArvÀÄÛ. J£ïLJJ¸ï ÀA ÉÜAiÀÄÄ À°è¹zÀ ªÀgÀ¢AiÀÄ F GzsÀÈvÀ

CA±ÀUÀ¼ÀÄ gÁdåzÀ DyðPÀvÉAiÀÄ ¥ÀæªÀÈwÛUÀ¼ÀÄ ªÀÄvÀÄÛ sÀ«µÀåwÛ£À zÀÈ±ÀåªÀ£ÀÄß ÀÆÜ®ªÁV £ÀªÀÄä ªÀÄÄA¢qÀÄvÀÛªÉ.

“ Fiscal Position of the State from 2006-07 to 2016-17

In order to understand the comprehensive fiscal impact of the proposed pay revision, it is imperative to glance at the trends in important fiscal metrics related to the state revenues and expenditures.

…………

Trends in Revenue Receipts

The size of the State’s Budget during the period from 2006-07 to 2016-17 has increased from Rs.44,085 crores to Rs.1,64,479 crores at the CAGR of 12.71per cent. During the same period, the Aggregate Revenue Receipts of the State increased from Rs.37587 crores to Rs.1,32,868 crores at the CAGR of 12.16 percent. However, the ratio of Aggregate Revenue Receipts to GSDP declined from 19.37 percent in 2006-07 to 16.14 percent in 2015-16. Due to the change in methodology of estimating GSDP the ratio further declined to 11.89 percent in 2016-17. The fact that an increase in GSDP has not been commensurately

CzsÁåAiÀÄ-4

32

accompanied by an increase in revenue receipts is well reflected from the decrease in the above ratio.

Own-Tax Revenues

Own tax revenue is the most significant component of revenue receipts accounting for nearly 61.87 percent of the state’s revenue receipts as of 2016-17. Over the period 2006-07 to 2016-17, the Own-Tax Revenue has risen from Rs.23,301 crores to Rs.82,211 crores at the CAGR of 12.14 percent. In fact, Karnataka’s tax effort is currently regarded as the highest among all states in India (RBI Study of States’ Finances 2017). However, the proportion of Own Tax revenue to GSDP ratio has declined from 12.37 per cent in 2006-07 to 10.26 percent in 2015-16. In the year 2016-17, due to the ‘denominator effect’ (change in GSDP owing to methodological changes), it further declines sharply to 7.35 percent. Despite the denominator adjustment, the declining trend in tax effort is still pertinent. The trend of Own Tax Revenue to GSDP is depicted in the following Figure.

Figure-1 Karnataka’s Tax Effort

The declining trend in the own tax revenues (as a proportion of GSDP) is a cause

for concern as in a growing economy this proportion is expected to increase rather than

decline. Even if we exclude the effect of GSDP definition change by considering the period

till 2015-16 alone, we find that own tax revenue has grown at a CAGR of 12.5 percent

whereas the nominal GSDP has grown at a rate of approximately 14.61 percent. In order to

keep pace with the increasing fiscal burden caused by additional borrowings, the former

needs to grow at a more rapid rate. Meanwhile, the proportion of Own-Tax Revenue to

Revenue receipts has declined slightly from about 61.99 percent in 2006-07 to 61.87 percent

in 2016-17. During the interim years such as 2013-14, this ratio has been as high as 69.91

percent.

5%6%7%8%9%

10%11%12%13%

2006

-07

2007

-08

2008

-09

2009

-10

2010

-11

2011

-12

2012

-13

2013

-14

2014

-15

2015

-16

2016

-17

Own Tax Revenue to GSDP Ratio


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33

Non-Tax Revenues:

From 2006-07 to 2016-17, the Non-tax revenues have gone up from Rs.4,098 crores to Rs.7,099 crores at the CAGR of 5.12 percent. The proportion of Non-tax revenue to GSDP ratio has decreased from 2.18 percent in 2006-07 to 0.72 percent in 2015-16. In the year 2016-17, due to the ‘denominator effect’ of the sudden increase in the estimated GSDP, the ratio drops further to 0.63 percent. Non-Tax revenues as a proportion of aggregate revenue receipts have also declined from 10.90 percent to 5.3 percent during the period 2006-07 to 2016-17.

The break-up of the individual components of revenue and expenditure during the period 2006-07 to 2016-17 have been given in the Table below:

PÉÆÃµÀÖPÀ 4.1 Revenues and Expenditures (2006-07 to 2016-17) in Rs. Crores

2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17

Revenue Receipts

Own-Tax Revenues

23301 25987 27647 30579 38473 46476 53754 62604 70180 75550 82211

Devolutions 5374 6779 7155 7360 9506 11075 12647 13809 14654 23983 28760

Grants from the Centre

4813 5027 5332 7883 6869 8168 7809 9099 14619 13929 14798

Non-Tax Revenues 4098 3358 3159 3334 3358 4087 3966 4032 4688 5355 7099

Aggregate Revenue Receipts

37587 37655 43293 49156 58206 69806 78176 89544 104141 118817 132868

Revenue Expenditures (Selected Indicators)

Interest Payments 4236 4506 4532 5213 5641 6062 6833 7837 9404 10746 12291

Salaries 6545 8667 9927 10296 11086 11870 15700 17789 19737 20475 22268

Pensions 2496 3241 4113 3408 4070 5436 7227 9152 10118 11251 12123

Salary Component of Grants-in-Aid *

6662 8026 7724 6713

Subsidies 4361 5425 3414 4147 6327 7423 10709 14100 11827 14041 14345

Committed Revenue Expenditure (Interest Payments and Pension)

6732 7747 8645 8621 9711 11498 14060 16989 19522 21997 24414

Total Revenue Expenditure

33435 37375 41662 47537 54034 65115 76293 89190 103614 117029 131805

Capital Receipts and Expenditure

Capital Receipts (Non-Debt)

60 298 238 625 233 330 191 197 94 412 201

Capital Expenditure

6349 9406 10601 13118 15093 17321 16581 17642 20198 21369 25418

Other Indicators

Revenue Surplus -4152 -280 1632 1619 4172 4691 1883 354 528 1789 1062

Fiscal Deficit 4688 5331 8732 10874 10688 12300 14507 17091 19577 19169 24154

Total Liabilities 62519 63655 75286 86731 92971 106279 118155 138261 164279 183320 211331

GSDP (in Current Prices)

188274 233802 302146 335747 380872 434270 522050 601633 685207 735975 1117334

*Note: Salary Component of grants-in-aid is available only from the year 2013-14 onwards

CzsÁåAiÀÄ-4

34

Devolutions and Grants from the Centre

The devolutions from the centre have been impacted by the recommendations made by the 14th Finance Commission which has increased the States’ share in the net proceeds of Union tax revenues to 42 percent from 32 percent starting 2015-16. However, this has resulted in the central grants under various Centrally Sponsored Schemes being drastically reduced. Besides, the sharing pattern under CSS schemes is expected to undergo a change as well, with states sharing higher fiscal responsibility for scheme implementation. The rationale has been to provide greater flexibility to the states to implement delinked CSS schemes as per local needs.

From 2006-07 to 2015-16, the proportion of devolutions to GSDP ratio has increased from 2.85 percent to 3.25 percent. The increase in this ratio reflects the enhanced devolution under the 14th Finance Commission’s award. The net effect of the recommendations of the 14th Finance Commission has been presented in Table-2 below. A closer look at the trends reveals that in the case of Karnataka, the increase in the grants from the Centre had started to take effect since the year 2013-14 itself. The trend in the sum of grants and devolutions over the years 2014-15 to 2016-17 is a further consolidation of the same trend.

PÉÆÃµÀÖPÀ 4.2 Effect of 14th Finance Commission Recommendations

(Rs. in crores) 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17

Devolutions 5374 6779 7155 7360 9506 11075 12647 13809 14654 23983 28760

Grants from the Centre

4813 5027 5332 7883 6869 8168 7809 9099 14619 13929 14798

Grants plus Devolutions

10187 11807 12487 15243 16375 19243 20456 22908 29273 37912 43558

Devolutions to GSDP Ratio (in per cent)

2.77 2.50 2.93 2.19 2.50 2.55 2.43 2.30 2.14 3.26 2.57

Grants to GSDP ratio (in per cent)

2.48 1.85 2.18 2.35 1.80 1.88 1.50 1.51 2.13 1.89 1.32

Grants + Devolutions to GSDP Ratio (in per cent)

5.25 4.35 5.12 4.54 4.30 4.43 3.93 3.81 4.27 5.15 3.90

6. dÄ ÉÊ 2017gÀ°è ÀgÀPÀÄ ªÀÄvÀÄÛ ÉÃªÁ vÉjUÉ (fJ¸ïn) AiÀÄ£ÀÄß eÁjUÉ vÀAzÁV¤AzÀ, ºÉÆ ÀÀ vÉjUÉUÀ¼À£ÀÄß «¢ü¹ vÀ£Àß vÉjUÉ DzÁAiÀÄªÀ£ÀÄß ºÉaÑ¹PÉÆ¼ÀÄîªÀ CxÀªÁ FV£À vÉjUÉ zÀgÀUÀ¼À£ÀÄß ºÉaÑ ÀÄªÀ gÁdå ÀPÁðgÀzÀ ¸ÁªÀÄxÀåðªÀÅ §ºÀÄvÉÃPÀ ¤§ðAzsÀPÉÆÌ¼ÀUÁVzÉ. F ¤nÖ£À°è gÁdåzÀ C¢üPÁgÀªÀ£ÀÄß, ªÀÄÄRåªÁV ¥ÉmÉÆæÃ°AiÀÄA GvÀà£ÀßUÀ¼À ªÉÄÃ°£À vÉjUÉ, ªÉÆÃmÁgÀÄ ªÁºÀ£À vÉjUÉ, £ÉÆÃAzÀtÂ ªÀÄvÀÄÛ ªÀÄÄzÁæAPÀ ±ÀÄ®Ì ªÀÄvÀÄÛ ªÀÄzÀå ¸ÁªÀiÁVæUÀ¼À ªÉÄÃ É «¢ü À§ºÀÄzÁzÀ C§PÁj vÉjUÉUÀ½UÉ ¹Ã«ÄvÀªÁV G½¹PÉÆ¼Àî¯ÁVzÉ. F ªÀ ÀÄÛUÀ¼À ªÉÄÃ É FUÁUÀ ÉÃ vÀÄ®£ÁvÀäPÀªÁV EgÀÄªÀ ªÉÄÃ¯ï ÀÛgÀzÀ vÉjUÉUÀ¼ÀÄ ªÀÄvÀÄÛ ¥ÉmÉÆæÃ°AiÀÄA GvÀà£ÀßUÀ¼À ªÉÄÃ°£À ¥ÀgÉÆÃPÀë vÉjUÉUÀ¼À£ÀÄß E½ À ÉÃPÉAzÀÄ ºÉZÀÄÑwÛgÀÄªÀ ÉÃrPÉUÀ¼À£ÀÄß UÀªÀÄ¤¹zÁUÀ F ªÀÄÆ®UÀ¼À°è ªÀgÀªÀiÁ£ÀªÀ£ÀÄß ºÉaÑ À®Ä ¹Ã«ÄvÀªÁzÀ CªÀPÁ±À«gÀÄªÀÅzÀÄ vÉÆÃgÀÄvÀÛzÉ. fJ¸ïnAiÀÄ°è£À gÁdåzÀ ¥Á°£À É¼ÀªÀtÂUÉAiÀÄÄ ªÀÄÄRåªÁV DyðPÀ

CzsÁåAiÀÄ-4

35

ZÀlÄªÀnPÉAiÀÄ É¼ÀªÀtÂUÉ¬ÄAzÁV ºÉZÀÄÑªÀ RjÃ¢ ¥ÀæQæAiÉÄAiÀÄ£ÀÄß ªÀÄvÀÄÛ vÉjUÉ ¥ÁªÀwAiÀÄ ¥ÀæªÀÈwÛAiÀÄÄ JµÀÄÖªÀÄnÖUÉ É¼ÉAiÀÄÄvÀÛzÉ JA§ÄzÀ£ÀÄß CªÀ®A©¹zÉ. DzÀgÀÆ PÉÃAzÀæ ÀPÁðgÀªÀÅ fJ¸ïnAiÀÄ£ÀÄß eÁjUÉ vÀAzÁV¤AzÀ gÁdåUÀ¼ÀÄ C£ÀÄ sÀ« ÀÄªÀ PÉÆgÀvÉAiÀÄ£ÀÄß

§gÀÄªÀ LzÀÄ ªÀµÀðUÀ¼ÀªÀgÉUÉ vÀÄA©PÉÆqÀÄªÀÅzÁV SÁvÀj ¤ÃrgÀÄªÀÅzÀjAzÀ gÁdå ÀPÁðgÀzÀ vÉjUÉ DzÁAiÀÄzÀ°è PÀÄApvÀªÁUÀÄªÀ ¸ÁzsÀåvÉUÀ¼ÀÄ CµÁÖV PÀAqÀÄ §gÀÄªÀÅ¢®è

JAzÀÄ H» ÀÄªÀÅzÀÄ ÀPÁgÀtÂPÀªÁVzÉ. F ªÉÄÃ°£À CA±ÀªÀÅ 2017-21gÀ ªÀÄzsÀåªÀiÁªÀ¢ü «wÛÃAiÀÄ AiÉÆÃd£ÉAiÀÄ°èAiÀÄ F PÉ¼ÀV£À ªÀiÁvÀÄUÀ¼À°è ©A©vÀªÁVzÉ.

"Goods and Services Tax..... is expected to have a positive impact on the economic activities in the long run; in the medium term the revenue realisation compared to the existing tax structure is expected to be negatively impacted. In addition to the loss due to transitional problems, revenue loss will be because of the shift from origin based taxation to destination based taxation, subsuming of taxes like entry tax that will only get partially compensated, and a relatively lower Revenue Neutral Rate. However, this loss is expected to be compensated by the Central Government for the first five years from the date of implementation of GST".

gÁdåzÀ ªÉZÀÑ PÀÄjvÁzÀ §zÀÞvÉUÀ¼ÀÄ

7. gÁdåzÀ ºÀtPÁ¹£À ¥Àj¹ÜwAiÀÄ §UÉÎ J£ïLJJ¸ï ÀA ÉÜ ªÀiÁrgÀÄªÀ CzsÀåAiÀÄ£ÀªÀÅ C©üªÀÈ¢Þ ªÀÄvÀÄÛ C©üªÀÈ¢ÞAiÉÄÃvÀgÀ ªÉZÀÑUÀ¼À gÀÆrüUÀvÀ M®ªÀÅUÀ¼À£ÀÄß F PÉ¼ÀV£ÀAvÉ «±ÉèÃ¶ ÀÄvÀÛzÉ.

“The Development Expenditure of the state during the period 2006-07 to 2016-17 has grown from Rs. 21,376.95 crores to Rs. 89,237.34 crores at the CAGR of 13.87 percent. Over the same period the Non-Development Expenditure has grown from Rs. 10419.42 crores to Rs. 35018.42 crores at the CAGR of 11.65 percent.

PÉÆÃµÀÖPÀ 4.3.

Development and Non Development Expenditure 2006-07 to 2016-17

Total Revenue

Expenditure (Rs.

Crores)

Non-Development Expenditure (Rs. Crores)

NDE as proportion of TE (in per cent)

Development DE as a

proportion of TE (in per cent)

Annual Borrowings (Rs.Crores)

Outstanding Debt

(Rs.Crores) expenditure (Rs.Crores)

2006-07 33435.43 10419.42 31 21376.95 64 1797 57682 2007-08 37374.77 10871.78 29 24576.99 66 1028 60143 2008-09 41659.29 12275.57 29 27009.63 65 6814 71550 2009-10 47536.92 12762.35 27 32300.57 68 5683 83482 2010-11 54033.85 14055.11 26 37000.26 68 3907 91943 2011-12 65115.07 16445.48 25 44325.63 68 6038 103030 2012-13 76293.26 20180.84 26 52093.99 68 9738 116767 2013-14 89189.57 24954.41 28 59214.72 66 13470 135318 2014-15 103614.3 28265.27 27 69337.56 67 17062 158553 2015-16 116732.17 30495.72 26 79924.18 68 16962 175623 2016-17 130236.07 35018.42 27 89237.34 69 23780 201076 Sourse: Reserve Bank of India review of state budgets

CzsÁåAiÀÄ-4

36

As seen from the Table above, during the period 2006-07 to 2016-17 the share of Development Expenditure in the total Revenue Expenditure has increased from 63.9 per cent in 2006-07 to 68.5 per cent in 2016-17; whereas that of Non-Development Expenditure has declined from 31.2 per cent in 2006-07 to 26.9 per cent in 2016-17. This is a reassuring trend.

Committed Expenditure on Revenue Account: Interest Payments:

During the period 2006-07 to 2016-17, the expenditure on interest payments has risen from Rs. 4,236 to Rs. 12,291 crores growing at the rate of 10.17 per cent. Between, 2006-07 and 2015-16, the ratio of interest payments to GSDP has fallen from 2.25 per cent to 1.46 per cent. As of 2016-17, this ratio declines to 1.10 per cent due to the sudden increase in GSDP figures (owing to methodological change). Re-aligning the GSDP to the older definition, yields a ratio of 1.46 per cent. A positive aspect to be noted is that for the period under consideration viz. 2006-07 to 2016-17, the ratio of expenditure on interest payments to revenue receipts has declined from 11.26 percent to 9.25 percent. This ratio is just within the benchmark limit of 10 percent as specified by the 14th Finance Commission.

If we neutralize the effect of GSDP definition change and look at the figures till the year 2015-16 only, we find that the CAGR of expenditure on interest payments is 9.75 per cent as compared to the CAGR of GSDP series which is 14.60 per cent. This again is a positive indication, as the parity between the growth of nominal GSDP and nominal interest burden is of utmost importance for the purposes of debt sustainability and to avoid the situation of a potential debt spiral over the future years.

Salaries, Pensions and Salary Component of Grants-in-Aid

The combined expenditure on Salaries and Pensions has risen from Rs.9,041 to Rs.34,391 crores between the period 2006-07 and 2016-17 growing at a CAGR of 12.91 per cent. The data on the salary component of grants-in-aid is available only from 2013-14 onwards. If we add that to the expenditure on salaries and pensions, we find that the aggregate expenditure on salary related components (salary, pension and salary component of grants-in-aid) has grown from Rs.33,603 crores in 2013-14 to Rs.41,104 crores in 2016-17 growing at a CAGR of 5.16per cent over these four years.

As a proportion of the GSDP, expenditures on the above categories have also shown a gradual decrease. Expenditure incurred on salary related components (sum of Salaries, Pensions and salary component of Grants-in-aid) as a proportion of GSDP has decreased from 5.58 per cent in 2013-14 to 5.36 per cent in 2015-16. In the

CzsÁåAiÀÄ-4

37

year, 2016-17, this ratio exhibits a sharp decline of 3.67 per cent, mainly owing to the denominator effect (increased GSDP owing to definitional change).

As a proportion of Aggregate Revenue Receipts, the salary expenditure has approximately remained the same at 17 per cent (over the period 2006-07 to 2016-17). During the same period, the expenditure on pensions as a proportion of aggregate revenue receipts has increased from 7% to 9%. Meanwhile, the salary component of grants-in-aid has decreased from 7.43 percent in 2013-14 to 5.05 per cent in 2016-17.

If we only consider the period from 2013-14 till 2016-17, the aggregate expenditure incurred on salary related components (sum of salary, pensions and salary component of grants-in-aid) has decreased as a proportion of both GSDP and revenue receipts. Over the period 2013-14 and 2016-17, the CAGR of Revenue Receipts has been around 10.37per cent whereas that for salaries has been about 5.77%, on pensions about 7.28% and on salary component of grants-in-aid about 0.19%.

Another important metric to look at in this regard is the ratio of the expenditure incurred on salaries and salary component of grants-in-aid to that of revenue receipts net of committed expenditures (Interest Payments and Pensions have been specified as the committed expenditure items by the 12th Finance Commission). It has been specified that this ratio needs to be contained within 35 per cent of the net revenue receipts. As of 2016-17, the value of this ratio in Karnataka is about 26.72 per cent. The Table below shows the growth of various items of committed expenditure of the state government on revenue account”.


Selected Components of Revenue Expenditure (Rs.in crores)

Year Total

revenue expenditure

Interest payments

Pensions Salaries

Salary Component of Grants-

in-Aid

Subsidies

Total of

col.3 to 7

Col.8 as per cent of col. 2

1 2 3 4 5 6 7 8 9 2006-07 33435 4236 2496 6545 4361 17638 52.75 2007-08 37375 4506 3241 8667 5425 21839 58.43 2008-09 41662 4532 4113 9927 3414 21986 52.77 2009-10 47537 5213 3408 10296 4147 23064 48.52 2010-11 54034 5641 4070 11086 6327 27124 50.20 2011-12 65115 6062 5436 11870 7423 30791 47.29 2012-13 76293 6833 7227 15700 13175 42935 56.28 2013-14 89190 7837 9152 17789 6662 14100 48878 54.80 2014-15 103614 9404 10118 19737 8026 11827 51086 49.30 2015-16 117029 10746 11251 20475 7724 14041 56513 48.29 2016-17 131805 12291 12123 22268 6713 14345 61027 46.30

2017-18 (BE) 144755 13395 13183 25392 6347 16561 74878 51.73

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38

8. gÁdåzÀ gÁd Àé ¹éÃPÀÈwUÀ¼ÀÄ ªÀÄvÀÄÛ gÁd Àé ªÉZÀÑUÀ¼À°è ªÀÄÄA¢£À LzÀÄ ªÀµÀðUÀ¼À°è PÁt§gÀ§ºÀÄzÁzÀ M®ªÀÅUÀ¼À ÀÆÜ® avÀæªÀ£ÀÄß J£ïLJJ¸ï£À CzsÀåAiÀÄ£ÀzÀ F PÉ¼ÀV£À sÁUÀzÀ°è «ªÀj¹zÉ.

“Future Projections

This section presents the forecasts of the vital fiscal parameters over the next 5 years. We have used two separate methods for forecasting. Specifically, we use either the Compounded Annual Growth rates and Statistical Curve Fitting and choose the forecast that is most proximate to the one given in the Medium Term Fiscal Plan for 2017-21.

The compounded annual growth rate (CAGR) is the mean annual growth rate of an investment over a specified period of time longer than one year. Statistical Curve fitting is the process of constructing a curve, or mathematical function, which has the best fit to a series of data points. Under curve fitting, we choose either linear or polynomial functions as these seem to provide the best fit to the data. The best fit curve is chosen on the statistical criterion of highest R-Squared value”.

PÉÆÃµÀÖPÀ 4.5 Projection of Important Fiscal Parameters

(Rs. in crores) 2017-18

BE 2018-19 * 2019-20 * 2020-21* 2021-22 * 2022-23 *

Revenue Receipts Aggregate Own-Tax Revenues

89957 104085 114620 125714 137365 149574

Devolutions from the Centre

31908 37666 44214 51415 59269 67775

Grants from the Centre 16082 19391 21816 24448 27289 30337 Non-Tax Revenues 6945 7765 8451 9196 10007 10890 Aggregate Revenue Receipts

144892 165842 189288 215539 244858 277544

Committed Revenue Expenditures (Selected Indicators) Interest Payments 14149 15561 17582 19775 22140 24676 Salaries 25392 27426 30220 33299 36691 40429 Pensions 13183 15881 18523 21604 25198 29391 Salary Component of Grants-in-Aid

6347 9887 11128 12534 14129 15940

Subsidies 18971 19315 22528 26275 30645 35741 Total revenue expenditure 144755 163557 184802 208805 235927 266571 Capital Receipts and Expenditure Capital Receipts (Non-Debt)

135 233 268 232 240 243

Capital Expenditure 33630 37871 45456 54207 64123 75205 Other Indicators Revenue Surplus 137 1370 2261 2693 2433 1206 Fiscal Deficit 33359 35285 39741 44649 50077 56106 Total Liabilities 242420 275072 310955 349734 391409 435980 GSDP New Series Market Prices (in Current Prices)

1280465 1430163 1590874 1789882 1966766 2161130

CzsÁåAiÀÄ-4

39

2017-18 BE

2018-19 * 2019-20 * 2020-21* 2021-22 * 2022-23 *

Important Ratios Ratio of Revenue Surplus to GSDP (in per cent)

0.01 0.1 0.14 0.15 0.12 0.06

Ratio of Fiscal Deficit to GSDP (in per cent)

2.61 2.47 2.5 2.49 2.55 2.6

Ratio of Total Liabilities to GSDP (in per cent)

18.93 19.23 19.55 19.54 19.9 20.17

Ratio of Salaries and Salary component of grants-in-aid to Revenue Receipts (Net of Committed Expenditure) (in per cent)

27.01

27.76 26.99 26.32 25.73 25.22

Ratio of Interest Payments to Revenue Receipts (in per cent)

9.80 9.38 9.29 9.17 9.04 8.89

Ratio of Subsidies to Revenue Receipts(in per cent)

13.09 11.65 11.9 12.19 12.52 12.88

*NIAS Projection.

Based on the forecasts, the GSDP (at current prices) using the new computation methodology is projected to grow from Rs. 14,30,163 crores in 2018-19 to Rs. 21,61,130 crores in 2022-23. During the same period, state’s own tax revenues are forecast to grow from Rs. 1,01,019 crores to Rs. 1,68,541 crores.

The expenditure on Salaries, Pensions and Salary component of Grants-in-Aid is projected to grow from Rs. 53,194 crores to Rs. 85,760 crores between 2018-19 and 2022-23. The Revenue Surplus is expected to remain positive throughout the period. The Fiscal Deficit is projected to grow from Rs. 35,285 crores in 2018-19 to Rs. 56,106 crores in 2022-23. During the same period, the Total Liabilities are expected to grow from Rs. 2,75,072 crores to Rs.4,35,980 crores.

A glance at the important fiscal ratios reveals that both Fiscal deficit and Total Liabilities as a proportion of GSDP (new series) are very well contained within the prescribed limits. As of 2016-17, the ratios of Fiscal Deficit and Total Liabilities to GSDP are on an average 2.16 percent and 18.91 per cent respectively. However, since the rise in GSDP has not been accompanied by a commensurate increase in revenue receipts, the ratio of Revenue receipts to GSDP which in the earlier years (prior to the revision of the GSDP methodology) has been in the range of about 16 per cent of GSDP is projected to decline to about 12 per cent of GSDP. Thus, these ratios should not be taken at face-value as they are biased by the strong ‘denominator effect’; creating an illusion of notional fiscal space.

The ratio of Salary Expenditure (sum of salaries and salary components of grants-in-aid) to Net Revenue Receipts (Aggregate Revenue Receipts net of Interest Payments and Pensions) is well-contained within the bounds of 30 per cent without

CzsÁåAiÀÄ-4

40

considering the effect of pay revision during the period. This ratio varies in the range of 27.76 per cent to 25.22 per cent during the period under consideration viz. 2018-19 and 2022-23. Similarly, the ratio of Interest expenditure to Aggregate revenue receipts is well-contained within 10 per cent. However, we need to put in a caveat here, that it might go up substantially, if the burden of total liabilities steadily increases given the said availability of fiscal space.

The ratio of own-tax revenues to aggregate revenue receipts is expected to stay within the limits of 60 per cent over the forecast period whereas that of non-tax revenue to aggregate revenue receipts is expected to be in the range of 4 per cent. During the forecast period, the GSDP is expected to grow at a CAGR of 8.6 percent while own-tax revenues and non-tax revenues are projected to grow at CAGR of 7.5 percent and 6.9 per cent irrespectively. This alludes to the fact that there exists an opportunity of finding ways to increase the non-tax revenues by tapping the appropriate sources.

A caveat in the context of forecast expenditures needs to be mentioned here. The expenditure to be incurred under various heads is determined based on the governmental and policy priorities and exigencies in each corresponding year. Hence, the forecast of revenue and capital expenditure based on statistical methods alone

should be considered only for purposes of academic analysis”.

9. ªÉÄÃ°£À «±ÉèÃµÀuÉ¬ÄAzÀ ªÀåPÀÛªÁUÀÄªÀ gÁdå ÀPÁðgÀzÀ DyðPÀ ¥Àj¹ÜwAiÀÄÄ, gÁdåªÀÅ PÀ£ÁðlPÀ «wÛÃAiÀÄ ºÉÆuÉUÁjPÉ C¢ü¤AiÀÄªÀÄ 2002 gÀ°è ¤UÀr¥Àr¹gÀÄªÀ ªÀiÁ£ÀzÀAqÀUÀ¼À£ÀÄß PÀæªÀÄªÁV ¥Á°¹gÀÄªÀÅzÀ£ÀÄß ªÀÄvÀÄÛ PÀæªÀiÁ£ÀÄUÀvÀ PÉÃAzÀæ ºÀtPÁ ÀÄ DAiÉÆÃUÀUÀ¼À ÀÆZÀ£ÉAiÀÄAvÉÀAiÉÄÃ £ÀqÉzÀÄPÉÆArgÀÄªÀÅzÀ£ÀÄß ©A© ÀÄvÀÛzÉ. fJ¸ïr¦AiÀÄ£ÀÄß CAzÁf ÀÄªÀ PÁAiÀÄð«zsÁ£ÀªÀ£ÀÄß 2016-17gÀ°è §zÀ Á¬Ä¹zÀA¢¤AzÀ®Æ gÁdåªÀÅ vÀ£Àß ºÉZÀÄÑwÛgÀÄªÀ §AqÀªÁ¼À ªÉZÀÑªÀ£ÀÄß sÀj¸À®Ä ¸Á® JvÀÄÛªÀ CªÀPÁ±ÀUÀ¼ÀÄ ºÉZÁÑVªÉ. DzÀgÀÆ gÁd Àé ¹éÃPÀÈwAiÀÄ°è UÀt¤ÃAiÀÄ CxÀªÁ vÀvÀìA§A¢üÃ É¼ÀªÀtÂUÉ¬Ä®è¢zÀÝgÉ, ºÉZÀÄÑªÀj ¸Á®zÀ ªÀÄÆ®PÀ ªÉZÀÑªÀ£ÀÄß sÀj ÀÄªÀÅzÀÄ PÀrªÉÄ PÁ¯ÁªÀ¢üUÀ¼À£ÀÄß ºÉÆgÀvÀÄ¥Àr¹zÀgÉ CAvÀºÀ ÀÄ¹ÜgÀ PÀæªÀÄªÉÃ£À®è. ¸Á® ¥ÀqÉzÀÄ ªÉZÀÑªÀ£ÀÄß ºÉaÑ ÀÄªÀÅzÀjAzÀ C¤ªÁAiÀÄðªÁV ÀPÁðgÀzÀ ¸Á®zÀ ¥ÀæªÀiÁt ºÉZÁÑUÀÄªÀÅzÀ®èzÉ CzÀÄ §rØAiÀÄ£ÀÄß ¥ÁªÀw À ÉÃPÁzÀ ºÉZÀÄÑªÀj gÁd Àé ªÉZÀÑzÀ ºÉÆgÉAiÀÄ£ÀÆß ÀPÁðgÀzÀ ªÉÄÃ É ºÉÆj¹zÀAvÁUÀÄvÀÛzÉ. ¥ÀjuÁªÀÄªÁV gÁd Àé PÉÆgÀvÉUÉ EzÀÄ zÁj ªÀiÁrPÉÆlÄÖ §AqÀªÁ¼À ªÉZÀÑªÀ£ÀÄß PÀÄVÎ À®Æ PÁgÀtªÁUÀÄvÀÛzÉ.

10. 2017-18gÀ CAzÁdÄ gÁd Àé ªÉZÀÑªÀÅ gÀÆ.1,44,755 PÉÆÃnUÀ¼À¶ÖzÀÄÝ, ÀPÁðgÀzÀ ««zsÀ E¯ÁSÉUÀ¼ÀÄ ªÀÄvÀÄÛ PÁAiÀÄðPÀæªÀÄUÀ¼À£ÀÄß M¼ÀUÉÆAqÀ 29 ¥ÀæªÀÄÄR ÉÃrPÉUÀ¼À°è ºÀAaPÉAiÀiÁVzÉ. ÀPÁðgÀzÀ ¥ÀæªÀÄÄR PÁAiÀÄðPÀæªÀÄUÀ¼ÀÄ ªÀÄvÀÄÛ AiÉÆÃd£ÉUÀ½UÉ 2017-18gÀ DAiÀÄªÀåAiÀÄzÀ ÉÃrPÁªÁgÀÄ ºÀAaPÉAiÀÄ vÀBSÉÛAiÀÄ£ÀÄß F CzsÁåAiÀÄzÀ°è ®UÀwÛ¹zÉ. 2016-17 £ÉÃ ¸Á°UÉ ªÉÃvÀ£ÀPÁÌV (C£ÀÄzÁ¤vÀ ÀA ÉÜUÀ¼À ªÉÃvÀ£ÀªÀÇ M¼ÀUÉÆAqÀAvÉ) MlÄÖ gÀÆ.28,981 PÉÆÃn ªÉZÀÑªÁVzÀÄÝ, 2017-18PÉÌ gÀÆ.31,739 PÉÆÃn JAzÀÄ

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41

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Labour Conference) zÀ°è C¼ÀªÀr¹PÉÆ¼Àî¯ÁzÀ ¸ÁªÀiÁ£Àå PÀÄlÄA§ªÉÇAzÀgÀ CUÀvÀåUÀ¼À ªÀiÁzÀj ¥ÀjªÀiÁtªÀ£ÀÄß F GzÉÝÃ±ÀPÁÌV ¥ÀjUÀtÂ À ÁUÀÄvÀÛzÉ. PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß F jÃw ¤¢ðµÀÖ CUÀvÀåUÀ¼À DzsÁgÀzÀ ªÉÄÃ É ÉPÀÌºÁPÀÀ ÁUÀÄwÛzÀÝgÉ, ªÉÄÃ¯ï ÀÛgÀzÀ ¹§âA¢UÉ UÀjµÀ× ªÉÃvÀ£ÀªÀ£ÀÄß G£ÀßvÀ ¸ÁÜ£ÀzÀ ÀPÁðj ÉÃªÉUÀ½UÉ CUÀvÀå«gÀÄªÀ «zÁåºÀðvÉ ªÀÄvÀÄÛ ¥ÀjtÂwAiÀÄ£ÀÄß ºÉÆA¢gÀÄªÀªÀgÀ£ÀÄß DPÀ¶ð À®Ä ªÀÄvÀÄÛ CªÀgÀ£ÀÄß C°èAiÉÄÃ G½¹PÉÆ¼Àî ÉÃPÁzÀ CUÀvÀåPÀÌ£ÀÄUÀÄtªÁV ¤zsÀðj À ÉÃPÁUÀÄvÀÛzÉ. AiÀiÁªÀÅzÉÃ ¤¢ðµÀÖ ¥ÀjªÀiÁuÁvÀäPÀ ªÀiÁ£ÀzÀAqÀUÀ¼À C£ÀÄ¥À¹ÜwAiÀÄ°è CwÃ G£ÀßvÀ ¸ÁÜ£ÀzÀ ºÀÄzÉÝUÀ½UÉ UÀjµÀ× ªÉÃvÀ£ÀªÀ£ÀÄß CAzÁf ÀÄªÀÅzÀÄ §ºÀÄPÀµÀÖPÀgÀªÁzÀÄzÀÄ. DzÀÄzÀjAzÀ, ÀPÁðj ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è PÀ¤µÀ× ªÉÃvÀ£À ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£ÀUÀ¼À £ÀqÀÄªÉ ÀAPÀÄZÀ£À C£ÀÄ¥ÁvÀ (compression ratio) CxÀªÁ C ÀªÀÄvÉ C£ÀÄ¥ÁvÀ (Disparity ratio) JAzÀÄ PÀgÉAiÀÄ¯ÁUÀÄªÀ ¤¢ðµÀÖ C£ÀÄ¥ÁvÀªÀ£ÀÄß G¥ÀAiÉÆÃV ÀÄªÀ ¥ÀzÀÞwAiÀÄ£ÀÄß ªÉÃvÀ£À DAiÉÆÃUÀUÀ¼ÀÄ ¸ÁªÀiÁ£ÀåªÁV C£ÀÄ Àj ÀÄvÀÛªÉ.

7. ÀPÁðgÀzÀ°è£À ««zsÀ ÉÃªÉUÀ¼À ªÀÄvÀÄÛ ««zsÀ ºÀAvÀUÀ¼À°è PÁAiÀÄð¤ªÀð» ÀÄªÀ ¹§âA¢UÀ¼À ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß gÀÆ¦ ÀÄªÁUÀ, ¥ÀæªÉÃ±À ºÀAvÀzÀ°è£À «zÁåºÀðvÉ, £ÉÃªÀÄPÁwAiÀÄ «zsÁ£À, ¹§âA¢AiÀÄ PÁAiÀÄðªÁå¦Û PÉëÃvÀæ, £ËPÀgÀgÀ PÁAiÀÄð ÀégÀÆ¥ÀzÀ°è JzÀÄgÁUÀÄªÀ ÀªÁ®ÄUÀ¼ÀÄ, ªÀÈwÛAiÀÄ°è ªÀÄÄA§rÛ CªÀPÁ±ÀUÀ¼ÀÄ ªÀÄÄAvÁzÀªÀÅUÀ¼À£ÀÄß ¥ÀjUÀt£ÉUÉ

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vÉUÉzÀÄPÉÆ¼Àî¯ÁUÀÄªÀÅzÀÄ. ¥Àæw ÉÃªÉ ªÀÄvÀÄÛ CzÀgÀ ««zsÀ ºÀAvÀUÀ½UÉ F CA±ÀUÀ¼À£ÀÄß ¤zsÀðj ÀÄªÀ°è£À ÀAQÃtðvÉAiÀÄ »£Éß ÉAiÀÄ°è ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß ¥ÀjµÀÌj ÀÄªÁUÀ É®è EªÀÅUÀ¼À£ÀÄß «±ÉèÃ¶ ÀÄªÀÅzÀÄ ¸ÁzsÀÄªÀ®è JAzÀÄ ¥ÀjUÀtÂ À ÁVzÉ. »A¢£À ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉAiÀÄ £ÀAvÀgÀzÀ°è J°è ¤¢ðµÀÖ CA±ÀUÀ½AzÀ ¸Á¥ÉÃPÀëvÉUÀ¼À°è UÀªÀÄ£ÁºÀðªÁzÀ §zÀ ÁªÀuÉAiÀiÁVzÉAiÉÆÃ CzÀ£ÀÄß ºÉÆgÀvÀÄ¥Àr¹, ««zsÀ ÉÃªÉUÀ¼À ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À £ÀqÀÄªÀt ZÁjwæPÀ ¸Á¥ÉÃPÀëvÉUÀ¼À£ÀÄß M¦àPÉÆ¼ÀÄîªÀÅzÀÄ ¸ÁªÀiÁ£Àå gÀÆrüAiÀiÁVzÉ. ÀPÁðgÀzÀ ¤AiÀÄAvÁævÀäPÀ, C©üªÀÈ¢Þ ªÀÄvÀÄÛ PÀ Áåt PÁAiÀÄðPÀæªÀÄUÀ¼À §zÀ ÁUÀÄwÛgÀÄªÀ UÀÄt®PÀëtUÀ¼ÀÄ ªÀÄvÀÄÛ ÀPÁðj PÉ® ÀUÀ¼À°è C¼ÀªÀr¹PÉÆ¼Àî¯ÁzÀ £À«Ã£À PÁAiÀÄð«zsÁ£ÀUÀ½UÉ CUÀvÀåªÁzÀ ««zsÀ PË±À®åUÀ¼ÀÄ EAvÀºÀ LwºÁ¹PÀ ¸Á¥ÉÃPÀëvÉUÀ¼À ¥ÀÄ£Àgï «ªÀÄ±ÉðAiÀÄ CUÀvÀåvÉAiÀÄ£ÀÄß GAlÄ ªÀiÁqÀÄvÀÛªÉ. »ÃUÉ ¥ÀÄ£Àgï«ªÀÄ±Éð ªÀiÁqÀÄªÀ ÀAzÀ sÀðzÀ°è ««zsÀ ÉÃªÉUÀ¼À ªÀÄvÀÄÛ ºÀÄzÉÝUÀ¼À £ÀqÀÄ«£À ¸Á¥ÉÃPÀëvÉAiÀÄ°è §zÀ ÁªÀuÉUÀ¼À£ÀÄß ¥ÀjUÀtÂ ÀÄªÀ CªÀ±ÀåPÀvÉ¬ÄgÀÄvÀÛzÉ.

8. £ÀªÀÄä MPÀÆÌl DqÀ½vÀ ªÀåªÀ ÉÜAiÀÄ°è ºÀ®ªÁgÀÄ ¥ÀæPÁAiÀÄðUÀ¼ÀÄ PÉÃAzÀæ ÀPÁðgÀ ªÀÄvÀÄÛ gÁdåUÀ¼À £ÀqÀÄªÉ ºÀAaPÉAiÀiÁVªÉ. PÁAiÀÄð«zsÁ£ÀzÀ «µÀAiÀÄUÀ¼À°è PÀÆqÀ PÉÃAzÀæ ÀPÁðgÀ ªÀÄvÀÄÛ gÁdå ÀPÁðgÀUÀ¼ÀÄ MAzÉÃ jÃw PÁAiÀÄð¤ªÀð» ÀÄvÀÛªÉ. DzÀÄzÀjAzÀ, PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðgÀzÀ dªÁ¨ÁÝjUÀ¼ÀÄ, ÉÃªÉUÀ¼À µÀgÀvÀÄÛUÀ¼ÀÄ EvÁå¢UÀ¼À°è UÀªÀÄ£ÁºÀð ©ü£ÀßvÉ¬ÄzÀÝgÀÆ, PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðgÀUÀ¼À ÉÃªÉUÀ¼ÀÀÄ MAzÉÃ jÃw gÀZÀ£ÉAiÀiÁVgÀÄªÀÅzÀÄ ÀºÀdªÁVzÉ. F CA±ÀUÀ¼ÀÄ PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðgÀzÀ ¹§âA¢ vÀªÀÄä ªÉÃvÀ£À ªÀÄvÀÄÛ ÉÃªÁ ¹ÜwUÀ¼ÀÄ MAzÉÃ jÃw C®è¢zÀÝgÀÆ ÀªÀiÁ£ÁAvÀgÀªÁVAiÀiÁzÀgÀÆ EgÀ ÉÃPÉA§ ÉÃrPÉ ªÀÄÄA¢qÀ®Ä PÁgÀtªÁUÀÄvÀÛªÉ.

CAvÉAiÉÄÃ ««zsÀ gÁdåUÀ¼À PÁAiÀÄð«zsÁ£ÀUÀ¼À°è §ºÀ¼ÀµÀÄÖ ¸ÁzÀÈ±Àå«gÀÄªÀÅzÀjAzÀ ªÀÄvÀÄÛ CªÀÅUÀ¼À ÉÃªÉUÀ¼ÀÄ gÀavÀªÁVgÀÄªÀ jÃwAiÀÄ°è ºÉÆÃ°PÉ¬ÄgÀÄªÀÅzÀjAzÁV ««zsÀ gÁdåUÀ¼À ÉÃªÉUÀ¼À £ÀqÀÄªÉ ¸ÁªÀÄåvÉAiÀÄÄ¼Àî ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÀÄ ªÀÄvÀÄÛ ÉÃªÁ ¹ÜwUÀ¼À£ÀÄß C¥ÉÃQë ÀÄªÀÅzÀÄ CvÀåAvÀ ÀºÀdªÉÃ DVzÉ. F »£Éß ÉAiÀÄ°èAiÉÄÃ £ËPÀgÀgÀ ÀAWÀUÀ¼ÀÄ vÀªÀÄä ªÉÃvÀ£À gÀZÀ£ÉUÀ¼ÀÄ, PÉÃAzÀæ ÀPÁðgÀzÀ ºÁUÀÆ £ÉgÉAiÀÄ gÁdåUÀ¼À ÀPÁðj £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ½UÉ ÀªÀiÁ£ÁAvÀgÀªÁVgÀ ÉÃPÀÄ JAzÀÄ C¥ÉÃQë ÀÄvÀÛªÉ.

9. gÁdå ÀPÁðgÀªÀÅ ªÀiÁqÀÄªÀ ªÉZÀÑzÀ UÀªÀÄ£ÁºÀð sÁUÀªÀ£ÀÄß DyðPÀ É¼ÀªÀtÂUÉAiÀÄ£ÀÄß GvÉÛÃf ÀÄªÀ PÁAiÀÄðPÀæªÀÄUÀ¼À ªÉÄÃ É ªÀÄvÀÄÛ vÀ£Àß d£ÀgÀ fÃªÀ£À UÀÄtªÀÄlÖªÀ£ÀÄß ÀÄzsÁj ÀÄªÀ ¤nÖ£À°è ªÉZÀÑ ªÀiÁqÀ ÁUÀÄwÛzÉ. gÁdåzÀ ÀªÀÄUÀæ DAvÀjPÀ GvÀà£Àß (Gross

State Domestic Produce–GSDP) ªÀÄvÀÄÛ gÁdåzÀ d£ÀgÀ vÀ Á DzÁAiÀÄzÀ É¼ÀªÀtÂUÉAiÀÄ »£Éß ÉAiÀÄ°è, ÀPÁðgÀzÀ DyðPÀ ¥ÀæUÀwAiÀÄ ¯Á sÀzÀ°è vÀªÀÄUÀÆ MAzÀÄ ¥Á®Ä zÉÆgÀPÀ ÉÃPÀÄ JAzÀÄ ÀPÁðj £ËPÀgÀgÀÄ C¥ÉÃQë ÀÄvÁÛgÉ. PÁ®¢AzÀ PÁ®PÉÌ £ËPÀgÀgÀ ªÉÃvÀ£À ªÀÄvÀÄÛ sÀvÉåUÀ¼À°è ÀÆPÀÛ ºÉZÀÑ¼À ªÀiÁqÀÄªÀÅzÀjAzÀ EAvÀºÀ C¥ÉÃPÉëUÀ¼À£ÀÄß FqÉÃj À ÉÃPÁUÀÄvÀÛzÉ. ÀªÀiÁdzÀ EvÀgÀ ªÀUÀðUÀ¼À eÉÆvÉUÉ ÀPÁðj £ËPÀgÀgÀ DyðPÀ ªÀÄvÀÄÛ ¸ÁªÀiÁfPÀ ¹ÜwUÀwUÀ¼À£ÀÄß PÁ¥ÁqÀÄªÀ zÀÈ¶Ö¬ÄAzÀ®Æ EAvÀºÀ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉUÀ¼ÀÄ CUÀvÀåªÁVªÉ. »ÃUÁV ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉUÀ¼ÀÄ gÁdåzÀ ¸ÁªÀiÁ£Àå DyðPÀ É¼ÀªÀtÂUÉAiÀÄ ªÀÄlÖ ªÀÄvÀÄÛ gÁdåzÀ C©üªÀÈ¢ÞUÉ £ËPÀgÀgÀ PÉÆqÀÄUÉUÉ C£ÀÄUÀÄtªÁV

EgÀ ÉÃPÁzÀ CUÀvÀå«zÉ.

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10. ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ¥ÀjµÀÌgÀuÉAiÀÄ£ÀÄß ²¥sÁgÀ ÀÄì ªÀiÁqÀÄªÁUÀ ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ F ¥ÀjµÀÌgÀuÉ¬ÄAzÁV gÁdåzÀ DyðPÀ ¹ÜwAiÀÄ ªÉÄÃ É DUÀÄªÀ ¥ÀjuÁªÀÄUÀ¼À PÀqÉUÀÆ CvÁåªÀ±ÀåPÀªÁV UÀªÀÄ£À ºÀj À ÉÃPÁUÀÄvÀÛzÉ. ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉAiÀÄÄ gÁdåzÀ ºÀtPÁ ÀÄ ¥Àj¹ÜwAiÀÄ ªÉÄÃ É ¥ÀæwPÀÆ® ¥ÀjuÁªÀÄUÀ¼À£ÀÄß GAlÄ ªÀiÁqÀ§ºÀÄzÁzÀ DyðPÀ DWÁvÀUÀ¼À ¸ÁzsÀåvÉAiÀÄ PÀÄjvÀÄ ªÀÄvÀÄÛ EAvÀºÀ À¤ßªÉÃ±ÀUÀ¼ÀÄ ¢ÃWÁðªÀ¢üAiÀÄ°è gÁdåzÀ ªÀÄvÀÄÛ ÀPÁðj £ËPÀgÀgÀ »vÁ ÀQÛUÀ½UÉ ¥ÀÆgÀPÀªÁUÀÀ ÁgÀzÀÄ JA§ CA±ÀUÀ¼À£ÀÄß DAiÉÆÃUÀªÀÅ UÀªÀÄ¤ ÀÀ ÉÃQzÉ. PÉÃAzÀæ ºÀtPÁ ÀÄ DAiÉÆÃUÀUÀ¼ÀÄ PÁ®PÁ®PÉÌ ªÀiÁrzÀ ²¥sÁgÀ ÀÄìUÀ¼À C£ÀéAiÀÄ ¤gÀÆ¦vÀªÁzÀ DyðPÀ ²¹Û£À ªÀiÁzÀjAiÀÄ£ÀÄß C¼ÀªÀr¹PÉÆAqÀÄ gÁdåzÀ «wÛÃAiÀÄ ºÉÆuÉUÁjPÉAiÀÄ PÁ£ÀÆ£ÀÄ ZËPÀlÖ£ÀÄß «ÄÃgÀzÉÃ gÁdåzÀ DyðPÀ ¥Àj¹ÜwAiÀÄ ªÀÄzsÀåªÀiÁªÀ¢ü ªÀÄvÀÄÛ ¢ÃWÁðªÀ¢ü ÀÄ¹ÜgÀvÉAiÀÄ£ÀÄß PÁ¥ÁqÀÄªÀÅzÀ£ÀÄß RavÀÀ¥Àr À ÉÃPÁUÀÄvÀÛzÉ.

11. ªÉÄÃ É ZÀað¹zÀ CA±ÀUÀ¼À »£Éß ÉAiÀÄ°è, PÉ¼ÀPÀAqÀÀ vÀvÀéUÀ¼À£ÀÄß UÀªÀÄ£ÀzÀ°èlÄÖPÉÆAqÀÄ ¥Àæ ÀÄÛvÀ DAiÉÆÃUÀªÀÅ gÁdå ÀPÁðgÀzÀ £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß ¥ÀjµÀÌj ÀÄªÀ §UÉÎ vÀ£Àß ²¥sÁgÀ ÀÄìUÀ¼À£ÀÄß gÀÆ¦¹zÉ.

J) PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ¤zsÀðj ÀÄªÁUÀ 15£ÉÃ sÁgÀwÃAiÀÄ PÁ«ÄðPÀ ÀªÉÄäÃ¼À£ÀªÀÅ (15th Indian Labour Conference) ¤gÀÆ¦¹zÀ ÀÆvÀæzÀAvÉ ¥Àæ ÀÄÛvÀ EgÀÄªÀ fÃªÀ£À ªÀÄlÖzÀ ªÀiÁzÀj ¥ÀæªÀiÁtzÀ ªÉZÀÑªÀ£ÀÄß DzsÁgÀªÁVlÄÖPÉÆ¼ÀÄîªÀÅzÀÄ.

©) ««zsÀ ÉÃªÉUÀ¼À ªÀÄvÀÄÛ ¥ÀæªÀUÀðUÀ¼À ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è PÁ®PÁ®PÉÌ gÀÆ¥ÀÄUÉÆAqÀ ¸Á¥ÉÃPÀëvÉUÀ¼À£ÀÄß ¸ÁªÀiÁ£ÀåªÁV ¥Á° ÀÄªÀÅzÀÄ.

¹) gÁdåzÀ DyðPÀ ¥ÀæUÀwAiÀÄ ¯Á sÀzÀ°è AiÉÆÃUÀåªÁzÀ ¥Á®£ÀÄß ÀPÁðj ¹§âA¢AiÀÄÄ ¥ÀqÉzÀÄPÉÆ¼Àî®Ä ¸ÁzsÀåªÁUÀÄªÀAvÉ ªÀiÁqÀÄªÀÅzÀÄ.

r) £ÉgÉ gÁdåUÀ¼À°è£À vÀvÀìªÀiÁ£À ÉÃªÉ/ªÀÈAzÀUÀ¼À ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÀÄ ºÁUÀÆ gÁdåzÀ £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À £ÀqÀÄªÉ ºÉaÑ£À vÁgÀvÀªÀÄåUÀ¼ÁUÀÄªÀÅzÀ£ÀÄß vÀ¦à ÀÄªÀÅzÀÄ ªÀÄvÀÄÛ

E) gÁd Àé ¹éÃPÀÈw ªÀÄvÀÄÛ gÁd Àé ªÉZÀÑUÀ¼À £ÀqÀÄªÉ gÁdåªÀÅ ¸Á¢ü¹gÀÄªÀ DyðPÀ ² ÀÛ£ÀÄß ÀÄ¹ÜgÀªÁV ªÀÄÄAzÀÄªÀgÉ¹PÉÆAqÀÄ ºÉÆÃUÀ®Ä ¸ÁzsÀåªÁUÀÄªÀAvÉ £ÉÆÃrPÉÆ¼ÀÄîªÀÅzÀÄ.

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PÀÄjvÁzÀ £ËPÀgÀgÀ ÉÃrPÉAiÀÄ£ÀÄß PÀÆ®APÀµÀªÁV ¥Àj²Ã°¹ªÉ. 3 ªÀÄvÀÄÛ 4£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀUÀ¼ÀÄ, PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðj £ËPÀgÀgÀ ««zsÀ ªÀÈAzÀUÀ¼À°è Àj ÀªÀiÁ£ÀvÉAiÀÄ£ÀÄß ¸ÁÜ¦ ÀÄªÀ°è£À vÉÆAzÀgÉUÀ¼ÀÄ, PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðj £ËPÀgÀgÀ ÉÃªÁ ¤§AzsÀ£ÉUÀ¼À°è£À ©ü£ÀßvÉUÀ¼ÀÄ, gÁdå ÀPÁðgÀzÀ «wÛÃAiÀÄ ¸ÁªÀÄxÀåð

ªÉÆzÀ ÁzÀªÀÅUÀ¼À »£Éß ÉAiÀÄ°è F «µÀAiÀÄªÀ£ÀÄß ¥Àj²Ã°¹, PÉÃAzÀæ ÀPÁðj £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÉÆA¢UÉ PÀ£ÁðlPÀ gÁdå ÀPÁðj £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è ÀªÀiÁ£ÀvÉ ¸Á¢ü ÀÄªÀÅzÀÄ PÁAiÀÄð¸ÁzsÀÄªÀ®è JA§ ¤tðAiÀÄPÉÌ §A¢ªÉ. EvÀgÀ gÁdåUÀ¼ÀÄ PÉÃAzÀæ ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ£ÀÄß C¼Àr¹PÉÆ¼ÀÄîªÁUÀ UÀªÀÄ£ÁºÀðªÁzÀ §zÀ ÁªÀuÉUÀ¼ÉÆA¢UÉ C¼ÀªÀr¹PÉÆArgÀÄªÀÅzÀ£ÀÄß 5£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ UÀªÀÄ¤¹zÉ. ªÀÄÄAzÀÄªÀgÉzÀÄ, ÀA«zsÁ¤PÀªÁV ¥ÀævÉåÃPÀ WÀlPÀUÀ¼ÁVgÀÄªÀ PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ÀPÁðgÀUÀ¼ÀÄ vÀªÀÄä

¥Àj¹ÜwUÀ£ÀÄUÀÄtªÁV ©ü£Àß ªÉÃvÀ£À gÀZÀ£ÉUÀ¼À£ÀÄß ºÉÆAzÀÄªÀ C¢üPÁgÀªÀ£ÀÄß ºÉÆA¢ªÉAiÉÄAzÀÄ C©ü¥ÁæAiÀÄ¥ÀnÖzÉ. 1998 ªÀÄvÀÄÛ 2011gÀ C¢üPÁj ªÉÃvÀ£À À«ÄwUÀ¼ÀÄ PÀÆqÀ EzÉÃ ¤zsÁðgÀªÀ£ÀÄß vÉUÉzÀÄPÉÆArªÉ.

27. gÁdå ªÀÄvÀÄÛ PÉÃAzÀæ ÀPÁðgÀUÀ¼À ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ°è ÀA¥ÀÆtð ÀªÀiÁ£ÀvÉAiÀÄ£ÀÄß ¸Á¢ü ÀÄªÀÅzÀÄ ªÁ ÀÛ«PÀªÁV ¸ÁzsÀå«®èªÉA§ C©ü¥ÁæAiÀÄ ªÀåPÀÛ¥Àr¹gÀÄªÀ 3, 4 ªÀÄvÀÄÛ 5£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀUÀ¼À zÀÈ¶ÖPÉÆÃ£ÀªÀ£ÀÄß F DAiÉÆÃUÀªÀÇ C£ÀÄªÉÆÃ¢ ÀÄvÀÛzÉ. PÀ¼ÉzÀ 6 zÀ±ÀPÀUÀ¼À°è PÉÃAzÀæ ÀPÁðgÀªÀÅ vÀ£Àß £ËPÀgÀgÀ ¥Àæw ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉAiÀÄ£ÀÄß 10 ªÀµÀðUÀ¼À CAvÀgÀzÉÆA¢UÉ MmÁÖgÉ 6 ¨Áj ¥ÀjµÀÌgÀuÉ ªÀiÁrzÉ JA§ CA±ÀªÀ£ÀÄß UÀªÀÄ¤ À§ºÀÄzÁVzÉ. gÁdå ÀPÁðgÀªÀÅ vÀ£ÀßzÉÃ DzÀ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ£ÀÄß ºÉÆAzÀ ÉÃPÉAzÀÄ ÀvÀvÀªÁV ²¥sÁgÀ ÀÄì ªÀiÁrzÀ ªÉÃvÀ£À ¥ÀjµÀÌgÀt ¥Áæ¢üPÁgÀUÀ¼À ²¥sÁgÀ¹ì£ÀAvÉ, EzÉÃ CªÀ¢üAiÀÄ°è 5 jAzÀ 7 ªÀµÀðUÀ¼À CAvÀgÀzÀ°è ºÀvÀÄÛ ¨Áj vÀ£Àß £ËPÀgÀgÀ ªÉÃvÀ£ÀªÀ£ÀÄß ¥ÀjµÀÌgÀuÉ ªÀiÁrzÉ. gÁdå ÀPÁðgÀzÀ £ËPÀgÀjUÉ ºÉÆ À ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ£ÀÄß ¤zsÀðj ÀÄªÁUÀ DAiÉÆÃUÀªÀÅ ªÉÄÃ°£À CA±ÀUÀ¼À£ÀÄß zÀÈ¶ÖAiÀÄ°èlÄÖPÉÆAqÀÄ, §ºÀÄvÉÃPÀ ¥ÀæPÀgÀtUÀ¼À°è £ÉgÉ gÁdåUÀ¼À ÀPÁðj £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÉÆA¢UÉ ºÉÆÃ° À§ºÀÄzÁzÀAvÀºÀ gÁdå ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß gÀa ÀÄªÀ ¥ÀæAiÀÄvÀß ªÀiÁrzÉ.

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1. ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ ¥ÀæPÀn¹zÀ ¥Àæ±ÁßªÀ½UÀ¼À°è ««zsÀ ªÀUÀðUÀ¼À £ËPÀgÀjUÉ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ£ÀÄß gÀÆ¦ À®Ä ¥ÀjUÀtÂ ÀÄªÀ ªÀÄÆ® CA±ÀUÀ¼À §UÉÎ À®ºÉUÀ¼À£ÀÄß PÉÆÃjvÀÄÛ. DAiÉÆÃUÀªÀÅ ÀÆa¹zÀ ¸ÁªÀiÁ£Àå vÀvÀéUÀ¼ÁzÀ CUÀvÀå «zÁåºÀðvÉ, PË±À®å ªÀÄvÀÄÛ vÀgÀ ÉÃw; dªÁ¨ÁÝjAiÀÄ ¥ÀæªÀiÁt, PÁAiÀÄðªÁå¦ÛAiÀÄ PÉëÃvÀæ; ªÀÈwÛ ÀA§A¢ü «±ÉÃµÀ ÀªÁ®ÄUÀ¼ÀÄ; §rÛ CªÀPÁ±ÀUÀ¼ÀÄ; EvÀgÉ ÉÃªÉUÀ¼ÉÆA¢V£À ¸Á¥ÉÃPÀëvÉ, EvÁå¢UÀ¼À §UÉÎ §ºÀÄvÉÃPÀ ÀºÀªÀÄvÀ ªÀåPÀÛªÁVzÀÄÝ, CzÀgÉÆA¢UÉ E£ÀÆß PÉ®ªÀÅ ºÉaÑ£À CA±ÀUÀ¼À£ÀÄß ¥ÀjUÀtÂ À®Ä

PÉ®ªÀgÀÄ ÀÆa¹gÀÄvÁÛgÉ. PÀ£ÁðlPÀ gÁdå ÀPÁðj £ËPÀgÀgÀ ÀAWÀªÀÅ PÉ¼ÀV£À ºÉZÀÄÑªÀj CA±ÀUÀ¼À£ÀÄß ¥ÀjUÀtÂ ÀÄªÀAvÉ PÉÆÃjgÀÄvÀÛzÉ:

(i) ÉÃªÉUÀ¼À°è£À ¥ÁægÀA©üPÀ £ÉÃªÀÄPÁw «zsÁ£À ªÀÄvÀÄÛ £ÉÃªÀÄPÁw ºÀAvÀ (ii) ºÀÄzÉÝUÉ ¤UÀ¢¥Àr¹zÀ PÀ¤µÀ× ±ÉÊPÀëtÂPÀ ªÀÄvÀÄÛ vÁAwæPÀ CºÀðvÉ (iii) ¸ÁªÀðd¤PÀgÉÆA¢V£À ÀA¥ÀPÀðzÀ ªÀÄlÖ (iv) MAzÉÃ ÉÃªÉAiÀÄ CxÀªÁ EvÀgÉ E¯ÁSÉUÀ¼À ºÀÄzÉÝUÀ¼À PÁAiÀÄð sÁgÀ ªÀÄvÀÄÛ

zÀeÉðUÀ¼À ¸Á¥ÉÃPÀëvÉ

2. ÀPÁðgÀzÀ ÉÃªÉAiÀÄ°è ÀÆPÀÛªÁzÀ ²PÀët ªÀÄvÀÄÛ PË±À®åªÀÅ¼Àî ªÀåQÛUÀ¼À£ÀÄß DPÀ¶ð À®Ä ªÀÄvÀÄÛ G½¹PÉÆ¼Àî®Ä ªÉÃvÀ£ÀzÀ ÀªÀÄ¥ÀðPÀvÉ ªÀÄvÀÄÛ ºÀÄzÉÝUÀ¼À «±ÉÃµÀ ¥ÀæAiÀiÁ ÀzÁAiÀÄPÀªÁzÀ PÁAiÀÄð sÁgÀ ªÀÄÄAvÁzÀªÀÅUÀ¼À£ÀÆß ÀºÀ ¥ÀjUÀtÂ À ÉÃPÀÄ JAzÀÄ EvÀgÀgÀÄ ÀÆa¹gÀÄvÁÛgÉ.

3. F ¤nÖ£À°è ««zsÀ ªÀUÀðUÀ½AzÀ ¥ÀqÉ¢gÀÄªÀ À®ºÉUÀ¼À£ÀÄß DAiÉÆÃUÀªÀÅ UÀªÀÄ£ÀzÀ°èj¹PÉÆArgÀÄvÀÛzÉ.

ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ ªÀÄÆ® CA±ÀUÀ¼ÀÄ:

4. ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ ªÀÄÆ® CA±ÀUÀ¼ÁV F PÉ¼ÀPÀAqÀªÀÅUÀ¼À£ÀÄß ¥ÀjUÀtÂ À ÁVzÉ:

1. PÀ¤µÀ× ªÉÃvÀ£À 2. UÀjµÀ× ªÉÃvÀ£À 3. PÀ¤µÀ× ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£ÀzÀ £ÀqÀÄ«£À C£ÀÄ¥ÁvÀ 4. ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉå 5. ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À PÁ¯ÁªÀ¢ü 6. ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À £ÀqÀÄªÀt ¸Á¥ÉÃPÀëvÉ 7. ªÉÃvÀ£À §rÛ zÀgÀUÀ¼ÀÄ

F CA±ÀUÀ¼À£ÀÄß PÉ¼ÀV£À RArPÉUÀ¼À°è «ªÀgÀªÁV ZÀað À ÁVzÉ:

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5. £ËPÀgÀjUÉ ¥ÁªÀw ÀÄªÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ¤zsÀðj ÀÄªÀÅzÀÄ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ°è£À ªÉÆzÀ® ºÉeÉÓAiÀiÁVgÀÄvÀÛzÉ. F «µÀAiÀÄzÀ ¥ÁæªÀÄÄRåvÉAiÀÄ£ÀÄß UÀªÀÄ¤¹, »A¢£À J®è DAiÉÆÃUÀUÀ¼ÀÄ F ¤nÖ£À°è ««zsÀ ªÀUÀðUÀ¼À C©ü¥ÁæAiÀÄUÀ¼À£ÀÄß CjvÀÄPÉÆ¼Àî®Ä ¥ÀæAiÀÄwß¹gÀÄvÀÛªÉ. ¸ÁªÀiÁ£ÀåªÁV, CvÀåAvÀ PÉ¼ÀªÀUÀðzÀ £ËPÀgÀgÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀÅ MAzÀÄ PÀÄlÄA§zÀ PÀ¤µÀ× CUÀvÀåUÀ¼À ªÉZÀÑªÀ£ÀÄß sÀj ÀÄªÀµÀÄÖ EgÀ ÉÃPÀÄ JA§ÄzÀ£ÀÄß M¥Àà¯ÁVzÉ. 1957gÀ 15£ÉÃ sÁgÀwÃAiÀÄ PÁ«ÄðPÀ ÀªÉÄäÃ¼À£ÀªÀÅ ¥Àw, ¥Àwß ªÀÄvÀÄÛ E§âgÀÄ ªÀÄPÀÌ¼À£ÉÆß¼ÀUÉÆAqÀ ªÀÄÆgÀÄ

§¼ÀPÉ WÀlPÀUÀ¼À PÀÄlÄA§PÉÌ ¥Àæw ¢£À vÀ Á ÀgÁ Àj 2700 PÁå ÉÆÃjUÀ¼À DºÁgÀ §¼ÀPÉAiÀÄ DzsÁgÀzÀ ªÉÄÃ É CªÀ±Àå«gÀÄªÀ ªÉZÀÑªÀ£ÀÄß MzÀV ÀÄªÀ MAzÀÄ ZËPÀlÖ£ÀÄß ¤ÃrvÀÄ. qÁ. ªÁå É ï CPÉÆæÃAiÀiïØ CªÀgÀ ÀÆvÀæzÀ DzsÁgÀzÀ ªÉÄÃ É gÀÆ¦ À ÁzÀ F «zsÁ£ÀªÀÅ PÀÄlÄA§zÀ EvÀgÀ ªÀÄÆ® sÀÆvÀ CªÀ±ÀåPÀvÉUÀ¼ÁzÀ ªÀ Àw, §mÉÖ, EAzsÀ£À, ¤ÃgÀÄ ªÀÄvÀÄÛ EvÀgÉ ªÀ ÀÄÛUÀ¼À ªÉÄÃ®t ªÉZÀÑ ªÀÄÄAvÁzÀªÀ£ÀÄß CAzÁdÄ ªÀiÁqÀ®Ä C£ÀÄªÀÅ ªÀiÁrPÉÆqÀÄvÀÛzÉ. PÉ®ªÉÇAzÀÄ PÉÃAzÀæ ªÀÄvÀÄÛ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀUÀ¼ÀÄ EvÀgÉ CA±ÀUÀ¼ÉÆA¢UÉ ªÉÄÃ°£À ZËPÀlÖ£ÀÄß PÀ¤µÀ× ªÉÃvÀ£À ÉPÀÌ ºÁPÀ®Ä C¼ÀªÀr¹PÉÆArgÀÄvÀÛªÉ. EwÛÃa£À ¢£ÀUÀ¼À°è MAzÀÄ PÉÃAzÀæ ªÀÄvÀÄÛ JgÀqÀÄ gÁdåzÀ ªÉÃvÀ£À DAiÉÆÃUÀUÀ¼ÀÄ C¼ÀªÀr¹PÉÆArgÀÄªÀ «zsÁ£ÀzÀ gÀÆ¥ÀÄgÉÃµÉUÀ¼ÀÄ F PÉ¼ÀPÀAqÀAwªÉ:

7£ÉÃ PÉÃAzÀæ ªÉÃvÀ£À DAiÉÆÃUÀ CAzÁf¹zÀ PÀ¤µÀ× ªÉÃvÀ£À

6. K¼À£ÉAiÀÄ PÉÃAzÀæ ªÉÃvÀ£À DAiÉÆÃUÀªÀÇ ÀºÀ 15£ÉÃ sÁgÀwÃAiÀÄ PÁ«ÄðPÀ ÀªÉÄäÃ¼À£ÀzÀ «zsÁ£ÀªÀ£ÀÄß §¼À¹zÀÄÝ PÉÃAzÀæ ÀPÁðj £ËPÀgÀgÀ PÀ¤µÀ× ªÉÃvÀ£À 1-6-2016 gÀ ¢£ÁAPÀPÉÌ C£Àé¬Ä ÀÄªÀAvÉ gÀÆ.18,000 JAzÀÄ ÉPÀÌ ºÁQgÀÄvÀÛzÉ. F «zsÁ£ÀzÀ°è PÉÃAzÀæ ÀPÁðgÀzÀ°è£À UÀÆæ¥ï-r £ËPÀgÀgÀgÀ£ÀÄß ºÉZÀÄÑªÀj PË±À®å ºÉÆA¢zÀ UÀÆæ¥ï-¹

£ËPÀgÀgÉAzÀÄ ¥ÀjUÀtÂ¹, ±ÉÃ.25gÀ ºÉZÀÑ¼À (gÀÆ.3389)ªÀ£ÀÄß M¼ÀUÉÆArgÀÄªÀAvÉ gÀÆ.18,000zÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ¤UÀ¢¥Àr¹zÉ. 7£ÉÃ PÉÃAzÀæ ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ F PÉ¼ÀUÉ vÉÆÃj¹zÀAvÉ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ÉPÀÌ ªÀiÁrgÀÄvÀÛzÉ:

PÉÆÃµÀÖPÀ-6.1 Calculation of Minimum Pay as on 01.01.2016 by the 7th Central Pay Commission

Sl. No.

Items Per day

PCU Unit

Per month 3 PCU

Unit Price/ Unit (Rs.)

Expenses

(in Rs.)

1 Rice/Wheat 475 gm 42.75 kg 25.93 1108.30

2 Dal (Toor/Urad/Moong) 80 gm 7.20 kg 97.84 704.44

3 Raw Vegetables 100 gm 9.00 kg 58.48 526.28

4 Green Vegetables 125 gm 11.25 kg 38.12 428.85

5 Other Vegetables 75 gm 6.75 kg 32.80 221.42

6 Fruits 120 gm 10.80 kg 64.16 692.93

7 Milk 200 ml 18.00 litre 37.74 679.26

8 Sugar/Jaggery 56 gm 5.04 kg 37.40 188.48

9 Edible Oil 40 gm 3.60 kg 114.02 410.46

10 Fish 2.50 kg 268.38 670.95

11 Meat 5.00 kg 400.90 2004.51

12 Egg 90 nos. 4.27 383.98

CzsÁåAiÀÄ-6

62

Sl. No.

Items Per day

PCU Unit

Per month 3 PCU


Expenses

(in Rs.)

13 Detergents etc Rs/month 291.31 291.31

14 Clothing 5.50 meter 164.88 906.83

15 Total (from 1 to 14) 9217.99

16 Fuel, electricity, water charges 2304.50

17 Total (15) divided by 0.8 11522.49

18 Marriage, recretation, festivals etc. 2033.38

19 Total (17) divided by 0.85 13555.87

20 Provide for Skill by adding 25% to (19) 3388.97

21 Sum (19+20) 16944.83

22 Housing @ 524.08

23 Total - Divide no. (21) by 0.97 17468.91

24 Step up of 3% on No.23 as DA is projected at 125% on 01.01.2016 524.07

25 Final Minimum Pay as on 01.01.2016 (23+24) 17992.98

26 Rounding off 18000.00

DAzsÀæ¥ÀæzÉÃ±À ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DAiÉÆÃUÀ 2014 7. DAzsÀæ¥ÀæzÉÃ±ÀzÀ 10£ÉÃ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DAiÉÆÃUÀªÀÅ 15£ÉÃ sÁgÀwÃAiÀÄ PÁ«ÄðPÀ

ÀªÉÄäÃ¼À£ÀzÀ «zsÁ£ÀzÀAvÉ ¢£ÁAPÀ 01.07.2013 PÉÌ C£Àé¬Ä ÀÄªÀAvÉ gÀÆ.13,000 UÀ¼À PÀ¤µÀ× ªÉÃvÀ£À ÉPÀÌ ºÁQzÀÄÝ, CzÀgÀ «ªÀgÀ F PÉ¼ÀPÀAqÀAwgÀÄvÀÛzÉ:

PÉÆÃµÀÖPÀ-6.2 Need based miniumum wage (Andra Pradesh)

Items Per day

PCU (in gms)

Per month 3 CU

(in Kg)

Price per KG as per rates on

01.07.2013 (in Rupees)

Total cost per month (as on

01.07.2013) (in Rupees)

Rice 475 42.75 34.99 1495.82

Dal (Toor/Urad/Moong) 80 7.20 73.99 532.73

Raw Vegetables 100 9.00 34.39 309.51

Green Leaf Veg 125 11.25 32.20 362.25

Other Veg Onion, Potato, Tomato 75 6.75 24.75 167.06

Fruits 120 10.80 71.38 770.90

Milk (18 Ltrs) 200 ml 18.00 37.44 673.92

Sugar/Jaggery 56 5.00 41.66 208.30

Edible Oil 40 3.60 138.67 499.21

Fish 2.50 272.86 682.15

Meat 5.00 395.55 1977.75

Egg 90 3.67 330.30

Detergents etc., Bath & Washing soap, washing powder etc., 329.25 329.25

Clothing # 5.5 mtrs per month

5.50 271.17 per Mt 1491.43

Total 9830.58

Misc.* @ 20% 1966.11

CzsÁåAiÀÄ-6

63

Items Per day

PCU (in gms)

Per month 3 CU

(in Kg)

Price per KG as per rates on

01.07.2013 (in Rupees)

Total cost per month (as on

01.07.2013) (in Rupees)

Total 11796.69

Addl.Expr.** 10% 1179.67

Minimum Wage 12976.36

or say 13000

PCU = Per Day Consumption Unit

3CU = Three Consumption Unit

*=20% Miscellaneous charges towards fuel, gas, electricity, water etc

**=Includes expenditure on new items viz., transport, education, household accessories, mobile phone and Internet usage etc., in addition to recreation and festivals

# Clothing as prescribed is 70 yards per year. This works out to about 5.5 mts per month and the cost includes the ancillary charges like stitching etc.

PÉÃgÀ¼À 10£ÉÃ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DAiÉÆÃUÀ 2014 8. PÉÃgÀ¼ÀzÀÀ 10£ÉÃ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DAiÉÆÃUÀªÀÅ vÀ Á DzÁAiÀÄzÀ°è£À ¹ÜgÀ É É DzsÁjvÀ

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¢£ÁAPÀ 01.07.2014 gÀ°è£À ªÀÄÆ® ªÉÃvÀ£À gÀÆ. 8,500

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9. 10£ÉÃ PÉÃgÀ¼À ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DAiÉÆÃUÀªÀÅ ¥ÀÆªÀð ¥ÀjµÀÌøvÀ ªÀÄÆ® ªÉÃvÀ£ÀÀ gÀÆ.8,500gÀ ªÉÄÃ É ±ÉÃ.20gÀ ºÉZÀÑ¼À ªÀÄvÀÄÛ ¥ÀjµÀÌgÀuÉ ¢£ÁAPÀzÀAzÀÄ ® sÀå«zÀÝ vÀÄnÖ sÀvÉå M¼ÀUÉÆAqÀAvÉÉ ¢£ÁAPÀ: 01-07-2014 PÉÌ C£Àé¬Ä ÀÄªÀAvÉ gÀÆ.17,000 UÀ¼À PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ²¥sÁgÀ ÀÄì ªÀiÁrzÉ.

PÀ£ÁðlPÀÀÀ 5£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀ

10. PÀ£ÁðlPÀzÀ°è 5£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ gÁdå ªÀÄvÀÄÛ PÉÃAzÀæzÀ »A¢£À ªÉÃvÀ£À DAiÉÆÃUÀ¼ÀÄ C¼ÀªÀr¹PÉÆAqÀ ªÀiÁ£ÀzÀAqÀ/vÀvÀéUÀ¼À£ÀÄß ¥ÀjUÀtÂ¹ £ËPÀgÀgÀ ªÀÄvÀÄÛ ÀPÁðgÀzÀ zÀÈ¶ÖPÉÆÃ£À¢AzÀ Modified Constant Relative Income Criteria ºÉZÀÄÑ ÀÆPÀÛªÉAzÀÄ C£Àé¬Ä¹ C¼ÀªÀr¹PÉÆArzÉ. CzÀgÀAvÉ, DAiÉÆÃUÀªÀÅ ªÀÄÄAzÀÄªÀgÉzÀÄ F PÉ¼ÀPÀAqÀAvÉ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ¤zsÀðj¹gÀÄvÀÛzÉ:

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PÀ¤µÀ× ªÉÃvÀ£À ²¥sÁgÀ ÀÄì ªÀiÁqÀ ÁVzÉ. DAiÉÆÃUÀ gÀavÀªÁzÀ ¢£ÁAPÀ 01-07-2005 jAzÀ F «zsÁ£À DzsÀj¹ PÀ¤µÀ× ªÉÃvÀ£À ¤UÀ¢¥Àr¹zÀÝ°è GAmÁUÀÄªÀ ¥ÀæQæAiÉÄ »ÃVzÉ. 1998gÀ C¢üPÁj À«ÄwAiÀÄ ªÀgÀ¢AiÀÄ£Àß£ÀÄ Àj¹, 1998-99gÀ°è PÀ£ÁðlPÀzÀ°è ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DVzÉ. gÀÆ.2500/-£ÀÄß PÀ¤µÀ× ªÉÃvÀ£ÀªÉAzÀÄ ¤UÀ¢¥Àr À¯ÁVvÀÄÛ. ¢£ÁAPÀ 01-07-2005 gÀAzÀÄ vÀÄnÖ sÀvÉåAiÀÄÄ ªÀÄÆ® ªÉÃvÀ£ÀzÀ ±ÉÃPÀqÀ 71 DVvÀÄÛ (CAzÀgÉ, ªÀÄÆ® ªÉÃvÀ£ÀªÁzÀ gÀÆ.2500/- gÀ ±ÉÃPÀqÀ 71 gÀÆ.1775/- DUÀÄvÀÛzÉ). 1999-2000 jAzÀ 2004-2005gÀ CªÀ¢üAiÀÄ°è, vÀ Á gÁ¶ÖçÃAiÀÄ ¤ªÀé¼À DzÁAiÀÄzÀ°è (per capita net

national product) DzÀ ±ÉÃPÀqÀ 23.7gÀ ºÉZÀÑ¼ÀªÀ£ÀÄß, £ÀµÀÖ ¥ÀjºÁgÀ CA±À (compensation factor) JAzÀÄ ¥ÀjUÀtÂ¹, ªÀÄÆ® ªÉÃvÀ£À ªÀÄvÀÄÛ vÀÄnÖ sÀvÉåAiÀÄ MlÄÖ ªÉÆvÀÛPÉÌ ÉÃj À ÁVzÉ. DzÀÝjAzÀ, F «zsÁ£ÀzÀAvÉ ¢£ÁAPÀ 01-07-2005 gÀAzÀÄ £ËPÀgÀgÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀÅ = gÀÆ.2500 + gÀÆ.1775 + gÀÆ.1013 (gÀÆ.4275/-gÀ ªÉÄÃ É ±ÉÃPÀqÀ 23.7gÀ £ÀµÀÖ ¥ÀjºÁgÀ CA±À) = gÀÆ.5288/- CxÀªÁ gÀÆ.5300/- DUÀÄvÀÛzÉ. PÀ¤µÀ× ªÉÃvÀ£À PÀÄjvÀÄ £ËPÀgÀgÀ ÀAWÀzÀ JgÀqÀÄ «©ü£Àß ÉÃrPÉUÀ¼ÀÄ EgÀÄvÀÛªÉ. CªÀÅ 01-04-2004 gÀAzÀÄ gÀÆ.5000/- ªÀÄvÀÄÛ ¢£ÁAPÀ 01-06-2006 gÀAzÀÄ gÀÆ.6000/- JAzÀÄ. ªÉÄÃ°£À «±ÉèÃµÀuÉUÀ¼À ºÁUÀÆ PÉÃAzÀæ ªÀÄvÀÄÛ £ÉgÉ gÁdåUÀ¼À £ËPÀgÀgÀÄ F ¢£ÁAPÀzÀAzÀÄ ¥ÀqÉAiÀÄÄwÛgÀÄªÀ PÀ¤µÀ× ªÉÃvÀ£ÀUÀ¼ÀÀ£ÀÄß DAiÉÆÃUÀªÀÅ UÀªÀÄ¤¹zÉ. C®èzÉÃ D ¢£ÁAPÀzÀAzÀÄ gÁdåzÀ°è ¤ÃqÀ ÁUÀÄwÛzÀÝ PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.2500 + 1775 = 4275 EgÀÄvÀÛzÉ. gÁdå ÀPÁðgÀzÀ ÀA¥À£ÀÆä®UÀ¼À «Äw ºÁUÀÆ DyðPÀ PÀëªÀÄvÉUÀ¼À£ÀÄß ¥ÀjUÀtÂ¹ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß gÀÆ.4800/-UÀ¼ÉAzÀÄ ¤UÀ¢¥Àr À ÁVzÉ. EzÀÄ ÀªÀÄ¥ÀðPÀ ªÀÄvÀÄÛ vÀÈ¦ÛPÀgÀªÁVzÉ JA§ÄzÀ£ÀÄß DAiÉÆÃUÀ ªÀÄ£ÀUÀArzÉ. F PÀ¤µÀ× ªÉÃvÀ£ÀPÉÌ ® sÀåªÁUÀÄªÀ ªÀÄ£É ¨ÁrUÉ ªÀÄvÀÄÛ £ÀUÀgÀ ¥ÀjºÁgÀ sÀvÉåUÀ¼À£ÀÄß ÉPÀÌ ºÁQzÁUÀ £ËPÀgÀgÀ ÀAWÀzÀ ÉÃrPÉUÉ ºÀwÛgÀªÁUÀÄvÀÛzÉ. F »£Éß ÉAiÀÄ°è, DAiÉÆÃUÀªÀÅ UÀÆæ¥ï-r £ËPÀgÀgÀ ¥Àæw wAUÀ¼À PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.4800/- JAzÀÄ ¤UÀ¢UÉÆ½ À®Ä ²¥sÁgÀ ÀÄì ªÀiÁrzÉ.”

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13. DAiÉÆÃUÀªÀÅ ÀPÁðj £ËPÀgÀgÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß ¤zsÀðj ÀÄªÀ°è 5£ÉÃ gÁdå ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ C¼ÀªÀr¹PÉÆAqÀ Modified Constant Relative Income Criterion ÀºÀ ¥ÀjUÀtÂ¹zÉ. F «zsÁ£ÀªÀ£ÀÄß 10£ÉÃ PÉÃgÀ¼À ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DAiÉÆÃUÀªÀÇ C¼ÀªÀr¹PÉÆArvÀÄÛ. F GzÉÝÃ±ÀPÁÌV DAiÉÆÃUÀªÀÅ DyðPÀ ªÀÄvÀÄÛ ¸ÁATåPÀ ¤zÉÃð±À£Á®AiÀÄªÀÅ ªÀgÀ¢ ªÀiÁrzÀAvÉ PÀ¼ÉzÀ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ ÀªÀÄAiÀÄzÀ°è 2012-13gÀ°è gÁdåzÀ vÀ Á f.J¸ï.r.¦. DzÁAiÀÄ (¹ÜgÀ É É) gÀÆ.94,417 jAzÀ 2016-17gÀ°è gÀÆ.1,20,403PÉÌ ºÉZÀÑ¼ÀªÁVgÀÄªÀÅzÀ£ÀÄß UÀªÀÄ¤¹zÉ. EzÀÄ F PÁ¯ÁªÀ¢üAiÀÄ°èè ±ÉÃ.27.52gÀµÁÖzÀ ºÉZÀÑ¼À. F »£Éß ÉAiÀÄ°è ¢£ÁAPÀ: 01.07.2017gÀ fÃªÀ£À ªÉZÀÑ ÀÆZÀåAPÀ (cost of living index) (AIACPI) C£ÀÄß DAiÉÆÃUÀªÀÅ ¥ÀjUÀtÂ¹gÀÄªÀÅzÀjAzÀ, £ËPÀgÀgÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è ±ÉÃ.30gÀ ºÉZÀÑ¼À ÀªÀÄAd ÀªÉ¤ ÀÄvÀÛzÉ. EzÀÄ 15£ÉÃ sÁgÀwÃAiÀÄ PÁ«ÄðPÀ ÀªÉÄäÃ¼À£ÀzÀ ÀÆvÀæzÀ ¤AiÀÄvÁAPÀUÀ¼À ¥ÀæPÁgÀ ªÉÄÃ É ÉPÀÌ ºÁQzÀ PÀ¤µÀ× ªÉÃvÀ£ÀzÀ gÀÆ.16,800 ªÉÆvÀÛPÉÌ C£ÀÄgÀÆ¥ÀªÁVgÀÄvÀÛzÉ.

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14. ªÉÄÃ®ÌAqÀ JgÀqÀÄ «zsÁ£ÀUÀ¼À£ÀÄß C£ÀÄ Àj¹ DAiÉÆÃUÀªÀÅ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß F PÀArPÉAiÀÄ°è «ªÀj¹zÀAvÉ ¤zsÀðj¹gÀÄvÀÛzÉ. PÀ¤µÀ×À ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°è£À ÀPÁðj £ËPÀgÀgÀ FVgÀÄªÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀÅ gÀÆ.9,600. ¢£ÁAPÀ: 01.7.2017PÉÌ C£Àé¬Ä ÀÄªÀ vÀÄnÖ sÀvÉå ±ÉÃ.45.25 gÀAvÉ gÀÆ.4,344 DVzÀÄÝ, MlÄÖ ªÉÃvÀ£À gÀÆ.13,944 DUÀÄvÀÛzÉ. FV£À PÀ¤µÀ× ªÀÄÆ® ªÉÃvÀ£ÀzÉÆA¢UÉ ªÀÄÆ® ªÉÃvÀ£ÀzÀ°è ±ÉÃ.30gÀµÀÄÖ ºÉaÑ¹ (gÀÆ.12,480) ºÁUÀÆ ±ÉÃ.45.25gÀ vÀÄnÖ sÀvÉå ÉÃj¹ MlÄÖ ªÉÆvÀÛ gÀÆ.16,824 DUÀÄvÀÛzÉ. CPÉÆæÃAiÀiïØ ÀÆvÀæzÀAvÉ, DAiÉÆÃUÀªÀÅ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß gÀÆ.16,800 JAzÀÄ ÉPÀÌ ºÁQzÀÄÝ CzÀ£ÀÄß ªÉÄÃ°£ÀÀ PÉÆÃµÀÖPÀzÀ°è vÉÆÃj À ÁVzÉ. EzÀ£ÀÄß gÀÆ.17,000 UÀ¼ÁV À¤ºÀzÀ°è ºÉaÑ¹ ¥ÀjµÀÌøvÀ PÀ¤µÀ×Ö ªÉÃvÀ£ÀªÉAzÀÄ ¤UÀ¢¥Àr¹zÉ.

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15. F »A¢£À ªÉÃvÀ£À DAiÉÆÃUÀ ªÀÄvÀÄÛ À«ÄwUÀ¼ÀÄ PÀ¤µÀ× ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£ÀzÀ £ÀqÀÄ«£À C£ÀÄ¥ÁvÀªÀ£ÀÄß 1:8 jAzÀ 1:8.5 PÉÌ PÁAiÀÄÄÝPÉÆArªÉ. C¢üPÁj ªÉÃvÀ£À À«Äw, 2011gÀ ²¥sÁgÀ¹ì£À£ÀéAiÀÄ ¢£ÁAPÀ 01.04.2012 jAzÀ eÁjUÉ §AzÀ ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉAiÀÄÄ F C£ÀÄ¥ÁvÀªÀ£ÀÄß 1:8.3PÉÌ ¤UÀ¢r¹zÉ. ºÁ° PÀ¤µÀ× ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£ÀUÀ¼ÀÀ £ÀqÀÄ«£À C£ÀÄ¥ÁvÀªÀÅ PÉÃAzÀæ ÀPÁðgÀ ªÀÄvÀÄÛ £ÉgÉ gÁdåUÀ¼À°è F PÉ¼ÀPÀAqÀAvÉ EgÀÄvÀÛzÉ:

PÉÃAzÀæ ÀPÁðgÀ 1 : 12.5 DAzsÀæ¥ÀæzÉÃ±À 1 : 8.527 PÉÃgÀ¼À 1 : 7 vÀ«Ä¼ÀÄ £ÁqÀÄ 1 : 14.33

16. F «µÀAiÀÄzÀ°è PÀ£ÁðlPÀ gÁdå ÀPÁðj £ËPÀgÀgÀ ÀAWÀªÀÅ 1:9 C£ÀÄß ÀÆPÀÛ C£ÀÄ¥ÁvÀªÁV ÀÆa¹zÉ. EvÀgÉÀ ÀAWÀ ªÀÄvÀÄÛ ªÀåQÛUÀ¼ÀÄ 1:3 jAzÀ 1:11 gÀªÀgÉUÉ «©ü£Àß C£ÀÄ¥ÁvÀUÀ¼À£ÀÄß À®ºÉ ªÀiÁrgÀÄvÀÛªÉÉ.

17. C£ÀÄ¥ÁvÀzÀ°è£À AiÀiÁªÀÅzÉÃ E½PÉÀ ÀPÁðgÀzÀ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ (gÁdå ªÉÃvÀ£À ±ÉæÃtÂ) ªÀÄvÀÄÛ EAf¤AiÀÄgï-E£ï-aÃ¥sï UÀ¼ÀAvÀºÀ EvÀgÉ »jAiÀÄ ºÀÄzÉÝUÀ½UÉÉ PÀrªÉÄ ªÉÃvÀ£ÀUÀ¼À£ÀÄßAlÄ ªÀiÁqÀÄvÀÛzÉ. F ºÀAvÀzÀ C¢üPÁjUÀ¼ÀÄ ºÉÆA¢gÀÄªÀ ºÉaÑ£À dªÁ¨ÁÝjAiÀÄ£ÀÄß UÀªÀÄ¤¹, CªÀgÀÄUÀ½UÉ £ÉgÉ gÁdåUÀ¼À°è£À ÀªÀiÁ£ÁAvÀgÀ ¸ÁÜ£ÀUÀ½UÉ C£ÀÄgÀÆ¥ÀªÁUÀÄªÀAvÀºÀ ÀÆPÀÛÀ DyðPÀ ¥Àæw¥sÀ® ¤ÃqÀÄªÀÅzÀÄ CªÀ±ÀåPÀ. CzÀgÀAvÉAiÉÄÃ, DAiÉÆÃUÀªÀÅ UÀjµÀ× ªÉÃvÀ£ÀªÀ£ÀÄß gÀÆ.1,50,600 UÀ¼ÉAzÀÄ ¤zsÀðj¹zÉ ªÀÄvÀÄÛ EzÀÄ 1:8.86gÀ C£ÀÄ¥ÁvÀzÀ°ègÀÄvÀÛzÉ.

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18. JgÀqÀ£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀzÀÀ CªÀ¢ü¬ÄAzÀ gÁdåzÀ°è ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ ¥ÀjPÀ®à£ÉAiÀÄ£ÀÄß C£ÀÄ Àj À¯ÁUÀÄwÛzÉ. gÁdå ÀPÁðgÀzÀÀ J®è ÉÃªÉUÀ½UÉ C£Àé¬Ä ÀÄªÀ KPÉÊPÀ ZÀ°vÀ ªÉÃvÀ£À ±ÉæÃtÂAiÀiÁUÀÄªÀ C£ÀÄPÀÆ®ªÀ£ÀÄß EzÀÄ ºÉÆA¢zÉ. ºÀÄzÉÝ/PÉÃqÀgïUÀÀ½UÉ C£ÀéAiÀÄªÁUÀÄªÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À£ÀÄß ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ CAUÀªÁV gÀa À ÁUÀÄvÀÛzÉ. ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ£ÀÄß ¤zsÀðj À®Ä PÀ¤µÀ× ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£À, ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉå, ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è£À PÁ¯ÁªÀ¢ü, ªÉÃvÀ£À§rÛ zÀgÀUÀ¼ÀÄ ªÀÄvÀÄÛ ºÀAvÀ–F

CA±ÀUÀ¼À£ÀÄß ¥ÀjUÀtÂ À¯ÁUÀÄvÀÛzÉ.

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19. ¤¢ðµÀÖ ªÉÃvÀ£À ºÀAvÀ vÀ®Ä¦gÀÄªÀ AiÀiÁªÀÅzÉÃ £ËPÀgÀ£ÀÄ CªÀ£ÀÄ zsÁgÀt ªÀiÁrzÀ ºÀÄzÉÝAiÀÄ ªÉÃvÀ£À ±ÉæÃtÂ AiÀiÁªÀÅzÉÃ EzÀÝgÀÆ MAzÉÃ zÀgÀzÀ ªÉÃvÀ£À §rÛAiÀÄ£ÀÄß ¥ÀqÉAiÀÄÄªÀ MAzÀÄ «²µÀÖ ®PÀëtªÀ£ÀÄß F ªÀåªÀ ÉÜAiÀÄÄ ºÉÆA¢zÉ. DzÀÝjAzÀ, ªÉÃvÀ£À ¥ÀAQÛ ªÀÄvÀÄÛ ªÉÃvÀ£À §rÛ zÀgÀUÀ¼À£ÀÄß ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂUÉ C£ÀÄUÀÄtªÁV ¤zsÀðj À ÁUÀÄvÀÛzÉ. PÀ£ÁðlPÀ gÁdå ÀPÁðj £ËPÀgÀgÀ ÀAWÀ ªÀÄvÀÄÛ EvÀgÀ ÀAWÀUÀ¼ÀÆ ÀºÀ ¥ÀjµÀÌøvÀ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ°è ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂ ªÀåªÀ ÉÜAiÀÄ£ÀÄß ªÀÄÄAzÀÄªÀgÉ À®Ä PÉÆÃjgÀÄvÀÛªÉ. F ¤nÖ£À°è ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ ¥ÀæªÀÄÄR ®PÀëtUÀ¼ÀÄ ªÀÄvÀÄÛ CzÀgÀ C£ÀÄPÀÆ®UÀ¼À£ÀÄß UÀªÀÄ£ÀzÀ°èlÄÖPÉÆAqÀÄ ºÁUÀÆ F »A¢£À ªÉÃvÀ£À DAiÉÆÃUÀ/ À«ÄwUÀ¼À C©ü¥ÁæAiÀÄªÀ£ÀÄß F ¤nÖ£À°è ¥ÀjUÀtÂ¹, DAiÉÆÃUÀªÀÅ ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ ªÀÄÄAzÀÄªÀjPÉÉUÉ ²¥sÁgÀ ÀÄì ªÀiÁqÀÄvÀÛzÉ.

20. PÀ¤µÀ× ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£À gÀÆ. 17,000 ªÀÄvÀÄÛ gÀÆ.1,50,600UÀ¼ÉAzÀÄ ¤zsÀðj¹gÀÄªÀÅzÀjAzÀ, ªÉÄÃ É «±ÉèÃ¶¹zÀ ªÀiÁ£ÀzÀAqÀÀÀUÀ¼À£ÀÄß C£ÀÄ Àj¹ DAiÉÆÃUÀªÀÅ F PÉ¼ÀPÀAqÀ ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ£ÀÄß ²¥sÁgÀ ÀÄì ªÀiÁqÀÄvÀÛzÉ:

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gÀÆ.17000-400-18600-450-20400-500-22400-550-24600-600-27000-650-

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ÀgÀ½ÃPÀgÀtUÉÆ½ À ÁVzÉ. gÁdå gÀZÀ£ÉAiÀiÁzÀ 1956gÀ°è 108 ªÉÃvÀ£À ±ÉæÃtÂUÀ½zÀÄÝzÀ£ÀÄß 1980gÀ ºÉÆwÛUÉ F ÀASÉåAiÀÄ£ÀÄß 20QÌAvÀ®Æ PÀrªÉÄUÉÉ E½ À Á¬ÄvÀÄ. vÀgÀÄªÁAiÀÄ, gÁdå ÀPÁðgÀzÀ ÉÃªÉUÀ¼À°è£À 2000 PÀÆÌ ºÉaÑ£À ªÀÈAzÀUÀ¼À (PÉÃqÀgï) CUÀvÀåvÉUÀ¼À£ÀÄß ¥ÀÆgÉÊ À®Ä ªÉÃvÀ£À DAiÉÆÃUÀ/ À«ÄwUÀ¼À ²¥sÁgÀ ÀÄìUÀ¼À£ÀéAiÀÄ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉåAiÀÄ£ÀÄß ºÉaÑ À ÁVzÉ. F ÀASÉåAiÀÄ£ÀÄß ºÉaÑ¹zÀµÀÄÖ ªÀÈAzÀUÀ¼À ¤ªÀðºÀuÉAiÀÄÄ QèµÀÖPÀgÀªÁUÀÄªÀÅzÀ£ÀÄß UÀªÀÄ¤ À ÁVzÉ. PË±À®å/eÁÕ£À ªÀÄvÀÄÛ dªÁ¨ÁÝjUÀ¼À°è ºÉÆÃ°PÉAiÀÄÄ¼Àî ««zsÀ ºÀÄzÉÝUÀÀ¼À£ÀÄß, ÉÃgÉ ÉÃgÉ PÁAiÀÄð ¤ªÀð» ÀÄwÛzÀÝgÀÆ ÀºÀ, CªÀÅUÀ¼À PÀ¤µÀ× £ÉÃªÀÄPÁw CºÀðvÉAiÀÄ ÀªÀiÁ£ÀvÉAiÀÄ£ÀÄß ¥ÀjUÀtÂ¹ MAzÉÃ zÀeÉð (UÉæÃqï) DV ªÀVÃðPÀj À§ºÀÄzÀÄ. »ÃUÁV, C£ÉÃPÀ ªÀUÀðUÀ¼À ºÀÄzÉÝUÀ¼À£ÀÄß MAzÉÃ DªÀgÀtzÀr (¨ÁæöåPÉmï) ªÀVÃðPÀj¹, ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉåAiÀÄ£ÀÄß PÀrªÉÄUÉÆ½ À®Ä ¸ÁzsÀå«zÉ. gÁdå ÀPÁðgÀzÀ ªÉÃvÀ£À gÀZÀ£ÉAiÀÄ°è ¥Àæ ÀÄÛvÀ 25 ªÉÃvÀ£À ±ÉæÃtÂUÀ½gÀÄvÀÛªÉ. EzÀPÉÌ ºÉÆÃ°¹zÀ°è,

DAzsÀæ ¥ÀæzÉÃ±ÀzÀ°è 32 ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÀÄ ªÀÄvÀÄÛ PÉÃgÀ¼ÀzÀ°è 25 ªÉÃvÀ£À ±ÉæÃtÂUÀ¼ÀÄ EgÀÄvÀÛªÉ. ºÁUÉAiÉÄÃ, PÉÃAzÀæ ÀPÁðgÀzÀ°è 16 ªÉÃvÀ£À ºÀAvÀUÀ¼ÀÄ ªÀÄvÀÄÛ JgÀqÀÄ ¤UÀ¢vÀÀ ªÉÃvÀ£À gÀZÀ£ÉUÀ½gÀÄvÀÛªÉ. vÀ«Ä¼ÀÄ£Ár£À°è 32 ªÉÃvÀ£À ºÀAvÀUÀ½gÀÄvÀÛªÉ. ¥Àæ ÀÄÛvÀ«gÀÄªÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ¸ÀASÉåAiÀÄÄ ÀªÀÄ¥ÀðPÀ«zÀÄÝ, PÀ£ÁðlPÀ ÀPÁðgÀzÀ ÉÃªÉUÀ¼À°è£À ºÀAvÀUÀ¼À°è CxÀð¥ÀÆtðªÁzÀ ªÀåvÁå À ¤ªÀð» À®Ä ªÀÄvÀÄÛ ªÀÈwÛAiÀÄ°è£À ¥ÀæUÀwUÁV ¸ÁPÀµÀÄÖ ¥ÉÆæÃvÁìºÀªÀ£ÀÄß MzÀV ÀÄvÀÛªÉ JAzÀÄ F DAiÉÆÃUÀªÀÅ sÁ«¹zÉ. CzÀgÀAvÉ DAiÉÆÃUÀªÀÅ FUÀ eÁjAiÀÄ°ègÀÄªÀAvÉ 25 ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À ÀASÉåAiÀÄ£ÀÄß G½¹PÉÆ¼Àî®Ä

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22. £ËPÀgÀgÀÄ ªÉÄÃ°£ÀÀ ºÀÄzÉÝUÉ ªÀÄÄA§rÛ ºÉÆAzÀÄªÀ ªÀÄÄ£Àß À°è ÀÄªÀ ÉÃªÁªÀ¢üAiÀÄ£ÀÄß UÀªÀÄ¤¹, ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À £ÀqÀÄªÀt PÁ¯ÁªÀ¢üAiÀÄ£ÀÄß (span) ¤zsÀðj À ÁUÀÄvÀÛzÉ. ¸ÁªÀiÁ£ÀåªÁV, £ËPÀgÀgÀ ªÉÃvÀ£À ÀÜVvÀvÉAiÀÄ£ÀÄß vÀ¦à À®Ä ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ PÀ¤µÀ× ªÀÄvÀÄÛ UÀjµÀ× ªÉÃvÀ£ÀzÀ ºÀAvÀzÀ°è£À PÁ¯ÁªÀ¢üAiÀÄÄ ¸ÁPÀµÀÄÖ ¢ÃWÀðªÁVgÀÄªÀÅzÀ£ÀÄß UÀªÀÄ¤ À§ºÀÄzÀÄ. DzÀgÉ, ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è£À Cw ¢ÃWÀð PÁ¯ÁªÀ¢üAiÀÄÄ CªÀÅUÀ¼ÀÀ £ÀqÀÄ«£À «©ü£ÀßvÉAiÀÄ£ÀÄß PÀrªÉÄ ªÀiÁqÀÄvÀÛzÉ. ¥Àæ ÀÄÛvÀ eÁjAiÀÄ°ègÀÄªÀ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À PÁ¯ÁªÀ¢üAiÀÄÄ 11 jAzÀ 27 ªÀµÀðUÀ¼ÀªÀgÉUÉ EgÀÄªÀÅzÀÄ. F PÁ¯ÁªÀ¢üAiÀÄÄ ÀªÀÄÆºÀ-¹ ªÀÄvÀÄÛ ÀªÀÄÆºÀ-r ªÀÈAzÀUÀ¼À°è 21 jAzÀ 27 ªÀµÀðUÀ¼ÀªÀgÉUÉ EgÀÄvÀÛªÉ.

23. PÀ£ÁðlPÀ gÁdå ÀPÁðj £ËPÀgÀgÀ ÀAWÀ ªÀÄvÀÄÛ EvÀgÉ ÀAWÀUÀ¼ÀÄ ªÉÃvÀ£À ±ÉæÃtÂUÀ¼À°è£À ÀÜVvÀvÉAiÀÄ£ÀÄß vÀ¦à À®Ä, ªÀÄÄRå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°èAiÉÄÃ ªÀÄÄAzÀÄªÀgÉAiÀÄÄªÀ ªÀÄÄPÀÛ

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MzÀV ÀÄªÀ PÁ°PÀ ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°è ªÀåPÀÛªÁUÀÄvÀÛzÉ. ªÉÃvÀ£ÀzÀ°è£À ªÁ¶ðPÀ §rÛAiÀÄ ¥ÀæªÀiÁt F PÉ¼ÀV£À CA±ÀUÀ¼À£ÀÄß MwÛ ºÉÃ¼ÀÄvÀÛzÉ: (i) C£ÀÄ sÀªÀ¢AzÁV £ËPÀgÀ£À PÉ® ÀzÀ ¥ÀæªÀiÁt ªÀÄvÀÄÛ UÀÄtªÀÄlÖzÀ°è

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(iii) ªÁ¶ðPÀ ªÉÃvÀ£À §rÛ CxÀªÁ ªÉÃvÀ£ÀzÀ°è£À ºÉZÀÑ¼ÀªÀÅ £ËPÀgÀjUÉ vÀªÀÄä PÉ® ÀzÀ°è ¤gÀAvÀgÀ ¥ÀæAiÀÄvÀß ªÀiÁqÀ®Ä GvÉÛÃd£À ¤ÃqÀÄªÀAwgÀ ÉÃPÀÄ.

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PÉÃAzÀæ ªÀÄvÀÄÛ £ÉgÉ gÁdåUÀ¼À ªÉÃvÀ£À §rÛAiÀÄ zÀgÀUÀ¼ÀÄ

PÉÃAzÀæ/gÁdå ªÉÃvÀ£À §rÛAiÀÄ zÀgÀUÀ¼ÀÄ

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9600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-28800-800-33600-900-39000-1050-45300-1200-52500-1350-60600-1500-69600-1700-79800

17000-400-18600-450-20400-500-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-53900-1450-62600-1650-72500-1900-83900-2200-97100-2500-112100-2800-128900-3100-150600

PÀ¤µÀ×: 9600; UÀjµÀ×: 79800 PÀ¤µÀ×: 17000; UÀjµÀ×: 150600 ªÉÃvÀ£À ºÀAvÀUÀ¼À ÀASÉå: 91 ªÉÃvÀ£À ºÀAvÀUÀ¼À ÀASÉå: 92 2. ªÁ¶ðPÀ §rÛ zÀgÀUÀ¼ÀÄ 2. ªÁ¶ðPÀ §rÛ zÀgÀUÀ¼ÀÄ

200,250,300,350,400,450,500,600,700,800, 900,1050,1200,1350,1500,1700 (16)

400,450,500,550,600,650,750,850,950, 1100,1250,1450,1650,1900,2200,2500, 2800, 3100 (18)

3. ªÉÃvÀ£À ºÀAvÀUÀ¼À°è §rÛ zÀgÀUÀ¼À §zÀ¯ÁªÀuÉ 3. ªÉÃvÀ£À ºÀAvÀUÀ¼À°è §rÛ zÀgÀUÀ¼À §zÀ¯ÁªÀuÉ 9600,12000,13000,14200,15600, 17200,19000,21000,24600,28800, 33600,39000,45300,52500,60600, 69600,79800 (ªÉÃvÀ£À ºÀAvÀUÀ¼À ¸ÀASÉå - 17)

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4. PÀ¤µÀ× ºÁUÀÆ UÀjµÀ×zÀ C£ÀÄ¥ÁvÀ 1 : 8.31 4. PÀ¤µÀ× ºÁUÀÆ UÀjµÀ×zÀ C£ÀÄ¥ÁvÀ 1 : 8.86 ]

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1 9600-200-12000-250-13000-300-14200-350-14550

21 17000-400-18600-450-20400-500-22400-550-24600-600-27000-650-28950

23

2 10400-200-12000-250-13000-300-14200-350-15600-400-16400

22 18600-450-20400-500-22400-550-24600-600-27000-650-29600-750-32600

24

3 11000-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000

25

19950-450-20400-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-37900

27

4 11600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000

26

21400-500-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-42000

28

5 12500-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24000

27

23500-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-47650

29

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PÀæ. ÀA.


6 13600-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-26000

26 25800-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-51400

28

7 14550-350-15600-400-17200-450-19000-500-21000-600-24600-700-26700

24 27650-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-52650

26

8 16000-400-17200-450-19000-500-21000-600-24600-700-28800-800-29600

24 30350-750-32600-850-36000-950-39800-1100-46400-1250-53900-1450-58250

26

9 17650-450-19000-500-21000-600-24600-700-28800-800-32000

23 33450-850-36000-950-39800-1100-46400-1250-53900-1450-62600

25

10 19000-500-21000-600-24600-700-28800-800-33600-900-34500

23 36000-950-39800-1100-46400-1250-53900-1450-62600-1650-67550

25

11 20000-500-21000-600-24600-700-28800-800-33600-900-36300

23 37900-950-39800-1100-46400-1250-53900-1450-62600-1650-70850

25

12 21600-600-24600-700-28800-800-33600-900-39000-1050-40050

24 40900-1100-46400-1250-53900-1450-62600-1650-72500-1900-78200

26

13 22800-600-24600-700-28800-800-33600-900-39000-1050-43200

25 43100-1100-46400-1250-53900-1450-62600-1650-72500-1900-83900

27

14 24000-600-24600-700-28800-800-33600-900-39000-1050-45300

25 45300-1100-46400-1250-53900-1450-62600-1650-72500-1900-83900-2200-88300

27

15 26000-700-28800-800-33600-900-39000-1050-45300-1200-47700

24 48900-1250-53900-1450-62600-1650-72500-1900-83900-2200-92700

26

16 28100-700-28800-800-33600-900-39000-1050-45300-1200-50100

23 52650-1250-53900-1450-62600-1650-72500-1900-83900-2200-97100

25

17 30400-800-33600-900-39000-1050-45300-1200-51300

21 56800-1450-62600-1650-72500-1900-83900-2200-97100-2500-99600

23

18 32800-800-33600-900-39000-1050-45300-1200-52500

19 61150-1450-62600-1650-72500-1900-83900-2200-97100-2500-102100

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gÀzÀÄÝ¥Àr À ÉÃPÉAzÀÄ 2011gÀ C¢üPÁj ªÉÃvÀ£À À«ÄwAiÀÄÄ ÀºÀ ²¥sÁgÀ ÀÄì ªÀiÁrvÀÄÛ. F sÀvÉåAiÀÄ£ÀÄß ÀA¥ÀÆtðªÁV gÀzÀÄÝ¥Àr À®Ä EzÀÄ ÀjAiÀiÁzÀ ÀªÀÄAiÀÄ JA§ÄzÀÄ

DAiÉÆÃUÀzÀ C©ü¥ÁæAiÀÄ. CzÀgÀAvÉ, J®è ªÀUÀðzÀ ¹§âA¢UÉ ¤ÃqÀÄwÛgÀÄªÀ VjvÁt sÀvÉåAiÀÄ£ÀÄß gÀzÀÄÝ¥Àr À®Ä DAiÉÆÃUÀªÀÅ ²¥sÁgÀ ÀÄì ªÀiÁqÀÄvÀÛzÉ.

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9. ÀªÀÄªÀ ÀÛç sÀvÉå: ÀPÁðgÀzÀ ºÀ®ªÁgÀÄ E¯ÁSÉUÀ¼À ªÀÄvÀÄÛ ªÀÈAzÀzÀ ¹§âA¢AiÀÄÄ ¤UÀ¢¥Àr¹zÀ ÀªÀÄªÀ ÀÛçUÀ¼À£ÀÄß ¤ªÀð» À ÉÃPÁUÀÄvÀÛzÉ. ¤UÀ¢vÀ ÀªÀÄªÀ ÀÛçUÀ¼À£ÀÄß MzÀV¹PÉÆ¼Àî®Ä ªÀÄvÀÄÛ CªÀÅUÀ¼À£ÀÄß ¤ªÀð» À®Ä ªÀiÁqÀÄªÀ ªÉZÀÑªÀÅ E¯ÁSÉUÀ½AzÀ E¯ÁSÉUÉ ªÀÄvÀÄÛ ªÀÈAzÀ¢AzÀ ªÀÈAzÀPÉÌ CªÀgÀÄ ¤ªÀð» ÀÄªÀ PÁAiÀÄð ªÀÄvÀÄÛ PÀvÀðªÀåUÀ¼À ÀégÀÆ¥ÀPÉÌ C£ÀÄUÀÄtªÁV §zÀ ÁUÀÄvÀÛzÉ. PÉ®ªÀÅ ÀAzÀ sÀðUÀ¼À°è zÉÊ£ÀA¢£À PÁAiÀÄð

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9.1 ¥ÉÆÃ°Ã¸ï E¯ÁSÉ: PÀæªÀÄ ÀASÉå

E¯ÁSÉ ªÀÄvÀÄÛ ºÀÄzÉÝAiÀÄ ¥ÀæªÀUÀð

FVgÀÄªÀ zÀgÀ (gÀÆ.UÀ¼À°è) ²¥sÁgÀ ÀÄì ªÀiÁrzÀ zÀgÀ (gÀÆ.UÀ¼À°è)

1 ¥ÉÆÃ°Ã¸ï C¢üÃPÀëPÀgÀÄ (L¦J¸ï C®èzÀ)

i. ¥ÁægÀA©üPÀ C£ÀÄzÁ£À gÀÆ.4000

ii. ªÀµÀðPÉÆÌªÉÄä £À«ÃPÀgÀtPÁÌV gÀÆ.750

iii. ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.100

i. ¥ÁægÀA©üPÀ C£ÀÄzÁ£À gÀÆ.6000

ii. ªÀµÀðPÉÆÌªÉÄä £À«ÃPÀgÀtPÁÌV gÀÆ.1500

iii. ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.500

2 G¥À ¥ÉÆÃ°Ã¸ï C¢üÃPÀëPÀgÀÄ

3 ¥ÉÆÃ°Ã¸ï ¤jÃPÀëPÀgÀÄ (i) ¥ÁægÀA©üPÀ C£ÀÄzÁ£À gÀÆ.4000 (ii) ªÀµÀðPÉÆÌªÉÄä £À«ÃPÀgÀtPÁÌV gÀÆ.750 (iii) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.100

(i) ¥ÁægÀA©üPÀ C£ÀÄzÁ£À gÀÆ.5000 (ii ) ªÀµÀðPÉÆÌªÉÄä £À«ÃPÀgÀtPÁÌV gÀÆ.1500 (iii ) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.500

4 ¥ÉÆÃ°Ã¸ï G¥À ¤jÃPÀëPÀgÀÄ ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ

gÀÆ.100

¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ

gÀÆ.500 5 ¥ÉÆÃ°Ã¸ï ¥ÉÃzÉ¬ÄAzÀ

ÀºÁAiÀÄPÀ G¥À ¤jÃPÀëPÀgÀÄ

9.2 PÁgÁUÀÈºÀ E¯ÁSÉ: 1 PÉÃAzÀæ/f¯Áè PÁgÁUÀÈºÀ

C¢üÃPÀëPÀ (i) ¥ÁægÀA©üPÀªÁV gÀÆ.4000 (ii ) £À«ÃPÀgÀtPÁÌV gÀÆ.750 (iii ) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.100

(i) ¥ÁægÀA©üPÀ C£ÀÄzÁ£À gÀÆ.6000 (ii ) ªÀµÀðPÉÆÌªÉÄä £À«ÃPÀgÀtPÁÌV gÀÆ.1500 (iii) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.500

2 ÀºÁAiÀÄPÀ C¢üÃPÀëPÀ 3 aÃ¥sï eÉÊ®gï/eÉÊ®gï

1 PÉÃAzÀæ PÁgÁUÀÈºÀUÀ¼À

C¢üÃPÀëPÀgÀÄ

¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.100

ªÀiÁ¹PÀ gÀÆ.500

2 f¯Áè PÁgÁUÀÈºÀUÀ¼À C¢üÃPÀëPÀgÀÄ


3 ÀºÁAiÀÄPÀ C¢üÃPÀëPÀgÀÄ ªÀiÁ¹PÀ gÀÆ.500 4 aÃ¥sï eÉÊ®gï/eÉÊ®gï ªÀiÁ¹PÀ gÀÆ.500 5 aÃ¥sï ªÁqÀðgï/ºÉqï

ªÁqÀðgï/ªÁqÀðgï ªÀiÁ¹PÀ gÀÆ.500

9.3 ¸ÁjUÉ E¯ÁSÉ: 1 »jAiÀÄ ªÉÆÃmÁgï ªÁºÀ£À

¤jÃPÀëPÀgÀÄ (i) ¥Àæw 5 ªÀµÀðPÉÆÌªÉÄä gÀÆ.3000 (ii ) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.100

(i) ¥Àæw 2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.3000 (ii) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.300 2 ªÉÆÃmÁgï ªÁºÀ£À ¤jÃPÀëPÀgÀÄ

CzsÁåAiÀÄ-7

80

9.4 C§PÁj E¯ÁSÉ: 1 C§PÁj G¥À C¢üÃPÀëPÀgÀÄ (i) ¥Àæw 5 ªÀµÀðPÉÆÌªÉÄä

gÀÆ.3000 (ii ) ªÁ¶ðPÀ ¤ªÀðºÀuÁ C£ÀÄzÁ£À gÀÆ.1000

(i) ¥Àæw 2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.3000 (ii ) ªÁ¶ðPÀ ¤ªÀðºÀuÁ C£ÀÄzÁ£À gÀÆ.2000

2 C§PÁj ¤jÃPÀëPÀgÀÄ ªÀµÀðPÉÆÌªÉÄä gÀÆ.1000

ªÀµÀðPÉÆÌªÉÄä gÀÆ.1500 3 C§PÁj G¥À ¤jÃPÀëPÀgÀÄ

4 C§PÁj ªÀÄÄRå UÁqïìð/UÁqïìð

ÀªÀÄªÀ ÀÛç ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.100

ÀªÀÄªÀ ÀÛç ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.300

9.5 CVß±ÁªÀÄPÀ ÉÃªÁ E¯ÁSÉ: 1 oÁuÁ¢üPÁjUÀ¼ÀÄ ªÀÄvÀÄÛ

ªÉÄÃ®àlÖ C¢üPÁjUÀ¼ÀÄ (i) ªÀµÀðPÉÆÌªÉÄä gÀÆ.1500 (ii) ¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.500

¥Àæ ÀPÀÛ zÀgÀUÀ¼À£ÀÄß ªÀÄÄAzÀÄªÀgÉ ÀÄªÀÅzÀÄ

2 oÁuÁ¢üPÁjUÀ½VAvÀ PÀrªÉÄ zÀeÉðAiÀÄ C¢üPÁjUÀ¼ÀÄ

¤ªÀðºÀuÁ C£ÀÄzÁ£À ªÀiÁ¹PÀ gÀÆ.500

¥Àæ ÀPÀÛ zÀgÀUÀ¼À£ÀÄß ªÀÄÄAzÀÄªÀgÉ ÀÄªÀÅzÀÄ

9.6 DgÉÆÃUÀå ªÀÄvÀÄÛ PÀÄlÄA§ PÀ¯Áåt E¯ÁSÉ: 1 ±ÀÄ±ÀÆæµÀPÀ C¢üÃPÀëPÀgÀÄ zÀeÉð-1


ªÀiÁ¹PÀ gÀÆ.500 2 ±ÀÄ±ÀÆæµÀPÀ C¢üÃPÀëPÀgÀÄ zÀeÉð-2

3 ¹ ÀÖgï/lÆålgï 4 »jAiÀÄ ±ÀÄ±ÀÆæµÀPÀgÀÄ/

±ÀÄ±ÀÆæµÀPÀgÀÄ

5 «Äqï ªÉÊªïì/QjAiÀÄ ªÀÄ»¼Á DgÉÆÃUÀå ÀºÁAiÀÄPÀgÀÄ

ªÀiÁ¹PÀ gÀÆ.250 ªÀiÁ¹PÀ gÀÆ.400

9.7 CgÀtå E¯ÁSÉ: 1 ªÀ®AiÀÄ CgÀuÁå¢üPÁj ªÁ¶ðPÀ gÀÆ.1250 (i) ªÁ¶ðPÀ gÀÆ.2000

(ii) ÀªÀÄªÀ ÀÛç ¤ªÀðºÀuÁ sÀvÉå gÀÆ.300

2 G¥À ªÀ®AiÀÄ CgÀuÁå¢üPÁj (¥sÁgÉ ÀÖgï)

(i) ªÁ¶ðPÀ gÀÆ.1500.

(ii) ÀªÀÄªÀ ÀÛç ¤ªÀðºÀuÁ sÀvÉå gÀÆ.100

(i) ªÁ¶ðPÀ gÀÆ.1500.

(ii) ÀªÀÄªÀ ÀÛç ¤ªÀðºÀuÁ sÀvÉå gÀÆ.300 3 CgÀtå UÁqïð

9.8 PÁ£ÀÆ£ÀÄ ªÀiÁ¥À£À ±Á ÀÛç E¯ÁSÉ: 1 ¤jÃPÀëPÀgÀÄ (vÀÆPÀ ªÀÄvÀÄÛ

C¼ÀvÉ) ªÁ¶ðPÀ gÀÆ.750 ªÁ¶ðPÀ gÀÆ.1500

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81

9.9 gÁdå ²µÁÖZÁgÀ ºÁUÀÆ Cwy UÀÈºÀUÀ¼ÀÄ ¹D ÀÄE (²µÁÖZÁgÀ) E¯ÁSÉ: 1 G¥À PÁAiÀÄðzÀ²ð/ C¢üÃ£À

PÁAiÀÄðzÀ²ð (²µÁÖZÁgÀ) 2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.12000 AiÀiÁªÀÅzÉÃ §zÀ ÁªÀuÉ E®è

2 »jAiÀÄ ÀºÁAiÀÄPÀ/ ÀºÁAiÀÄPÀ/QjAiÀÄ ÀºÁAiÀÄPÀgÀÄ

2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.5000 2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.6000

3 r UÀÄA¦£À £ËPÀgÀgÀÄ («ªÀiÁ£À ¤¯ÁÝt)

ªÁ¶ðPÀ gÀÆ.2000 ªÁ¶ðPÀ gÀÆ.3000

4 «±ÉÃµÁ¢üPÁj - PÀÄªÀiÁgÀPÀÈ¥À CwyUÀÈºÀ

2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.12000 AiÀiÁªÀÅzÉÃ §zÀ ÁªÀuÉ E®è

5 £ÀªÀzÉºÀ°AiÀÄ PÀ£ÁðlPÀ sÀªÀ£À ªÀÄvÀÄÛ ¤ªÁ¹

DAiÀÄÄPÀÛgÀ PÀbÉÃjAiÀÄ°è PÁAiÀÄð ¤ªÀð» ÀÄwÛgÀÄªÀ ¹§âA¢ (1) C¢üÃPÀëPÀgÀÄ (²µÁ×ZÁgÀ ªÀÄvÀÄÛ ¸ÁjUÉ) (2) ÀºÁAiÀÄPÀ C¢üÃPÀëPÀgÀÄ (²µÁ×ZÁgÀ ªÀÄvÀÄÛ ¸ÁjUÉ) (3) UÀÆæ¥ï-¹ (4) UÀÆæ¥ï-r ÉZÀÑ£ÉAiÀÄ GqÀÄ¦£À sÀvÉå:

(1) UÀÆæ¥ï-J C¢üPÁj (2) UÀÆæ¥ï-© C¢üPÁj (3) UÀÆæ¥ï-¹ ¹§âA¢ (4) UÀÆæ¥ï-r ¹§âA¢

ªÁ¶ðPÀ gÀÆ.1000 -

2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.5000

ªÁ¶ðPÀ gÀÆ.2000 3 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.5000 3 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.4000 3 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.4000 3 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.3600

ªÁ¶ðPÀ gÀÆ.3000



AiÀiÁªÀÅzÉÃ §zÀ ÁªÀuÉ E®è 2 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.5000 2 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.4000 2 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.4000 2 ªÀµÀðUÀ½UÉÆªÉÄä gÀÆ.3600

9.10 gÁdå ²µÁÖZÁgÀ ºÁUÀÆ Cwy UÀÈºÀUÀ¼ÀÄ ¹D ÀÄE (²µÁÖZÁgÀ) E¯ÁSÉ: 1 G¥À PÁAiÀÄðzÀ²ð/ C¢üÃ£À

PÁAiÀÄðzÀ²ð/ ±ÁSÁ¢üPÁj 2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.8000 AiÀiÁªÀÅzÉÃ §zÀ ÁªÀuÉ E®è

2 »jAiÀÄ ªÉÄÃ°éZÁgÀPÀgÀÄ/ DgÉÆÃUÀå ¤jÃPÀëPÀgÀÄ/QjAiÀÄ ªÉÄÃ°éZÁgÀPÀgÀÄ

2 ªÀµÀðPÉÆÌªÉÄä gÀÆ.5000 AiÀiÁªÀÅzÉÃ §zÀ ÁªÀuÉ E®è

9.11 ÀPÁðj ªÀ Àw UÀÈºÀ, Hn: 1 ÉZÀÑ£ÉAiÀÄ GqÀÄ¥ÀÄ sÀvÉå ªÀµÀðPÉÆÌªÉÄä gÀÆ.750 ªÀµÀðPÉÆÌªÉÄä gÀÆ.1500

9.12 EvÀgÉ: 1 J¯Áè »jAiÀÄ ªÁºÀ£À

ZÁ®PÀgÀÄ/ZÁ®PÀgÀÄ ªÀiÁ¹PÀ gÀÆ.300 ªÀiÁ¹PÀ gÀÆ.400

2 J¯Áè UÀÆæ¥ï-r ¹§âA¢ ªÀÄvÀÄÛ ¸Áå¤lj ¹§âA¢

ªÀiÁ¹PÀ gÀÆ.300 ªÀiÁ¹PÀ gÀÆ.400

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10. ªÁºÀ£À sÀvÉå: C¢üPÀÈvÀ ¥ÀæªÁ ÀUÀ½UÁV ÀéAvÀ ªÁºÀ£ÀUÀ¼À£ÀÄß §¼À À ÉÃPÁzÀ ÀPÁðj ¹§âA¢UÉ F sÀvÉåAiÀÄ£ÀÄß ¤ÃqÀ ÁUÀÄvÀÛzÉ. EAzsÀ£À zÀgÀUÀ¼À ªÀÄvÀÄÛ ¤ªÀðºÀuÁ ªÉZÀÑzÀ ºÉZÀÑ¼ÀªÀ£ÀÄß UÀªÀÄ£ÀzÀ°èj¹ DAiÉÆÃUÀªÀÅ PÉ¼ÀPÀAqÀAvÉ zÀgÀUÀ¼À£ÀÄß ºÉaÑ À®Ä ²¥sÁgÀ ÀÄì ªÀiÁqÀÄvÀÛzÉ:

PÉÆÃµÀÖPÀ 7.3 ªÁºÀ£À sÀvÉåUÀ¼ÀÄ


C¢üPÀÈvÀ ¥ÀæªÁ ÀUÀ½UÁV ÀéAvÀ ªÁºÀ£ÀªÀ£ÀÄß §¼À À ÉÃPÁzÀ ««zsÀ ÀªÀÄÆºÀPÉÌ ÉÃjzÀ ÀPÁðj ¹§âA¢

¤ªÀð»¹ §¼À À ÉÃPÁzÀ ªÁºÀ£ÀUÀ¼ÀÄ ªÉÆÃmÁgï PÁgÀÄ/ ªÉÆÃmÁgï ÉÊPÀ¯ï/ ÀÆÌlgï

®Æ£Á/ªÉÆ¥Éqï/ ÉÊ¹PÀ¯ï FVgÀÄªÀ sÀvÉåAiÀÄ zÀgÀ

(¥Àæw wAUÀ½UÉ) ²¥sÁgÀ ÀÄì ªÀiÁrzÀ zÀgÀ

(¥Àæw wAUÀ½UÉ) 1 ÀªÀÄÆºÀ-J gÀÆ.600 gÀÆ.900 2 ÀªÀÄÆºÀ-© gÀÆ.600 gÀÆ.900 3 ÀªÀÄÆºÀ-¹ gÀÆ.400 gÀÆ.600 4 ÀªÀÄÆºÀ-r gÀÆ.200 gÀÆ.300

1. ¤UÀ¢vÀ ¥ÀæAiÀiÁt sÀvÉå: vÀªÀÄä C¢üPÀÈvÀ PÁAiÀÄð ¤ªÀðºÀuÉUÁV ¤AiÀÄvÀªÁV ¥ÀæAiÀiÁt ªÀiÁqÀ ÉÃPÁzÀ ªÀÄvÀÄÛ C¢üPÀÈvÀ ªÁºÀ£À ¸Ë® sÀå zÉÆgÉAiÀÄ¢gÀÄªÀ ÀPÁðj ¹§âA¢UÉ CªÀgÀÄ ¥ÀæAiÀiÁtPÁÌV ªÀiÁqÀÄªÀ ªÉZÀÑªÀ£ÀÄß sÀj À®Ä ¤UÀ¢vÀ ¥ÀæAiÀiÁt sÀvÉåAiÀÄ£ÀÄß ¤ÃqÀ ÁUÀÄvÀÛzÉ. DAiÉÆÃUÀªÀÅ PÀAzÁAiÀÄ, sÀÆªÀiÁ¥À£À ªÀÄvÀÄÛ PÀAzÁAiÀÄ ªÀåªÀ ÉÜ, ¥À±ÀÄ ÀAUÉÆÃ¥À£É ªÀÄvÀÄÛ ¥À±ÀÄªÉÊzÀåQÃAiÀÄ ÉÃªÉUÀ¼À E¯ÁSÉ EvÁå¢ E¯ÁSÉUÀ¼À ¹§âA¢UÀ½AzÀ ¤UÀ¢vÀ ¥ÀæAiÀiÁt sÀvÉåAiÀÄ zÀgÀªÀ£ÀÄß ºÉaÑ ÀÄªÀAvÉ PÉÆÃjPÉAiÀÄ£ÀÄß ¹éÃPÀj¹zÉ. DAiÉÆÃUÀªÀÅ F PÉÆÃjPÉAiÀÄ£ÀÄß ¥ÀæAiÀiÁt ªÉZÀÑzÀ°è£À ¸ÁªÀiÁ£Àå ºÉZÀÑ¼ÀzÀ »£Éß ÉAiÀÄ°è ¥Àj²Ã°¹ PÉ¼ÀPÀAqÀAvÉ ¤UÀ¢vÀ ¥ÀæAiÀiÁt sÀvÉåAiÀÄ zÀgÀªÀ£ÀÄß ¥ÀjµÀÌj À®Ä ²¥sÁgÀ ÀÄì ªÀiÁrzÉ:

PÉÆÃµÀÖPÀ 7.4 ¤UÀ¢üvÀ ¥ÀæAiÀiÁt sÀvÉåUÀ¼ÀÄ


E¯ÁSÉ FVgÀÄªÀ zÀgÀ

(MAzÀÄ wAUÀ½UÉ) ²¥sÁgÀ ÀÄì ªÀiÁrzÀ zÀgÀ

(MAzÀÄ wAUÀ½UÉ)

11.1 PÀAzÁAiÀÄ E¯ÁSÉ 1

vÁ®ÆèPÀÄ ¥Àæ sÁgÀzÀ°ègÀÄªÀ vÁ®ÆèQ£À vÀºÀ²Ã¯ÁÝgï ( ÀPÁðj ªÁºÀ£ÀªÀ£ÀÄß ºÉÆAzÀzÀªÀgÀÄ)

gÀÆ.750

gÀÆ.1000

2 gÁd Àé ¤jÃPÀëPÀ gÀÆ.450 gÀÆ.750 3 UÁæªÀÄ ¯ÉQÌUÀ gÀÆ.300 gÀÆ.500

11.2 sÀÆªÀiÁ¥À£ÀÀ, PÀAzÁAiÀÄ ªÀåªÀ ÉÜ ªÀÄvÀÄÛ sÀÆ zÁR¯ÉUÀ¼À E¯ÁSÉ 1 ÀºÁAiÀÄPÀ ¤zÉÃð±ÀPÀ gÀÆ.750 gÀÆ.1000

2 ªÉÄÃ°éZÁgÀPÀgÀÄ gÀÆ.460 gÀÆ.750 3 ¥ÀæxÀªÀÄ/¢éwÃAiÀÄ zÀeÉð sÀÆªÀiÁ¥ÀPÀ gÀÆ.420 gÀÆ.600

4 ¨ÁAzï dªÁ£À gÀÆ.300 gÀÆ.400

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11.3 ªÀÄ»¼Á ªÀÄvÀÄÛ ªÀÄPÀÌ¼À PÀ¯Áåt E¯ÁSÉ :

1 ªÉÄÃ°éZÁgÀPÀ gÀÆ.500 gÀÆ.750

11.4 DgÉÆÃUÀå ªÀÄvÀÄÛ PÀÄlÄA§ PÀ¯Áåt E¯ÁSÉ :

1 QjAiÀÄ DgÉÆÃUÀå ÀºÁAiÀÄPÀ (ªÀÄ»¼É ªÀÄvÀÄÛ ¥ÀÄgÀÄµÀ)

gÀÆ.300 gÀÆ.400

2 »jAiÀÄ DgÉÆÃUÀå ÀºÁAiÀÄPÀ (ªÀÄ»¼É ªÀÄvÀÄÛ ¥ÀÄgÀÄµÀ)

- gÀÆ.400

11.5 ¥À±ÀÄ ÀAUÉÆÃ¥À£Á E¯ÁSÉ :

1 »jAiÀÄ ¥À±ÀÄ ªÉÊzÀåQÃAiÀÄ ¤jÃPÀëPÀ gÀÆ.400 gÀÆ.600

2 ¥À±ÀÄªÉÊzÀå ¤jÃPÀëPÀ gÀÆ.225 gÀÆ.400

11.6 PÀÈ¶ E¯ÁSÉ :

1 ÀºÁAiÀÄPÀ PÀÈ¶ C¢üPÁj gÀÆ.500 gÀÆ.750

2 PÀÈ¶ ÀºÁAiÀÄPÀ gÀÆ.225 gÀÆ.400

11.7 ²PÀët E¯ÁSÉ :

1 PÉëÃvÀæ ²PÀëuÁ¢üPÁj ( ÀPÁðj ªÁºÀ£ÀªÀ£ÀÄß ºÉÆAzÀzÉ EgÀÄªÀªÀgÀÄ)

gÀÆ.750 gÀÆ.1000

11.8 £ÁåAiÀiÁAUÀ E¯ÁSÉ :

1 ÉÃ°¥sïUÀ¼ÀÄ ªÀÄvÀÄÛ ¥ÉÆæ É ï ÀªÀðgïUÀ¼ÀÄ gÀÆ.300 gÀÆ.500

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2(C) E¯ÁSÁ ªÀÄÄRå¸ÀÜgÀ D¥ÀÛ ¸ÀºÁAiÀÄPÀ 100 300

(D) f¯Áè¢üPÁjAiÀÄªÀgÀ D¥ÀÛ ¸ÀºÁAiÀÄPÀ 100 300

3(C) ªÀÄÄRåªÀÄAwæ/ ¸ÀaªÀgÀÄ/gÁdå ¸ÀaªÀgÀÄ / CzsÀåPÀëgÀÄ,«zsÁ£À ¸À sÉ / CzsÀåPÀëgÀÄ, «zsÁ£À ¥ÀjµÀvÀÄÛ/ ªÀÄÄRå PÁAiÀÄðzÀ²ð/C¥ÀgÀ ªÀÄÄRå PÁAiÀÄðzÀ²ð/ J¯Áè ¥ÀæzsÁ£À PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/ ¸ÀPÁðgÀzÀ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ ªÀÄvÀÄÛ E¯ÁSÁ ªÀÄÄRå¸ÀÜgÀÄ EªÀgÀ D¥ÀÛ ±ÁSÉAiÀÄ°è PÁAiÀÄð ¤ªÀð»¸ÀÄwÛgÀÄªÀ ªÁºÀ£À ZÁ®PÀgÀÄ / »jAiÀÄ ªÁºÀ£À ZÁ®PÀgÀÄ

*225 *400

(D) gÁdå ²µÁÖZÁgÀ ¸ÀA¸ÉÜUÀ¼À°è CwyUÀ½UÉ £ÉÃ«Ä¸À®àqÀÄªÀ ªÁºÀ£À ZÁ®PÀgÀÄ/»jAiÀÄ ªÁºÀ£À ZÁ®PÀgÀÄ

*225 *400

2 ªÀÄÄRåªÀÄAwæ/¸ÀaªÀgÀÄ/gÁdå ÀaªÀgÀ D¥ÀÛ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ

(C) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ / C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ ªÉÄÃ®àlÖ C¢üPÁj

340 600

(D) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ / C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðUÉ ¸ÀªÀiÁ£ÀªÁzÀ zÀeÉðUÉ ¸ÉÃjzÀ C¢üPÁj

225 500

(E) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ /C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ PÉ¼ÀzÀeÉðAiÀÄ C¢üPÁj (¸ÀªÀÄÆºÀ-©)

165 400

3 ªÀÄÄRåªÀÄAwæ/ ÀaªÀgÀÄ/gÁdå ÀaªÀgÀ D¥ÀÛ ±ÁSÉ

(C) ªÀÄÄRåªÀÄAwæAiÀÄªÀgÀ ¨sÀzÀævÁ C¢üPÁj (¥ÉÆ°Ã¸ï C¢üÃPÀëPÀgÀÄ)

450 800

(D) G¥À PÁAiÀÄðzÀ²ð (ªÀÄÄRåªÀÄAwæAiÀÄªÀgÀ D¥ÀÛ±ÁSÉ)

340 600

(E) C£Á°¸ïÖ (ªÀÄÄRåªÀÄAwæAiÀÄªÀgÀ D¥ÀÛ±ÁSÉ) 340 500

(F) «±ÉÃµÀ PÀvÀðªÁå¢üPÁj (ªÀÄÄRåªÀÄAwæAiÀÄªÀgÀ D¥ÀÛ ±ÁSÉ)


340 600


225 500

(E) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ /C¢üÃ£À PÁAiÀÄðzÀ²ð 165 400

CzsÁåAiÀÄ-7

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zÀeÉðVAvÀ PÉ¼ÀzÀeÉðAiÀÄ C¢üPÁj (¸ÀªÀÄÆºÀ-©)

(G) C¢üÃ£À PÁAiÀÄðzÀ²ð 225 500

(H) ±ÁSÁ¢üPÁj 165 400

(IÄ) «±ÉÃµÁ¢üPÁj


340 600


225 500

(E) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ /C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ PÉ¼ÀzÀeÉðAiÀÄ C¢üPÁj (¸ÀªÀÄÆºÀ-©)

165 400

(J) »jAiÀÄ ¸ÀºÁAiÀÄPÀ/¸ÀºÁAiÀÄPÀ/»jAiÀÄ ²ÃWÀæ°¦UÁgÀ/²ÃWÀæ°¦UÁgÀ

115 400

(K) ÉgÀ¼ÀZÀÄÑUÁgÀ/»jAiÀÄ ÉgÀ¼ÀZÀÄÑUÁgÀ/qÁmÁ JAnæ D¥ÀgÉÃlgï/QjAiÀÄ ¸ÀºÁAiÀÄPÀ

100 300

(L) CmÉAqÀgï 100 200

4. ªÀÄÄRå PÁAiÀÄðzÀ²ð/C¥ÀgÀ ªÀÄÄRå PÁAiÀÄðzÀ²ð EªÀgÀ D¥ÀÛ ±ÁSÉ

(C) ªÀÄÄRåPÁAiÀÄðzÀ²ð /C¥ÀgÀ ªÀÄÄRå PÁAiÀÄðzÀ²ð AiÀÄªÀgÀ D¥ÀÛ PÁAiÀÄðzÀ²ð

(i) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ / C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðAiÀÄ ªÀÄvÀÄÛ ªÉÄÃ®ÝeÉðAiÀÄ C¢üPÁj

225 600

(ii) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ / C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðUÉ ¸ÀªÀiÁ£ÀªÁzÀ zÀeÉðUÉ ¸ÉÃjzÀ C¢üPÁj

225 500

(iii) ±ÁSÁ¢üPÁj zÀeÉðAiÀÄ C¢üPÁj 165 400

(D) D¥ÀÛ ¸ÀºÁAiÀÄPÀ / ¸ÀºÁAiÀÄPÀ/ »jAiÀÄ ¸ÀºÁAiÀÄPÀ / ²æÃWÀæ°¦UÁgÀ / »jAiÀÄ ²ÃWÀæ°¦UÁgÀ

115 300

(E) QjAiÀÄ ¸ÀºÁAiÀÄPÀ/ ÉgÀ¼ÀZÀÄÑUÁgÀ/»jAiÀÄ ÉgÀ¼ÀZÀÄÑUÁgÀ

100 300

5 1) ÀPÁðgÀzÀ ¥ÀæzsÁ£À PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/«±ÉÃµÀ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ /C¥ÀgÀ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/dAn PÁAiÀÄðzÀ²ðUÀ¼ÀÄ

(C) ±ÁSÁ¢üPÁj / ¥ÀvÁæAQvÀ D¥ÀÛ ¸ÀºÁAiÀÄPÀgÀÄ 115 400

(D) ²ÃWÀæ°¦UÁgÀ / »jAiÀÄ ²ÃWÀæ°¦UÁgÀ / D¥ÀÛ ¸ÀºÁAiÀÄPÀ / ¸ÀºÁAiÀÄPÀ /»jAiÀÄ ¸ÀºÁAiÀÄP

115 300

2) G¥ÀPÁAiÀÄðzÀ²ðAiÀÄªÀgÀ D¥ÀÛ ±ÁSÉ

D¥ÀÛ ¸ÀºÁAiÀÄPÀ / ¸ÀºÁAiÀÄPÀ/ »jAiÀÄ ¸ÀºÁAiÀÄPÀ/ ²ÃWÀæ°¦UÁgÀ/»jAiÀÄ ²ÃWÀæ°¦UÁgÀ

100 300

6. sÁj £ÀUÀzÀÄ ªÀ»ªÁl£ÀÄß ºÉÆA¢gÀÄªÀ 100 300

CzsÁåAiÀÄ-7

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E¯ÁSÉUÀ¼À°è£À UÀÄªÀiÁ ÀÛ ªÀÄvÀÄÛ EvÀgÉ £ËPÀgÀgÀÄ AiÀiÁªÀÅzÉÃ PÀbÉÃjAiÀÄ°è M§â UÀÄªÀiÁ¸ÀÛ¤UÉ ªÀiÁvÀæ C£ÀéAiÀÄªÁUÀÄvÀÛzÉ.

7. sÁj zÁ¸ÁÛ£ÀÄ ªÀ»ªÁl£ÀÄß £ÉÆÃrPÉÆ¼ÀÄîwÛgÀÄªÀ UÀÄªÀiÁ ÀÛ ªÀÄvÀÄÛ EvÀgÉ £ËPÀgÀgÀÄ (ºÉÆ¸À ¥ÀæPÀgÀtzÀ°è ¸ÀPÁðgÀzÀ ¥ÀævÉåÃPÀ C£ÀÄªÀÄw ¥ÀqÉzÀÄPÉÆ¼ÀÄîªÀÅzÀÄ)

¢éwÃAiÀÄ zÀeÉð ¸ÀºÁAiÀÄPÀ 100 300

¥ÀæxÀªÀÄ zÀeÉð ¸ÀºÁAiÀÄPÀ 100 300

8. gÁdå¥Á®gÀ C¢üÃ£ÀzÀ°è PÁAiÀÄð¤ªÀð» À®Ä ¤AiÉÆÃf¹gÀÄªÀ ¹§âA¢

C) gÁdå¥Á®gÀ Jr¹ 450 800

D) gÁdå¥Á®gÀ sÀzÀævÁ¢üPÁj 225 600

E) G¥À PÁAiÀÄðzÀ²ð 340 600

F) C¢üÃ£À PÁAiÀÄðzÀ²ð 225 500

G) gÁdå¥Á®gÀ ±À ÀÛçaQvÀìPÀ 165 800

H) gÁdå¥Á®gÀ D¥ÀÛ ÀºÁAiÀÄPÀ

(i) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ / C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðAiÀÄ ªÀÄvÀÄÛ ªÉÄÃ®ÝeÉðAiÀÄ C¢üPÁj

165 600

(ii) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ / C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðUÉ ¸ÀªÀiÁ£ÀªÁzÀ zÀeÉðUÉ ¸ÉÃjzÀ C¢üPÁj

165 500

IÄ) ±ÁSÁ¢üPÁj 165 400

J) ªÀÄ£É ªÁvÉð C¢üÃPÀëPÀ - ¸ÀªÀÄÆºÀ-© 115 400

ªÀÄ£É ªÁvÉð C¢üÃPÀëPÀ - ¸ÀªÀÄÆºÀ-¹ 115 300

K) ªÁºÀ£À ZÁ®PÀ/ªÀÄÄRå ªÁºÀ£À ZÁ®PÀ 225 *400

L) »jAiÀÄ ¸ÀºÁAiÀÄPÀ / ¸ÀºÁAiÀÄPÀ 115 400

M) QjAiÀÄ ¸ÀºÁAiÀÄPÀ 100 300

N) gÁd¸Àé ¤jÃPÀëPÀ 100 400

O) zÀÆgÀªÁtÂ D¥ÀgÉÃlgï/PÁA¥ËAqÀgï/£À ïð 100 300

CA) ªÉÆÃmÁgï ¸ÉÊQè¸ïÖ 115 300

C:) ¹ÖÃªÁqïð 100 300

PÀ) ¸ÀªÀÄÆºÀ-r £ËPÀgÀgÀÄ 100 200

9. vÀgÀ ÉÃw ÀA¸ÉÜUÀ¼À°è ¥Àæw¤AiÉÆÃd£ÉAiÀÄ ªÉÄÃ É £ÉÃªÀÄPÀUÉÆAqÀ ÉÆÃzsÀ£Á ÀzÀ ÀågÀÄ

C) DqÀ½vÀ vÀgÀ ÉÃw ¸ÀA¸ÉÜ, ªÉÄÊ¸ÀÆgÀÄ

D) f¯Áè vÀgÀ ÉÃw ¸ÀA¸ÉÜ

E) PÀ£ÁðlPÀ ¸ÀPÁðgÀ ¸ÀaªÁ®AiÀÄ vÀgÀ ÉÃw ¸ÀA¸ÉÜ, ÉAUÀ¼ÀÆgÀÄ

CzsÁåAiÀÄ-7

90




¸ÀªÀÄÆºÀ J 1500 8000

¸ÀªÀÄÆºÀ © 1000 6000

¸ÀªÀÄÆºÀ ¹ 750 4000

10 £ÁåAiÀiÁAUÀ E¯ÁSÉ

wÃ¥ÀÄð§gÀºÀUÁgÀ 225 400

11 PÀ£ÁðlPÀ DqÀ½vÀ £ÁåAiÀÄªÀÄAqÀ½

C) D¥ÀÛ ¸ÀºÁAiÀÄPÀ ªÀÄvÀÄÛ wÃ¥ÀÄð§gÀºÀUÁgÀ (¸ÀªÀÄÆºÀ-©)

300 500

D) QjAiÀÄ wÃ¥ÀÄð§gÀºÀUÁgÀ (¸ÀªÀÄÆºÀ-¹) 225 300

E) CzsÀåPÀëgÀÄ/ G¥ÁzsÀåPÀgÀÄ/¸ÀzÀ¸ÀågÀ D¥ÀÛ ±ÁSÉAiÀÄ°è PÁAiÀÄð ¤ªÀð»¸ÀÄwÛgÀÄªÀ ²ÃWÀæ°¦UÁgÀgÀÄ wÃ¥ÀÄð§gÀºÀUÁgÀ / QjAiÀÄ wÃ¥ÀÄð§gÀºÀUÁgÀ

150 ¸ÀªÀÄÆºÀ-© 400 ¸ÀªÀÄÆºÀ-¹ 300

12 PÀ£ÁðlPÀ ªÉÄÃ®ä£À« £ÁåAiÀÄªÀÄAqÀ½ £Á£ï L.J.J¸ï. ÀzÀ Àå

225 gÀzÀÄÝUÉÆ½ À®Ä ²¥sÁgÀ ÀÄì ªÀiÁrzÉ.

13. »AzÀÆ zsÁ«ÄðPÀ ÀA¸ÉÜUÀ¼ÀÄ ªÀÄvÀÄÛ zsÀªÀÄðzÁAiÀÄ zÀwÛUÀ¼À E¯ÁSÉ

C) ¸ÀPÁðj ¸ÀA¸ÀÌøvÀ PÁ¯ÉÃdÄ, ªÉÄÃ®ÄPÉÆÃmÉ E°è »jAiÀÄ ¥ÉÆæÃ¥sÉ Àgï DVgÀÄªÀªÀgÀÄ PÁ¯ÉÃf£À ¦æ¤ì¥Á¯ï PÁAiÀÄðªÀ£ÀÄß ¤ªÀð»¸ÀÄªÀªÀgÀÄ (AiÀÄÄ.f.¹. ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°è®èzÉ gÁdå ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°èzÀÝ°è ªÀiÁvÀæ)

225 500

14. CVß±ÁªÀÄPÀ ªÀÄvÀÄÛ vÀÄvÀÄð ÉÃªÉUÀ¼À E¯ÁSÉ

C) ªÀÄÄRå CVß±ÁªÀÄPÁ¢üPÁj (¸ÀªÀÄÆºÀ-J) 225 600

D) PÀªÀiÁAqÉAmï 135 600

E) « sÁVÃAiÀÄ CVß±ÁªÀÄPÀ C¢üPÁj (¸ÀªÀÄÆºÀ-©) 100 500

F) ªÀÄÄRå ÉÆÃzsÀPÀ (¸ÀªÀÄÆºÀ-¹) 100 500

G) ¸ÉÖÃµÀ£ï D¦üÃ¸Àgï / ÉÆÃzsÀP 100 300

H) ¸À ï-D¦üÃ¸Àgï (¸ÀªÀÄÆºÀ-¹) 100 300

IÄ) ¸ÀºÁAiÀÄPÀ ¸À ï D¦üÃ¸Àgï (¸ÀªÀÄÆºÀ ¹) 100 300

J) qÉªÀiÁ£ïìmÉæÃlgï (¸ÀªÀÄÆºÀ ¹) 100 300

K) °ÃrAUï ¥sÉÊgïªÀiÁå£ï (¸ÀªÀÄÆºÀ ¹) 100 300

L) ¥sÉÊgïªÀiÁå£ï (¸ÀªÀÄÆºÀ ¹) 100 300

M) ¥sÉÊgïªÀiÁå£ï ªÁºÀ£À ZÁ®PÀgÀÄ (¸ÀªÀÄÆºÀ ¹) 135 300

15. CgÀtå E¯ÁSÉ

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PÁAiÀÄð AiÉÆÃd£É, C©üªÀÈ¢Þ, ÀªÉð ªÀÄvÀÄÛ CgÀtå rªÀiÁPÉÃðµÀ£ïUÉ ¤AiÉÆÃf¹gÀÄªÀ ¹§âA¢

C) ¥ÀæzsÁ£À CgÀuÁå¢üPÁj 225 gÀzÀÄÝ¥Àr¸À®Ä ²¥sÁgÀ ÀÄì ªÀiÁrzÉ

D) f¯Áè CgÀuÁå¢üPÁj 115 500

E) CgÀuÁå¢üPÁjAiÀÄªÀgÀ vÁAwæPÀ ¸ÀºÁAiÀÄPÀ 100 500

F) G¥ÀªÀ®AiÀÄ C¢üPÁj 100 500

G) gÉÃAdgï / gÉÃAdgï ¸ÀªÉðAiÀÄgï 100 500

H) CgÀtå gÀPÀëPÀ 100 500

CgÀtå ¥ÀæzÉÃ±ÀUÀ¼À°è PÀvÀðªÀå ¤ªÀð» ÀÄªÀªÀgÀÄ

IÄ) G¥À ªÀ®AiÀÄ CgÀuÁå¢üPÁj 100 500

J) CgÀtå gÀPÀëPÀ 100 500

K) CgÀtå «ÃPÀëPÀ 100 500

L) PÁªÁr/ªÀiÁºÀÄvïì - 500

16. PÀ£ÁðlPÀ gÁdå UÉeÉnAiÀÄgï

1) »jAiÀÄ ¸ÀA¥ÁzÀPÀgÀÄ 225 500

2) ¸ÀA¥ÁzÀPÀgÀÄ 175 400

3) ¥ÀjÃPÀëPÀgÀÄ (E£Éé¹ÖUÉÃlgï) 135 300

17. DgÉÆÃUÀå ªÀÄvÀÄÛ PÀÄlÄA§ PÀ¯Áåt ÉÃªÉUÀ¼ÀÄ/ ªÉÊzÀåQÃAiÀÄ ²PÀët

PÀÄµÀ×gÉÆÃUÀPÉÌ ÀA§A¢ü¹zÀ D ÀàvÉæUÀ¼À°è, gÁ¶ÛçÃAiÀÄ ªÀÄ ÉÃjAiÀÄ, ¥sÉÊ ÉÃjAiÀÄ ªÀÄvÀÄÛ PÀëAiÀÄgÉÆÃUÀ ¤AiÀÄAvÀæt AiÉÆÃd£ÉUÀ¼À°è PÁAiÀÄð ¤ªÀð» ÀÄªÀ DgÉÆÃUÀå ªÀÄvÀÄÛ PÀÄlÄA§ PÀ¯Áåt E¯ÁSÉAiÀÄ PÉëÃvÀæ ¹§âA¢UÀ¼ÀÄ

C) DgÉÆÃUÀå C¢üPÁj ¸ÀªÀÄÆºÀ-J, G¥À¤zÉÃð±ÀPÀgÀÄ, ªÀÄ¯ÉÃjAiÀiÁ / ¦ü¯ÉÃjAiÀiÁ/ PÀÄµÀ×gÉÆÃUÀ ªÀÄvÀÄÛ ªÉÊzÉÊQÃAiÀÄ C¢üPÁj, PÉÃAzÀæ ¯É¥sÉÆæÃ¹AiÀÄA

500 500

D) ªÉÊzÀåQÃAiÀÄ C¢üPÁj, ªÀÄ¯ÉÃjAiÀiÁ, ¦ü¯ÉÃjAiÀiÁ, PÀëAiÀÄgÉÆÃUÀ, ¥ÉèÃUï, PÀÄµÀ×gÉÆÃUÀ

500 500

E) JAmÉÆÃªÉÆ¯ÉÆf¸ïÖ (Entomologist) 400 400

F) ªÉÊeÁÕ¤PÀ ¸ÀºÁAiÀÄPÀ (ªÀÄ¯ÉÃjAiÀiÁ) 300 300

G) »jAiÀÄ DgÉÆÃUÀå ¸ÀºÁAiÀÄPÀ (¥ÀÄgÀÄµÀ / ¹ÛçÃ)

300 300

H) JAmÉÆÃªÉÆ¯ÉÆf¸ïÖ ªÀÄ¯ÉjAiÀiÁ / ¦ü¯ÉjAiÀiÁ

400 400

IÄ) ¸ÀºÁAiÀÄPÀ JAmÉÆÃªÉÆ¯ÉÆf¸ï 400 400

CzsÁåAiÀÄ-7

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J) ¥ÀæAiÉÆÃUÀ±Á¯É vÀAvÀædÕ, PÀÄµÀ×gÉÆÃUÀ ªÀÄ¯ÉÃjAiÀiÁ / ©.¹.f vÀAvÀædÕ

300 300

K) QjAiÀÄ DgÉÆÃUÀå ¸ÀºÁAiÀÄPÀ (¥ÀÄgÀÄµÀ / ¹ÛçÃ) 200 300

L) QjAiÀÄ ªÉÄÊPÉÆæÃ¸ÉÆÌÃ¦¸ïÖ (ªÀÄ¯ÉjAiÀiÁ) 300 300

M) QjAiÀÄ ¥ÀæAiÉÆÃUÀ±Á¯É vÀAvÀædÕ PÀÄµÀ×gÉÆÃUÀ/ ªÀÄ¯ÉjAiÀiÁ/¦ü¯ÉjAiÀiÁ

300 300

N) ªÉÊzÀåQÃAiÀÄ C¢üPÁj, PÉ.J¥sï.r. 500 500

O) ¦üfAiÉÆÃvÉgÀ¦¸ïÖ (PÀÄµÀ×gÉÆÃUÀ) 300 300

CA) gÉÃrAiÉÆÃUÀæ¥sÀgïì ªÀÄvÀÄÛ PÀë-QgÀt vÀAvÀædÕ 300 300

18. ºÉÆÃªÀiï UÁqïð ªÀÄvÀÄÛ ¹«¯ï gÀPÀëuÉ

C) ªÀÄÄRå¥ÉÃzÉ 100 300

D) ªÀÄÄRå DgïªÀÄgÀgï (¸ÀªÀÄÆºÀ-¹) 135 300

E) ªÉÆÃmÁgï ¸ÉÊPÀ ï gÀªÁ£É ZÁ®PÀ (¸ÀªÀÄÆºÀ-¹) 100 300

F) ªÉÆÃmÁgï QèÃ£Àgï (¸ÀªÀÄÆºÀ-r) 100 200

19. PÀ£ÁðlPÀ «zsÁ£ÀªÀÄAqÀ®

1) À sÁ¥Àw, «zsÁ£À À sÉ/ CzsÀåPÀëgÀÄ, «zsÁ£À ¥ÀjµÀvÀÄ Û/ «gÉÆÃzsÀ ¥ÀPÀëzÀ £ÁAiÀÄPÀgÀÄ, «zsÁ£À À sÉ / «zsÁ£À ¥ÀjµÀvÀÄÛ

C) D¥ÀÛ PÁAiÀÄðzÀ²ð

C) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ ªÉÄÃ®àlÖ C¢üPÁj

340 600

D) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðUÉ ¸ÀªÀiÁ£ÀªÁzÀ zÀeÉðUÉ ¸ÉÃjzÀ C¢üPÁj

225 500

E) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð (¸ÀªÀÄÆºÀ-©) zÀeÉðVAvÀ PÉ¼ÀzÀeÉðAiÀÄ C¢üPÁj (¸ÀªÀÄÆºÀ-©)

165 400

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C) ¸À sÁ¥ÀwAiÀÄªÀgÀ PÁAiÀÄðzÀ²ð ¸ÀªÀÄÆºÀ-J C¢üPÁj (G¥À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ PÀrªÉÄ zÀeÉðAiÀÄ C¢üPÁjAiÀiÁVgÀ ÁgÀzÀÄ)

340 600

D) À sÁ¥ÀwAiÀÄªÀgÀ «±ÉÃµÀ PÀvÀðªÁå¢üPÁj


340 600


225 500

E) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð 165 400

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1(©) G¥À À sÁ¥Àw, «zsÁ£À À sÉ, G¥ÁzsÀåPÀëgÀÄ



340 600


225 500

E) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ PÉ¼ÀzÀeÉðAiÀÄ C¢üPÁj (¸ÀªÀÄÆºÀ-©)

165 400

1(©) ªÀiÁµÀð¯ï 225 500

G¥À ªÀiÁµÀð¯ï 165 400

E) EvÀgÉ ¹§âA¢

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115 300

ii) QjAiÀÄ ¸ÀºÁAiÀÄPÀ/ ÉgÀ¼ÀZÀÄÑUÁgÀ/»jAiÀÄ ÉgÀ¼ÀZÀÄÑUÁgÀ

100 300

«zsÁ£À À sÉ / «zsÁ£À ¥ÀjµÀwÛ£À ÀPÁðj ªÀÄÄRå ÀZÉÃvÀPÀgÀ D¥ÀÛ ¹§âA¢


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340 600

©) EvÀgÉ ¹§âA¢

i) »jAiÀÄ ¸ÀºÁAiÀÄPÀ/¸ÀºÁAiÀÄPÀ/²æÃWÀæ°¦UÁgÀ/ »jAiÀÄ ²ÃWÀæ°¦UÁgÀ

115 300

ii) QjAiÀÄ ¸ÀºÁAiÀÄPÀ/ ÉgÀ¼ÀZÀÄÑUÁgÀ/»jAiÀÄ ÉgÀ¼ÀZÀÄÑUÁgÀ

100 300

«zsÁ£ÀªÀÄAqÀ®

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20. ÉÆÃPÁAiÀÄÄPÀÛ / G¥À ÉÆÃPÁAiÀÄÄPÀÛ

C) ÉÆÃPÁAiÀÄÄPÀÛgÀ D¥ÀÛ PÁAiÀÄðzÀ²ð

i) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ ªÉÄÃ®àlÖ C¢üPÁj

340 600

ii) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðUÉ ¸ÀªÀiÁ£ÀªÁzÀ zÀeÉðUÉ ¸ÉÃjzÀ C¢üPÁj

- 500

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i) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðVAvÀ ªÉÄÃ®àlÖ C¢üPÁj

340 600

ii) ¸ÀºÁAiÀÄPÀ DAiÀÄÄPÀÛgÀÄ/C¢üÃ£À PÁAiÀÄðzÀ²ð zÀeÉðUÉ ¸ÀªÀiÁ£ÀªÁzÀ zÀeÉðUÉ ¸ÉÃjzÀ C¢üPÁj

- 500

E) D¥ÀÛ ¸ÀºÁAiÀÄPÀ 115 400/300

F) vÀ¤SÁ¢üPÁjUÀ¼ÁV PÁAiÀÄð ¤ªÀð» ÀÄªÀ ¹§âA¢

i) ¥ÉÆÃ°Ã¸ï C¢üÃPÀëPÀgÀÄ 4800 AiÀiÁªÀÅzÉÃ §zÀ ÁªÀuÉ E®è

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100 300

IÄ) ÉÆÃPÁAiÀÄÄPÀÛ /G¥À ÉÆÃPÁAiÀÄÄPÀÛgÀªÀgÀ UÀÈºÀ PÀbÉÃjAiÀÄ°è PÁAiÀÄð ¤ªÀð» ÀÄwÛgÀÄªÀ ¹§âA¢

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G) ¥ÉÆÃ°Ã¸ï ªÀÄÄRå¥ÉÃzÉ 100 300

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CzsÁåAiÀÄ-7

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C) ¥ÉÆÃ°Ã¸ï ¤jÃPÀëPÀgÀÄ 115 400

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F) ¥ÉÆÃ°Ã¸ï ¥ÉÃzÉ 100 300

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C) G¥À C¢üÃPÀëPÀ/¸ÀºÁAiÀÄPÀ ¥ÉÆ°Ã¸ï DAiÀÄÄPÀÛgÀÄ 225 600

D) ¥ÉÆÃ°Ã¸ï ¤jÃPÀëPÀgÀÄ 165 500

E) G¥À¤jÃPÀëPÀgÀÄ 115 400

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G) ¥ÉÆÃ°Ã¸ï ¥ÉÃzÉ 100 300

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D) G¥À¤jÃPÀëPÀgÀÄ 285 500


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sÀæµÁÖZÁgÀ ¤UÀæºÀ zÀ¼À

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F) ¥ÉÆ°Ã¸ï ¥ÉÃzÉ 100 300

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C) ªÀÄÄRå ¥ÉÃzÉ 100 300

D) ¥ÉÆ°Ã¸ï ¥ÉÃzÉ 100 300

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**********

REPORT OF

THE SIXTH STATE PAY COMMISSION

KARNATAKA

(VOLUME ONE)

JANUARY 2018

INDEX

Page No.

Chapter-1 Introduction 133-140

Chapter-2 Previous Pay Commissions and Committees 141-148

Chapter-3 Review of State’s Services 149-162

Chapter-4 Review of State’s Finances 163-183

Chapter-5 Approach of the Pay Commission 184-194

Chapter-6 New Pay Structure 195-211

Chapter-7 Allowances, Advances and Other Benefits 212-246

Chapter-8 Pension and Retirement Benefits 247-258

Chapter-9 Financial Implications of

Pay Revision 259-260

Chapter-10 Summary of Recommendations 261-264

C£ÀÄ§AzsÀUÀ¼ÀÄ/Annexures 267-337

*****

Chapter-1

133

Chapter–1

Introduction

1. The Government of Karnataka have been following the practice of revising the pay, allowances and pensions of employees from time to time on the recommendations of state pay commissions and pay revision committees. The intention of the government to appoint the 6th State Pay Commission for considering the demands of employees was announced by the Chief Minister in his budget speech delivered to the Legislature in March 2017. Accordingly, the Government constituted the 6th State Pay Commission in its order No. FD 22 SRP 2017 dated 1.6.2017 with the following composition:

(1) Sri M.R. Sreenivasa Murthy, IAS (Rtd.) - Chairman

(2) Sri Mohamed Sanaulla, IAS (Rtd.) - Member

(3) Sri R.S. Phonde, Controller (Rtd.), State Accounts Department

- Member

(4) Sri M. Manjunath Naik, IAS - Secretary

2. In the order constituting the Commission, the terms of reference of the Pay Commission were specified as follows:

(a) To examine the present pay structure of employees of the State Government (excluding those who are on the UGC/AICTE/ICAR/NJPC scales of pay), Aided Educational Institutions, Local Bodies and Non-teaching Staff of the Universities taking into account the total package of benefits including death-cum-retirement benefits available to the employees and to recommend new pay structure which may be feasible;

(b) To examine and determine the Dearness Allowance formula adopted by the State Government and to suggest changes which may be feasible;

(c) To examine the quantum of various allowances including House Rent allowance, City Compensatory Allowance, etc. and Leave Travel Concession and Medical Attendance facilities and to suggest changes which may be feasible;

(d) To examine the existing pattern of pension benefits and to suggest changes which may be feasible;

134

(e) To examine such other matters as may be entrusted / referred by the State Government.

3. It was also envisaged that in making its recommendations, the Pay Commission should keep in view the resources of the State Government and the Government’s commitments for various development programmes and schemes, statutory and regulatory functions, debt-servicing obligations and other non-development requirements within the overall mandate of the Karnataka Fiscal Responsibility Act, 2002.

4. The following additional terms of reference were included in the Commission's scope of work vide Government Order dated: 15.06.2017: (a) The Commission may appoint such advisors, Institutional

consultants and experts as it may consider necessary in connection with its work for any particular purpose.

(b) The Commission may recommend measures to improve the performance of Government Departments including restructuring of Departments.

(c) The Commission may recommend measures to improve the performance of Government servants and suggest incentives, if any for improvement of their performance.

5. In Government Order No. FD 41 SRP 2017 dt.4th November 2017, the Commission’s jurisdiction was extended to include revision of pay and allowances of the employees working in the following autonomous and statutory bodies: a) Karnataka Governor’s Secretariat b) Karnataka Legislature c) Karnataka Public Service Commission d) Karnataka State Administrative Tribunal and e) Karnataka Lokayukta

6. The Chairman and members of the Commission assumed charge on 5th June 2017 and commenced functioning from the premises temporarily provided in the KSFC building, General Thimmaiah Road, Bengaluru, with skeletal staff and consultants. The staff required for the Commission was sanctioned in G.O. No. FD 33 SRP 2017(P), dated 29.06.2017.

The Commission started functioning in its office accommodation in the Coffee Board building at Dr.Ambedkar Veedhi from 1st July 2017.

7. The Government Order constituting the Commission on 01.06.2017 had indicated that the Commission’s report should be submitted in four months. On a detailed assessment of the quantum of work involved, the

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Commission requested the Government to extend the term by four months which was approved by Government in its order No. FD 22 SRP 2017 dt.11.9.2017. It is to be noted here that the time taken by the earlier Pay Commissions in the State ranged from one year to two years.

Methodology

8. According to the terms of reference, the Commission was required to device its own procedure and could call for such information as found necessary from various Departments in connection with its work. While deciding on its methodology the Commission has taken into account the procedure adopted by the previous Pay Commissions in the state.

9. The Commission commenced its work by formulating seven different questionnaires as shown below along with a background note (Annexure-2) for general information with a view to elicit the required information/suggestions/ opinions/ responses etc., from various categories of stakeholders:

(i) Questionnaire – A for Government Employees and Pensioners

(ii) Questionnaire – B for Additional Chief Secretaries/Principal Secretaries/Secretaries to Government

(iii) Questionnaire – C for Heads of Departments

(iv) Questionnaire – D for Non-teaching Staff of Universities

(v) Questionnaire – E for Aided Educational Institutions

(vi) Questionnaire – F for Local Bodies

(vii) Questionnaire – G for General Public

10. The questionnaires were made available to government employees, recognized service associations, Secretaries to Government (Additional Chief secretaries, Principal Secretaries and Secretaries), Heads of Departments, government aided institutions, local bodies, universities and pensioners’ associations. The questionnaires were also sent to Ministers in the state government, Members of Parliament and Members of the State Legislature to elicit their suggestions and opinions. Further, the questionnaires along with the background note were published in the Karnataka Gazette part-I, dated 20th July 2017 and given wide publicity in newspapers and through other media. The questionnaires were also made available on the Commission's website www.karnataka.gov.in./ paycommission. The last date fixed for receipt of replies to the

136

questionnaires was 21st August 2017. However, several responses received thereafter have also been considered by the Commission.

11. The Commission’s questionnaires were designed to obtain information about the staffing pattern, categories of staff, conditions of service, recruitment procedures, nature of duties, scales of pay and emoluments of employees from all Government departments, local bodies, aided educational institutions etc., coming within the purview of the terms of reference of the Commission. Further specific responses were also sought in respect of pensions and other retirement related benefits. The Commission also sought responses/suggestions on the measures to improve the productivity of the employees and efficiency of the departments. The Commission requested all government departments and other related organizations to appoint nodal officers to facilitate flow of information to the Commission.

12. The number of replies/responses to the Commission’s questionnaires received from different respondents is shown in the table below:

1 Members of Parliament 2

2 Hon’ble Ministers of Karnataka 6

3 Members of Legislative Assembly & Legislative Council

27

4 Additional Chief Secretaries/ Principal Secretaries / Secretaries to Government/ Heads of Departments

76

5 Departmental Associations 176

6 Universities 12

7 Associations of University Employees 3

8 Associations of Grant-in-Aid Institutions 2

9 Local Bodies 4

10 Individual Employees 59

11 General Public 235

12 Pensioners Associations 10

13 Pensioners/Family Pensioners 132

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137

13. In addition to the responses to the Commission’s questionnaires, additional information and clarifications were also obtained from Heads of Departments. The timely responses from most of the Departments have enabled the Commission to address its task expeditiously.

14. The Commission conducted detailed hearings with the Members of Legislature, Additional Chief Secretaries to Governemnt/Principal Secretaries/Secretaries to Government, Heads of Departments, Employees’ associations, Pensioners' associations, individual employees, etc., for about two months from 21.08.2017. The number of hearings held by the Commission is shown below:

1 Members of Legislative Council 2

2 Additional Chief Secretaries/Principal Secretaries/Secretaries to Government/ Heads of Departments

83

3 Departmental Associations 82

4 Associations of Grant-in-aid Institutions 2

5 Associations of University Employees 2

6 Local Bodies 4

7 Pensioners Associations/ Pensioners 10

15. During the hearings with employees’ associations and individual employees the Commission obtained details of their demands and justification thereon in regard to revision of pay scales, allowances and other conditions of service. Similarly, during the meetings with the HODs the replies furnished in the questionnaire were discussed in detail to elicit additional information, views and suggestions on various issues raised in the questionnaires.

16. Two members of the Legislative Council appeared before the Commission for conveying their views on various issues while 2 Members of Parliament and 27 members of Legislature have conveyed their views/responses to the Commission in writing. The Commission also held detailed discussions with a number of senior officers in government including Additional Chief Secretaries/Principal Secretaries etc., in the departments of Finance, Home, e-governance, Revenue, Health, Rural Development and Panchayat Raj and the Department of Personnel and Administrative Reforms. Employees of Karnataka Bhavan, New Delhi submitted their representation through the Resident

138

Commissioner, Karnataka Bhavan on 12.8.2017 to the Commission’s chairman during the latter’s visit to New Delhi.

17. In their representations submitted to the Commission, the Karnataka State Government Employees’ Association and several other associations have referred in detail to the pay and allowances of the central government employees, as revised based on the recommendations of the 7th Central Pay Commission. They have also drawn this Commission’s attention to the prevailing pay and allowances of employees in the neighbouring states like Kerala, Andhra Pradesh etc. The Commission had therefore written to the States of Andhra Pradesh, Kerala and Rajasthan seeking information on the pay structure and other details as applicable to their employees. The Commission also visited the State of Kerala on 26th and 27th November 2017 and Andhra Pradesh on 14th and 15th December 2017 and had discussions to obtain valuable information from the concerned authorities in those states.

18. In connection with some of the terms of reference of the Commission, it was felt necessary to have detailed studies conducted by expert bodies. The following institutions have assisted the Commission by conducting studies on the subjects mentioned against them: a) Indian Institute of Management, Bengaluru - on Performance

Related Incentive System; b) National Institute of Advanced Studies, Bengaluru - Resources

Position of the State Government and the Likely Impact of Pay Revision on the Fiscal situation; and

c) Public Affairs Centre, Bengaluru – (i) Improving Performance of Government Employees through

Training and Capacity Building, and (ii) Making Government Departments more Citizen Friendly through

Citizen Interface Facilities. 18. The Commission had also set up a Study Group under the leadership of

Sri D.N. Naik, IAS (Rtd.) on the question of providing inter-departmental mobility in service for the supporting staff like First Division Assistants, Second Division Assistants, Typists and Stenographers in the Government. The Commission has benefited considerably by the findings of these studies.

19. In addition to the studies mentioned above, the Commission had useful presentations by various experts/consultants on the following subjects:

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139

1. Sri M.B.Prakash, IAS (Retd.)

Chairman, 5th State Pay Commission

Approach of Pay Commissions

2. Dr. Ajay Shah,

Professor, NIPFP,

New Delhi

New Pension System

3. Dr.D.C.Joshi,

Director, CGHS, New Delhi

CGHS facilities for Central Government employees

4. Sri Seshadri

Pratham (NGO), Mysore

On Primary Education in Karnataka

5. Sri Syed Muneer Training for Employment in Government

6. Dr.Ranganath

Consultant,

Suvarna Arogya

Suraksha Trust

Jyothi Sanjeevini Scheme for Government employees

7. Mr. Guruswamy, JRCS

CEO- Yashaswini Trust

and Mr. Gopalakrishna YH

Addl. RCS

Chairman,

Sub Committee (Yashaswini)

Yashaswini Health Benefit Scheme

8. Smt.Meena Nagaraj

Director of Treasuries

New Pension Scheme

9 Dr.Ravindra, IFS

Secretary, Khajane-II &

Ex-officio Commissioner, Department of Treasuries

Khajane-II & Pension issues

10 Dr. B.R. Havinale,

Professor (Retd.)

Karnataka University

Pension and Retirement Benefits

140

20. The HRMS Division of the e-Governance department and the Khajane-2 division of the Treasury department have assisted the Commission with data relating to the pay and allowances paid to employees of various cadres and the pensions paid to the retired employees. This has made it possible for the Commission to access desired information on the above subjects without having to undertake any protracted correspondence with the concerned departments.

21. In processing the numerous responses to its questionnaires and the representations received from various stakeholders, the Commission was able to make use of customized software developed by M/s Vallika Technologies. The simple and user-friendly software enabled the Commission’s staff to process the data received avoiding a great amount of paperwork which could have delayed the Commission’s work.

*****

Chapter-2

141

Chapter-2

Previous Pay Commissions and Committees

1. In the period of sixty one years since the formation of the State of Karnataka in 1956, the State has appointed six pay commissions (including the present commission) and four official committees to look into the revision of pay scales of government employees. On one occasion, Cabinet Sub Committee was formed to study the revision of pay scales. The following table provides the chronology of the Pay Commissions and Committees appointed in the state from time to time for general revision of pay scale and allowances:

Table-2.1

Pay Commissions and Committees

Sl.No. Commission/ Committee

Chairman Date of

Constitution

Date of Submission

of Report

Date of Implementatio

n of Revised Pay Scales

1 Official Committee -- December 1956 -- 01-01-1957

2 Official Committee -- 1960 -- 01-01-1961

3 First Pay Commission Justice T.K. Tukol 17-11-1966 02-12-1968 16-02-1970

4 Second Pay Commission Justice Narayana Pai, A. 13-08-1974 08-03-1976 01.01.1977

5 Cabinet Sub Committee

Sri M. Veerappa Moily, Finance Minister March 1981 1982 01-01-1982

6 Third Pay Commission

Justice B. Venkataswamy 23-01-1986 1986 01-07-1986

7 Fourth Pay Commission,

Justice K. Jagannatha Shetty 26-02-1992 1993 01-07-1993

8 Official Committee,

Sri C. Gopala Reddy, Principal Secretary to Government, Finance Department

05-02-1998 19-12-1998 01-04-1998

9

Fifth Pay Commission,

Sri C. Gopala Reddy, IAS (Rtd.) 21-06-2005

Sri M.B. Prakash, IAS (Rtd.) 03-08-2006 February/Mar

ch 2007 01.07.2005

10 Official Committee,

Sri Subeer Hari Singh, Additional Chief Secretary & Development Commissioner

15-06-2011 12.03.2012 01.04.2012

Source: Reports of Commissions/Official Committees and Government Orders

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142

2. A brief narrative on the work of the previous pay commissions and committees is given below.

3. The first pay revision was effected on the recommendations of an Official Pay Committee which were implemented with effect from 01-01-1957. This was necessitated by the formation of the new State with the merger of several areas with the erstwhile State of Mysore including the former State of Coorg; Bellary and Dakshina Kannada districts and Kollegal Taluk from the erstwhile State of Madras; Belgaum, Bijapur, Dharwad and Uttara Kannada districts from the erstwhile State of Bombay; and Raichur, Gulbarga and Bidar districts from the erstwhile State of Hyderabad. Understandably, there were considerable variations in the service conditions and pay scales of the employees from these different areas. Thus there was an urgent need to bring about uniformity in the pay structure applicable to all the employees of the newly formed State.

4. This pay revision of 1957 was not fully effective in removing disparities in the pay scales. Soon after that, the Government of India had accepted the recommendations of the Second Central Pay Commission and implemented a pay revision with effect from 01-01-1959. This had widened the disparity in pay and allowances between the central and state government employees. Hence, the Government of Karnataka constituted another Official Pay Committee in 1960 and its recommendations were accepted and given effect from 01-01-1961. This revision somewhat improved the emoluments and brought about uniformity in pay scales of allottees of several areas integrated into the State.

5. First State Pay Commission, 1966: A one-man Pay Commission was constituted with Justice Sri T.K. Tukol, a retired Judge of Karnataka High Court on 17.11.1966. The Commission’s report was submitted on 2.12.1968. Its major recommendations were: • Number of pay scales reduced from 108 to 27;

• Minimum Pay fixed at Rs.65 per month; • DA made applicable to the State Government employees at the

rates applicable to Central Government employees. The Government accorded its approval to the Commission’s

recommendations on 01-01-1970 with certain modifications. 6. Second State Pay Commission, 1974: Another one man pay commission

was constituted with Justice Sri A. Narayana Pai, Retired Judge of Karnataka High Court on 13.8.1974. This Commission submitted its report on 08.03.1976 with the following major recommendations:

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• All posts under the government were classified into eight categories and a common pay structure recommended at the entry level for each category;

• Number of pay scales was proposed to be reduced to 15; • Minimum Pay of Rs.250 and maximum Pay of Rs.2,750; and

• Pay scales were sought to be divided into two parts – (a) basic pay and (b) general purpose pay.

After some modifications suggested by an Official Pay Committee the pay revision suggested by the Second Pay Commission was implemented w.e.f.1.1.1977.

7. To look into the representations received from the employees regarding pay revision, the Government constituted a Cabinet Sub-Committee on 31.3.1981 under the Chairmanship of Sri M. Veerappa Moily, the then Finance Minister, which recommended the following: • Minimum pay to be raised to Rs.390 with maximum pay at

Rs.3,200; • Pay of lower categories of employees to be brought on par with

that of the central government; • An increase of minimum Rs.20 and maximum Rs.50 in the pay;

and • DA admissible on basic pay at the index level of 400 points in

AIACPI The government accepted these recommendations and implemented the

new scales of pay with effect from 01-01-1982. 8. Third State Pay Commission, 1986: The Third State Pay Commission

was constituted on 23.01.1986 under the Chairmanship of Justice B.Venkataswamy with Dr.Madaiah, Prof. & HoD, Mysore University and Sri.S.Venkatesh, IAS (Retd) as members. The Commission submitted its report in December 1986 and the State Government accepted and implemented its recommendations w.e.f. 1.7.1986 with the following features: • D.A was merged with basic pay; • Formed 21 pay scales;

• Increase in pay ranging between Rs.75 and Rs.350; • Additional expenditure on pay revision was about Rs.329.00 crores in

1986.

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9. Fourth State Pay Commission, 1992: The Fourth State Pay Commission was constituted on 26.02.1992 under the chairmanship of Justice Jagannatha Shetty with members Dr. G.Thimmaiah and Sri K.P.Surendranath, IAS (Retd.). The recommendations were implemented from 1.7.1993 with the following major features: • Number of pay scales fixed at 20; • Minimum Pay of Rs.840 and maximum Pay ofRs.6,800;

• Basic pay increased by 7.5%; • D.A not merged with basic pay;

• Increase in pay ranging between Rs.111 and Rs.896; • Total additional expenditure was Rs.180.00 crores per year.

10. Official Pay Committee, 1998: In the wake of the implementation of the 5th Central Pay Commission’s recommendations by the central government in 1997, the demands put forth by the employees were considered by the Government which constituted an Official Pay Committee (OPC) on 5.2.1998 headed by Sri C. Gopala Reddy, IAS, Principal Secretary to Government, Finance Department. The Committee submitted its report on 19.12.1998. Government implemented its recommendations with effect from 1.4.1998 with the following main features: • Increased the basic pay by 32.5%;

• Minimum pay of Rs.2,500 and maximum pay of Rs.20,720; • Minimum pension of Rs.1,055 and maximum pension ofRs.10,620;

• Impact on the state exchequer was to the tune of Rs.784.00 crores during 1998-99.

11. Fifth State Pay Commission, 2005: The Fifth State Pay Commission was constituted on 21.06.2005 under the Chairmanship of Sri C. Gopala Reddy, IAS (Retd.). Consequent to the sad demise of the chairman Sri C.Gopala Reddy, Sri M.B. Prakash, IAS (Retd.) was appointed as Chairman of the Commission on 3.8.2006. The major recommendations of the Commission were as follows:

• State Government to continue the practice of having its own pay structure;

• DA as on 1. 7.2005 to be merged with pay;

• Revised pay scales to be effective from 1.7.2005 with monetary benefits from 1.4.2006;

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• Revised pay shall be fixed by increasing basic pay by 17.5% and merging 71% DA as on 1.7.2005;

• Minimum pay (including DA) increased from Rs.4,275 as on 01.07.2005 to Rs.4,800;

• Pre-revised maximum pay scale of Rs.14960-20720 revised to Rs.28,275-39,900;

• Rate of increment which ranged from Rs.50 to Rs.500 raised to Rs. 100 to 850 in the revised pay scales;

• Five new pay scales added to the existing 20 scales; • Impact on account of pay revision to the State Exchequer was around

Rs.1,350 crores. 12. Official Pay Committee, 2011: The Committee was constituted in June

2011 under the Chairmanship of Sri Subir Hari Singh, IAS, Additional Chief Secretary to Government & Development Commissioner to revise the pay scales of employees. The main recommendations of the Committee are listed below. Almost all the recommendations, having been accepted by government, have resulted in the pay structure currently in force.

13. Revised Pay Structure & Pay Scales:

• State to continue to have its own pay structure for its employees;

• New pay structure to be related to the AIACPI level of 191.5 points as on 1.1.2012 (base 2001=100);

• Concept of master scale with 91 stages retained;

• Fitment benefit of 22.5 per cent inclusive of 15 per cent interim relief;

• Existing 25 standard scales, segments from the Master Scale to be retained;

• Revised pay scales, allowances and pensions to be effective from 1.4.2012;

• Minimum pay scale to be revised from Rs.4800-7275 to Rs.9600-14550;

• Maximum pay scale to be revised from Rs.28275-39900 to Rs.56550-79800;

• Existing rates of increments to be doubled;

• New pay was to be fixed w.e.f. 1.4.2012 by including the following:

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146

a) Basic Pay as on 1.4.2012 b) DA of 76.75 per cent as on 1.1.2012 c) Fitment benefit of 22.5 per cent of basic pay inclusive of 15 per cent

Interim Relief.

• DA from 1.7.2012 is to be allowed with multiplication factor of 0.604 for every 1 per cent of DA sanctioned by Government of India.

14. Allowances and Other Benefits: The following revision of allowances and other benefits were recommended to be implemented from 1.4.2012.

HRA and Other Allowances:

• For determining the rates of HRA payable, classification of cities/ towns /other places reduced from six groups to four groups. The minimum HRA increased from 6 per cent to 7 per cent. Rural allowance of Rs.100 removed;

• City Compensatory Allowance increased from Rs.80 - 300 to Rs. 250 - 400 per month;

• Medical Allowance for group C & D employees increased from Rs.50 per month to Rs.100 per month;

• Conveyance Allowance increased from Rs.100 - 400 to Rs.200 – 600;

• Rates of road mileage, daily allowance, special daily allowance, transfer grant hiked substantially;

• FTA increased from Rs.150 - 700 to Rs.225-750;

• Out of State Allowance to be 25 per cent of basic pay in the revised pay scale for the officials working in Delhi and 10 per cent of the revised basic pay for officials working in Varanasi, Thirumala, Srisailam and other places outside the state;

• Charge Allowance enhanced from 5 per cent to 7.5 per cent in the revised pay scale and the ceiling limit of Rs.1000 removed;

• Hill Station Allowance revised from Rs.150 - 250 to Rs.200 - 300 per month;

• Uniform allowances including initial grant, renewal grant and maintenance allowance increased substantially;

• Rates of Special Allowance to about 380 cadres enhanced; • Special Allowance ranging from Rs.100 to Rs.300 per month

for Veterinary Officers, Veterinary Inspectors, Veterinary Assistants, Deputy Range Forest Officers, Forest Guards, Forest Watchers, Cooks and Pourakarmikas suggested;

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• Special Allowance revised from Rs.200 to Rs. 500 per month to Lecturers in Pre-university P.U. Colleges.

Other Benefits: • Limit on accumulation of earned leave enhanced from 240 days to 300

days. Maximum limit of earned leave for encashment at the time of retirement enhanced from 240 days to 300 days;

• Encashment of earned leave up to 15 days every year; • Leave Travel Concession to be granted twice during the service;

• Period of Maternity Leave to be increased from the existing 135 days to 180 days;

• Government servants stagnating in the same post without promotion for 25 years to get additional increment and those stagnating without promotion for 30 years and above to get one additional increment;

• Number of stagnation increments increased from five to eight. Loans and Advances:

Amount of loans and advances revised as follows: • Advances for house building and house purchase from Rs.5.00 lakhs

to Rs.15.00 lakhs; • Advance for purchase of motor car from Rs.2.50 lakhs to Rs. 3.00

lakhs; • Advance for purchase of motor cycle /scooter from Rs. 30,000 to

Rs. 50,000; • Advance for purchase of computer from Rs. 35,000 to 40,000;

• Festival Advance increased from Rs.3,500 to Rs. 5,000; • Advance for purchase of bicycle from Rs. 2,000 to Rs. 3,000.

Benefits for Employees / Dependents with Disabilities: • Conveyance Allowance to employees with locomotor disability and

blindness to be 6 percent of the basic pay in the revised pay scale and the ceiling limit of Rs.400 to be removed;

• Government to reimburse 25 per cent of the cost subject to a maximum of Rs.25,000 of the motorised/mechanical vehicles purchased by employees with disabilities once in their service;

• Children’s education allowance for two disabled children of employees at Rs.500 per month;

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• Allowance of Rs.500/- per month (per child) for bringing up two children with disabilities who are unable to go to school; and

• Flexi-hours recommended for Government employees with disabilities.

Retirement Benefits:

• Minimum and maximum pension to be Rs.4,800 per month and Rs.39,900 per month respectively;

• Minimum and maximum family pension to be Rs.4,800 per month and Rs.23,940 per month respectively;

• Pension/family pension of past retirees to be calculated by adding to basic pension/family pension as on 1.4.2012, DA at 76.75 per cent and fitment benefit of 22.5 per cent subject to a minimum of Rs.4,800 per month;

• Ceiling on DCRG raised from Rs.6.00 lakhs to Rs.10.00 lakhs. Other Recommendations:

• The Committee made several recommendations with regard to restructuring of the staff in the State Government.

• The Committee also recommended introduction of five day work week.

Financial Implications:

The recommendations of the Official Pay Committee were implemented by the government with effect from 1.4.2012 (except the recommendation relating to five day work week). The additional expenditure per year on account of the above revision of Pay and Allowances was estimated at Rs.4,450 crores.

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Chapter-3

Review of State’s Services

1 The present Commission is required to look into the revision of pay scales and allowances of employees of the state government and the employees of aided educational institutions, universities and local bodies whose salaries are paid by government by way of grants-in-aid to such institutions. The pay and allowances of All India Services and judicial officers among government employees and the teaching staff of colleges receiving pay at UGC/AICTE pay scales, both in government and aided institutions, are excluded from the scope of the Commission’s work. The Commission is also required to deal with revision of pensions and family pensions of the retired government employees, pensioners of aided educational institutions and pensioners of local bodies. The number of employees of the state government and other organizations and pensioners who come within the purview of the Sixth State Pay Commission is about 11.81 lakhs with the following break-up :

Table-3.1

Employees/ Pensioners as at the end of 2016-17

Sl.No. Categories Number Percentage

I Employees of the State Government 5,11,604 43.32

II Non-teaching staff of the Universities 6,138 0.52

III Staff of the Local Bodies 17,015 1.44

IV Staff of the Aided Educational Institutions 73,258 6.20

V Pensioners & Family Pensioners 5,73,023 48.52

Total 11,81,038 100.00

Source: 2017-18 Budget documents, Department of Treasuries and Department of Municipal Administration

2. The details of employees in posts with UGC/AICTE/NJPC/AIS pay scales who are outside the purview of the Commission (for pay revision only) are shown in the following Table.

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Table-3.2

Posts outside the purview of the Commission

Sl.No. Pay scales Employees

I UGC Scales 5,270

II AICTE Scales 2,629

III NJPC Scales 895

IV AIS Scales 431

Total 9,225 Source: 2017-18 budget documents of state government

Cadres and Posts in State Government

3. There are 83 departments in the state government with approximately 2,500 cadres and 7,73,454 sanctioned posts. The departments of Education, Health, and Police, constitute almost 70% of the sanctioned strength of the government employees. The sanctioned posts and working strength of officers and staff as at the end of 2016-17 is as follows:

Table-3.3

Number of employees as at the end of 2016-17

Sl. No.

Departments Sanctioned Posts

Employees Working

Percentage of total working

1 Education 3,25,794 2,53,199 48.61

2 Health & Family Welfare 73,797 39,365 7.56

3 Home 1,22,033 87,295 16.76

Total 5,21,624 3,79,859

4 Other departments 2,5,1830 1,40,970 27.07

Grand Total 7,73,454 5,20,829 100.00

Source: Appendix - B of 2017-18 Budget documents

Pay Scale-wise Distribution of Employees

4. The existing pay scales of state government employees, 25 in number excluding AIS/AICTE/UGC/NJPC pay scales, form segments of a master pay scale with 91 stages. The pay scale-wise distribution of employees is shown in the following table:

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Table-3.4

Pay scale wise distribution of employees

Sl. No.

Pay scale (Rs.) Employees Working

Percentage

1 9600-200-12000-250-13000-300-14200-350-14550 12,996 2.50

2 10400-200-12000-250-13000-300-14200-350-15600-400-16400 9,327 1.79

3 11000-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000 20,502 3.94

4 11600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000 71,371 13.70

5 12500-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24000 59,295 11.38

6 13600-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-26000 40,547 7.79

7 14550-350-15600-400-17200-450-19000-500-21000-600-24600-700-26700 68,531 13.16

8 16000-400-17200-450-19000-500-21000-600-24600-700-28800-800-29600 1,12,922 21.68

9 17650-450-19000-500-21000-600-24600-700-28800-800-32000 36,569 7.02

10 19000-500-21000-600-24600-700-28800-800-33600-900-34500 9,756 1.87

11 20000-500-21000-600-24600-700-28800-800-33600-900-36300 21,009 4.03

12 21600-600-24600-700-28800-800-33600-900-39000-1050-40050 10,677 2.05

13 22800-600-24600-700-28800-800-33600-900-39000-1050-43200 19,172 3.68

14 24000-600-24600-700-28800-800-33600-900-39000-1050-45300 1,043 0.20

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Sl. No.

Pay scale (Rs.) Employees Working

Percentage

15 26000-700-28800-800-33600-900-39000-1050-45300-1200-47700 1,377 0.26

16 28100-700-28800-800-33600-900-39000-1050-45300-1200-50100 8,724 1.68

17 30400-800-33600-900-39000-1050-45300-1200-51300 3,629 0.70

18 32800-800-33600-900-39000-1050-45300-1200-52500 48 0.01

19 36300-900-39000-1050-45300-1200-52500-1350-53850 2,400 0.46

20 38100-900-39000-1050-45300-1200-52500-1350-55200 176 0.03

21 40050-1050-45300-1200-52500-1350-56550 604 0.12

22 44250-1050-45300-1200-52500-1350-60600 96 0.02

23 48900-1200-52500-1350-60600-1500-63600 105 0.02

24 52500-1350-60600-1500-69600-1700-73000 27 0.01

25 56550-1350-60600-1500-69600-1700-79800 11 0.00

26 AIS Pay scales 431 0.08

27 Others(UGC/AICTE/NJPC etc., pay scales) 9,484 1.82

Total 5,20,829 100.00

Source:- Appendix B of 2017-18 of Budget documents

5. Existing Master scale: The following is the master scale as revised by the Official Pay Committee 2011:

Rs.9600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-28800-800-33600-900-39000-1050-45300-1200-52500-1350-60600-1500-69600-1700-79800

Employees in Local Bodies

6. Over three lakh government employees out of the total working strength of 5.20 lakhs shown earlier are actually working under the administrative

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control of Panchayat Raj institutions like Zilla Panchayats, Taluk Panchayats and Grama Panchayats. A majority of these employees consist of teachers in primary and secondary schools, and officers and staff of several development and welfare departments like Agriculture, Animal Husbandry, Rural Development Engineering, Health and Family Welfare, Women and Child Development etc. They are treated as government employees on deputation to the panchayats and thus are not considered as employees of local government institutions. A small number of employees of these local bodies appointed by panchayats themselves are paid out of the own resources of panchayats, even if they adopt the pay scales applicable to government employees. In the case of urban local bodies, the state government pay scales are applied to certain categories of posts as per an approved staffing pattern.

The present number of posts of officers and staff in the urban local bodies to which the government pay scales are applicable are as follows:

Table-3.5

Number of posts in Urban Local Bodies

Sl. No.

Urban Local Bodies No. of Institutions

Posts Percentage

1 City Corporations (excluding BBMP) 10 6,273 36.87

2 City Municipal Councils 57 5,728 33.66

3 Town Municipal Councils 113 3,720 21.86

4 Town Panchayats and Notified Areas 90 1,294 7.61

Total 270 17,015 100.00

Source: Directorate of Municipal Administration

Posts in Aided Educational Institutions

7. There are 73,258 posts in 8685 private educational institutions of various categories the salaries for which are paid in the form of grants from the state government. These posts include the staff of primary and secondary schools, pre-university colleges, and colleges having undergraduate/ postgraduate courses, polytechnics, industrial training institutes etc., coming under the purview of the departments of Employment and Training, Collegiate Education, Technical Education, Pre-university Education and the Department of Public Instruction. The number of aided educational institutions and the employees whose salaries are paid by government are shown in the table below:

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Table-3.6

Staff in aided institutions Sl. No. Aided Institutions

Number of Institutions Staff

1 Pre Primary Schools 68 108 2 Primary Schools 2,915 15,187 3 High Schools 4,117 34,805 4 Pre University Colleges 929 8,363 5 First Grade Colleges 334 7,416 6 Teachers Training Institutions 37 205 7 B.Ed. Colleges 40 526 8 Polytechnics 44 2,395 9 ITIs 190 2,131

10 Engineering Colleges 11 1,856 11 Law Colleges 13 266 Total 8,698 73,258

Source: Appendix-C, D, G, H, I & J of 2017-18 Budget documents

Non-Teaching staff in Universities

8. The numbers of non-teaching staff working presently in different universities in the state which come under the purview of the Commission is 6138.

Retired Employees

9. There were 4,39,803 retired employees receiving pensions at the time of the presentation of the report of the state Official Pay Committee in 2011. Since then, there has been an increase of about 30 percent in the number of retired employees receiving pensions. The following table shows the number of pensioners and family pensioners as at the end of August 2017, who come within the purview of this pay commission:

Table-3.7

Number of retired employees

Sl.No. Category Number Percentage

1 Retired Employees of State Government 3,94,210 68.79 2 Family Pensioners of Government Employees 1,54,089 26.89

3 Pensioners and Family Pensioners of Local Bodies 17,389 3.03

4 Pensioners and Family Pensioners of Aided Educational Institutions 7,335 1.28

Total 5,73,023 100.00

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10. The state government has introduced the New Pension Scheme (NPS) for all state government employees appointed on or after 01.04.2006. Under this contributory pension scheme, employees pay 10% of their basic pay and DA as contribution into a pension fund with an equal contribution being made by the government. The number of employees covered by the NPS as on 31.3.2017 is 1,93,400.

Trends in Staffing

11. The number of state government employees, in terms of the sanctioned posts, has steadily increased from about 2.57 lakhs in the 1970s to about 7.73 lakhs in 2017. The average number of sanctioned posts in the 1970s was 3.10 lakhs which went upto 4.37 lakhs in the 1980s. Further, the number increased to an average of 5.64 lakh posts in the 1990s and 6.30 lakh posts in the first decade from 2000-01. The growth during the period from 1970s to the late 1990s was mainly the result of a large number of new plan schemes and development programmes introduced as part of the Five Year Plans. During this period there was a vast expansion of services provided by government in the field of primary education, women and child development services, primary health services and maintenance of law and order. The regularization of a large number of daily wage employees in different departments under orders of the Hon’ble Supreme Court in the 1990s also added to the number significantly.

12. The rapid expansion in the number of employees had its own impact on the state’s finances in terms of the increased expenditure on salaries. The impact on the state finances was particularly steep after the pay revision effected in 1998 in the wake of revision of the central government salaries on the recommendation of the Fifth Central Pay Commission. The following figures on salary expenditure during 1990s and later would confirm this position.

Table-3.8

Sanctioned posts and expenditure on salaries and pensions

Year No of Employees (Sanctioned Strength)

Salary (Rs. in crores)

Pension (Rs. in crores)

1990-91 503990 1289 260

1991-92 496921 1431 297

1992-93 516496 1657 349

1993-94 529412 1941 410

1994-95 562552 2213 470

1995-96 589462 2481 559

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Year No of Employees

(Sanctioned Strength) Salary

(Rs. in crores) Pension

(Rs. in crores)

1996-97 598037 2871 716 1997-98 589298 3365 809 1998-99 619753 3810 972 1999-00 639331 4576 1539 2000-01 626899 4630 1583 2001-02 625199 5030 1641 2002-03 629657 4941 1773 2003-04 629198 5523 1901 2004-05 618826 5392 2157 2005-06 598817 5750 2237 2006-07 602121 6545 2496 2007-08 632319 8410 3241 2008-09 662048 9927 4113 2009-10 677322 10396 3408 2010-11 687822 11086 4070 2011-12 696242 11870 5436 2012-13 703631 15700 7227 2013-14 745640 17789 9152 2014-15 750327 19737 10118 2015-16 751434 20475 11251 2016-17 779439 21502 12123

2017-18 BE 773454 25406 13183 Sources:-Statistics of the Finance Department

13. The above figures of salary expenditure relate only to state government employees and exclude the expenditure incurred by government on salaries of grant-in-aid institutions. The expenditure on salaries given as part of grants-in aid during the last five years is shown below:

(Rs. in crores)

2013-14 6662 2014-15 8026 2015-16 7724 2016-17 6713 2017-18 (BE) 6347*

[*Source: Finance Department]

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14. The rapid growth in expenditure on salaries and pensions over the years has resulted in the state government adopting a policy of ‘hiring restraint’ under which vacant posts in several departments were not allowed to be filled up in a conscious effort to restrict the size of the work force. This policy had its exceptions in the case of departments like Education, Health, Police services etc., and backlog vacancies.

Increased Posts and Reduced Working Strength

15. The number of sanctioned posts in the state government has increased by about 17% during the last 10 years. As against this substantial growth, the number of working employees has actually declined by 5.46%. In other words, the gap between the number of sanctioned posts and working employees has substantially increased. The year to year change in the sanctioned posts and working strength of employees is shown in the following table:

Table-3.9

Year wise sanctioned and vacant posts

Year Number of Sanctioned

Posts

Annual Growth in Sanctioned

Posts

Employees Working

Percentage of vacant posts

2001-02 625199 -0.27 529945 15.24

2002-03 629657 0.71 528659 16.04

2003-04 629198 -0.07 533447 15.22

2004-05 618826 -1.65 528555 14.59

2005-06 598817 -3.23 509782 14.87

2006-07 602121 0.55 512652 14.86

2007-08 632319 5.02 524353 17.07

2008-09 662048 4.70 546141 17.51

2009-10 677322 2.31 520239 23.19

2010-11 687822 1.55 546146 20.60

2011-12 696242 1.22 554012 20.43

2012-13 703631 1.06 537517 23.61

2013-14 745640 5.97 564374 24.31

2014-15 750327 0.63 556247 25.87

2015-16 751434 0.15 529148 29.58

2016-17 779439 3.73 509867 34.59

2017-18 773454 -0.77 520829 32.66

Source: Appendix B of concerned years

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16. The number of employees recruited to some of the major departments during the last five years is shown in the following table:

Table-3.10

Recruitment in major departments from 2012-13 to 2017-18

Sl.No. Departments Number of Posts

1 Recruitment in Departments through KPSC 15,910

2 Education (Primary & Secondary) 25,289

3 Police 27,770

4 Health & Family Welfare 9,611

5 Backlog vacancies of all departments filled up 1,855

Total 80,435

Source: Information received from the respective departments

17. As at the end of 2016-17, Government of Karnataka had about 5.20 lakh employees on its rolls against the sanctioned posts of 7.73 lakhs showing an overall vacancy position of about 33%. Out of 83 departments of government, vacancies reported to the Commission relate to 63 departments. Out of that, there are vacancies of more than 50% of the sanctioned strength in 21 departments, 30% to 50% in 34 departments and 10% to 30% in 8 departments. The following is a list of departments with different levels of vacancies as mentioned above.

Table-3.11

Departments with different levels of vacant posts

Sl.No. Departments Sanctioned Strength Working Vacant Percentage

of Vacancy

1 Tourism 254 55 199 78

2 Schedule Tribal Welfare 2704 751 1953 72

3 Karnataka Gazetteer 32 11 21 66

4 Mines and Geology 1247 427 818 66

5 Welfare of Specially-abled and Senior Citizens 464 180 288 62

6 Backward Classes 13921 5393 8528 61

7 Municipal Administration 447 174 273 61

8 State Archives 105 42 63 60

9 Collegiate Education 5220 2136 3084 59

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of Vacancy

10 Technical Education 9744 4017 5727 59

11 Agriculture Marketing 3399 1391 1996 59

12 Printing. Stationery & Publications. 2410 1033 1377 57

13 Prosecution and Govt. Litigation 2148 960 1185 55

14 Youth Empowerment and Sports 260 118 142 55

15 Dept of Co-Operative Societies 2635 1191 1444 55

16 Archaeology, Museums & Heritage 223 104 119 53

17 Employment and Training 283 132 151 53

18 Social Welfare 13286 6253 7033 53

19 Fisheries 1401 663 738 53

20 Kannada and Culture 270 136 134 50

21 Excise 5485 2764 2721 50

22 Sericulture 4296 2186 2110 49

23 Sainik Welfare & Settlement 155 79 76 49

24 State Audit and Accounts 4473 2302 2171 49

25 Karnataka Government Secretariat* 5272 2708 2564 48

26 Minority Welfare Department / Auqaf 335 194 161 48

27 Labour 885 465 420 47

28 Home Guards nd Civil Defence 369 194 175 47

29 Commercial Taxes 7433 3939 3497 47

30 Drug Control 749 411 338 45

31 Industries and Commerce 975 536 439 45

32 Economics and Statistics 2024 1123 901 45

33 Legal Metrology 503 281 222 44

34 Factories, Boilers, Industrial Safety and Health 273 152 120 44

35 Food and Civil Supplies and Consumer Affairs 1566 881 685 44

36 Ayush 2248 1276 972 43

37 Medical Education 7856 4500 3356 43

38 Public Libraries 1481 861 620 42

39 Hindu Religious and Charitable Endowments 491 286 205 42

40 Women and Child Development 6283 3698 2585 41

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of Vacancy

41 Animal Husbandry and Veterinary Sciences 18251 10819 7432 41

42 Architecture 67 40 27 40

43 Transport 2650 1609 1041 39

44 Town and Country Planning 480 303 177 37

45 Agriculture 7916 5031 2885 36

46 Horticulture 6296 4139 2157 34

47 K.G.I.D. 845 559 286 34

48 Pension, Small Savings and Assets-Liabilities Monitoring 288 194 94 33

49 Prisons 16956 11447 5506 32

50 Translations 96 65 31 32

51 Treasury 2995 2023 964 32

52 Stamps and Registration 1677 1143 534 32

53 Handlooms and Textiles 310 212 98 32

54 Electrical Inspectorate 415 225 129 31

55 Fire and Emergency Services 6931 4854 2077 30

56 Health and Family Welfare 65428 45879 18904 29

57 Public Works (National Highways) 709 512 197 28

58 Police 109902 82275 27627 25

59 Karnataka Appellate Tribunal 259 199 60 23

60 Forests 12306 9561 2745 22

61 Pre- University Department 16461 12948 3514 21

62 Dept of Public Instructions 257616 226165 31451 12

63 Survey Settlement and Land Records 7816 7748 68 1

[*Budget document]

18. The above table clearly brings out the effect of the ‘hiring restraint’ practiced by Government of Karnataka. This policy appears to have also been supported by the findings of the State’s Administrative Reforms Commission (2001) which observed that many departments in government had large numbers of excess staff compared to their functional requirements. For instance, the ARC had reported the excess staff to be as high as 73 percent in Public Works Department, 45 per cent in Irrigation department and 53 percent in Mines and Geology Department. The Commission had also observed that in some

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departments like Sericulture, the work load of the field staff was adequate only for 3 to 10 days in a month.

19. The above analysis leads us to the question whether the government services in Karnataka are adequately staffed. While it is possible to find cases of serious understaffing as well as considerable overstaffing in isolated government establishments, it would be useful to compare the aggregate staffing levels of government services in Karnataka and other States in relation to the population of the state. The number of government employees in Karnataka (as at the end of March 2017) works out to 850 per lakh of population or 0.85% of the population (2011 census). The proportion of government employees to population in Government of India and some of the states is as follows:

Table-3.12

Proportion of government employees to population

GoI/State Population* (in Lakh)

Employees (in Lakh)

Population per Employee

Percentage of Employees to Population

Government of India 12108.55 36.85 328.59 0.30

Andhra Pradesh 496.70 4.50 110.37 0.91

Goa 14.59 0.42 34.84 2.87

Kerala 334.06 5.92 56.43 1.77

Karnataka 610.95 5.21 117.30 0.85

Maharashtra 1123.74 5.34 210.54 0.47

Tamil Nadu 721.47 5.28 136.70 0.73

*population as per 2011 census

20. As seen from the above table, the number of government employees in the state seems to correspond to the average levels of employment in other states. However, it is difficult to justify the continuous growth in the number of sanctioned posts simultaneously with the increasing proportion of vacant posts. The large number of vacancies in departments like Health, Education, Police, Prisons etc., are bound to have an adverse impact on the quality of governance in the State. At the same time, filling up of all the vacant positions in government may result in salary expenditure increasing to create undue stress on the fiscal capacity of the state in the near future. In the opinion of this Commission, what is needed is an urgent reappraisal of the staffing needs of each department in government. Such reappraisal should take into account the present

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functional needs of each department and the possibility of using new technologies and processes to ensure cost effective delivery of services to the people.

21. The Commission therefore urges that the state government should set up a body of experts at the earliest to undertake the task of reappraisal of the personnel requirements of its departments both in terms of the specific skill sets and the optimum numbers of employees. The government must also take steps to reinforce and reorient the knowledge and skills of its existing employees to increase the value of their contribution in work. We believe that this would also contribute to employees deriving a greater sense of satisfaction and fulfillment in their work, motivating them to provide better service to the people.

*****

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Chapter-4

Review of State’s Finances

1. According to its terms of reference, the 6th State Pay Commission is required to make its recommendations keeping in view "the resources of the state government and Government's commitments for various development programmes and schemes, statutory and regulatory functions, debt servicing obligations and other non-development requirements within the overall mandate of the Karnataka Fiscal Responsibility Act, 2002". The Commission has to therefore consider the present and projected potential for mobilisation of resources by the state government to meet its expenditure commitments.

2. Karnataka is one of the larger states of India among the twenty-nine States in the Union. With a geographical area of 1.92 lakh sq.kms (5.8% of India) it has a population of 6.11 crores (5% of India’s population) as per 2011 census. The Gross State Domestic Product of the state in 2016-17 as per the Advance Estimates was Rs.11.17 lakh crores at current prices, which amounted to 7.3% of India's Gross Domestic Product estimated at Rs.151.83 lakh crores for the same year. The sectoral composition of the State's GSDP was Agriculture and Allied activities 12.11%; industrial sector 23.25%, and services sector 64.64% as per the Economic Survey for 2016-17 published by the State government. The per capita state income (i.e. per capita NSDP) of Karnataka at current prices was Rs.1,59,893 in 2016-17 as compared to the country's per capita income of Rs.1,03,818 during the same year. The growth rate of GSDP (at 2011-12 prices), compared to the country’s GDP was slightly lower at 7.3% and 6.9% during 2015-16 and 2016-17 against the GDP growth of 7.6% and 7.1% during the same years.

3. The Central Statistical Organisation is now using market prices of goods and services produced as the basis for estimating GDP and GSDP instead of their factor costs as in the earlier years. Also, the constant prices used now have 2011-12 prices as the base, instead of 2004-05 prices used earlier. Therefore, the GSDP and per capita income estimates show a sudden spurt in the year 2016-17 as compared to the earlier years on account of this change in the methodology adopted. The state's GSDP which was Rs.6.85 lakh crores and Rs.7.36 lakh crores in the year 2014-15 and 2015-16 respectively is estimated at Rs.11.17 lakh crores in 2016-17 with a 51.81% increase over the previous year. However, this change of methodology does not have any perceivable impact on the growth of State's revenue receipts, though it results in reducing the ratio of the actual revenue and expenditure of government as a proportion of GSDP. It also creates larger fiscal space for borrowings within the limit

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for fiscal deficit at 3% of GSDP stipulated by the Karnataka Fiscal Responsibility Act, 2002.

4. The revenue receipts of the state government consist of the state's own tax revenues, non-tax revenues, devolution of the state's share of central taxes and grants-in-aid received mainly from the central government. The trends in the growth of these sources are important from the point of meeting the State's revenue expenditure including interest payments, subsidies, pension payments, salary expenditure and a number of other items of expenditure on the services provided by the government.

5. The Commission has noted that for the purpose of assessing the impact of the revision of pay and allowances of government employees it is more relevant to consider the past trends and future projections of revenue receipts and revenue expenditure of the state government rather than relating it to the projected growth of GSDP, particularly in view of the recent change in the methodology of estimating GSDP. In this regard, the Commission had asked the National Institute of Advanced Studies (NIAS), Bengaluru, to carry out a study of the present fiscal situation and the future projection of the state’s finances. The following extracts from the report submitted by the NIAS outline the trends and the future scenario.

“ Fiscal Position of the State from 2006-07 to 2016-17

In order to understand the comprehensive fiscal impact of the proposed pay revision, it is imperative to glance at the trends in important fiscal metrics related to the state revenues and expenditures.

……………

Trends in Revenue Receipts

The size of the State’s Budget during the period from 2006-07 to 2016-17 has increased from Rs.4,40,805 crores to Rs.1,64,479 crores at the CAGR of 12.71 per cent. During the same period, the Aggregate Revenue Receipts of the State increased from Rs.37587 crores to Rs.1,32,868 crores at the CAGR of 12.16 percent. However, the ratio of Aggregate Revenue Receipts to GSDP declined from 19.37 percent in 2006-07 to 16.14 percent in 2015-16. Due to the change in methodology of estimating GSDP the ratio further declined to 11.89 percent in 2016-17. The fact that an increase in GSDP has not been commensurately accompanied by an increase in revenue receipts is well reflected from the decrease in the above ratio.

Own-Tax Revenues

Own tax revenue is the most significant component of revenue receipts accounting for nearly 61.87 percent of the state’s revenue receipts as of 2016-17. Over the period 2006-07 to 2016-17, the Own-Tax Revenue has risen

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from Rs.23,301 crores to Rs.82,211 crores at the CAGR of 12.14 percent. In fact, Karnataka’s tax effort is currently regarded as the highest among all states in India (RBI Study of States’ Finances 2017). However, the proportion of Own Tax revenue to GSDP ratio has declined from 12.37 per cent in 2006-07 to 10.26 percent in 2015-16. In the year 2016-17, due to the ‘denominator effect’ (change in GSDP owing to methodological changes), it further declines sharply to 7.35 percent. Despite the denominator adjustment, the declining trend in tax effort is still pertinent. The trend of Own Tax Revenue to GSDP is depicted in the following Figure.

Figure-1 Karnataka’s Tax Effort

The declining trend in the own tax revenues (as a proportion of GSDP) is a cause for concern as in a growing economy this proportion is expected to increase rather than decline. Even if we exclude the effect of GSDP definition change by considering the period till 2015-16 alone, we find that own tax revenue has grown at a CAGR of 12.5 percent whereas the nominal GSDP has grown at a rate of approximately 14.61 percent. In order to keep pace with the increasing fiscal burden caused by additional borrowings, the former needs to grow at a more rapid rate. Meanwhile, the proportion of Own-Tax Revenue to Revenue receipts has declined slightly from about 61.99 percent in 2006-07 to 61.87 percent in 2016-17. During the interim years such as 2013-14, this ratio has been as high as 69.91 percent.

Non-Tax Revenues:

From 2006-07 to 2016-17, the Non-tax revenues have gone up from Rs.4,098 crores to Rs.7,099 crores at the CAGR of 5.12 percent. The proportion of Non-tax revenue to GSDP ratio has decreased from 2.18 percent in 2006-07 to 0.72 percent in 2015-16. In the year 2016-17, due to the ‘denominator effect’ of the sudden increase in the estimated GSDP, the ratio drops further to 0.63 percent. Non-Tax revenues as a proportion of aggregate

5%6%7%8%9%

10%11%12%13%

2006

-07

2007

-08

2008

-09

2009

-10

2010

-11

2011

-12

2012

-13

2013

-14

2014

-15

2015

-16

2016

-17



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revenue receipts have also declined from 10.90 percent to 5.3 percent during the period 2006-07 to 2016-17.

The break-up of the individual components of revenue and expenditure during the period 2006-07 to 2016-17 have been given below in Table :

Table-4.1

Revenues and Expenditures (2006-07 to 2016-17) in Rs. Crores

2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17

Revenue Receipts

Own-Tax Revenues 23301 25987 27647 30579 38473 46476 53754 62604 70180 75550 82211

Devolutions 5374 6779 7155 7360 9506 11075 12647 13809 14654 23983 28760

Grants from the Centre 4813 5027 5332 7883 6869 8168 7809 9099 14619 13929 14798

Non-Tax Revenues 4098 3358 3159 3334 3358 4087 3966 4032 4688 5355 7099

Aggregate Revenue Receipts 37587 37655 43293 49156 58206 69806 78176 89544 104141 118817 132868

Revenue Expenditures (Selected Indicators)

Interest Payments 4236 4506 4532 5213 5641 6062 6833 7837 9404 10746 12291

Salaries 6545 8667 9927 10296 11086 11870 15700 17789 19737 20475 22268

Pensions 2496 3241 4113 3408 4070 5436 7227 9152 10118 11251 12123

Salary Component of Grants-in-Aid * 6662 8026 7724 6713

Subsidies 4361 5425 3414 4147 6327 7423 10709 14100 11827 14041 14345

Committed Revenue Expenditure (Interest Payments and Pension)

6732 7747 8645 8621 9711 11498 14060 16989 19522 21997 24414

Total Revenue Expenditure 33435 37375 41662 47537 54034 65115 76293 89190 103614 117029 131805


Capital Receipts (Non-Debt) 60 298 238 625 233 330 191 197 94 412 201

Capital Expenditure 6349 9406 10601 13118 15093 17321 16581 17642 20198 21369 25418

Other Indicators

Revenue Surplus -4152 -280 1632 1619 4172 4691 1883 354 528 1789 1062

Fiscal Deficit 4688 5331 8732 10874 10688 12300 14507 17091 19577 19169 24154

Total Liabilities 62519 63655 75286 86731 92971 106279 118155 138261 164279 183320 211331

GSDP (in Current Prices) 188274 233802 302146 335747 380872 434270 522050 601633 685207 735975 1117334

*Note: Salary Component of grants-in-aid is available only from the year 2013-14 onwards

Devolutions and Grants from the Centre

The devolutions from the centre have been impacted by the recommendations made by the 14th Finance Commission which has increased the States’ share in the net proceeds of Union tax revenues to 42 percent from 32 percent starting 2015-16. However, this has resulted in the central grants under various Centrally Sponsored Schemes being drastically reduced. Besides, the sharing pattern under CSS schemes is expected to undergo a change as well, with states sharing higher fiscal responsibility for scheme implementation. The

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rationale has been to provide greater flexibility to the states to implement delinked CSS schemes as per local needs.

From 2006-07 to 2015-16, the proportion of devolutions to GSDP ratio has increased from 2.85 percent to 3.25 per cent. The increase in this ratio reflects the enhanced devolution under the 14th Finance Commission’s award. The net effect of the recommendations of the 14th Finance Commission has been presented in Table-2 below. A closer look at the trends reveals that in the case of Karnataka, the increase in the grants from the Centre had started to take effect since the year 2013-14 itself. The trend in the sum of grants and devolutions over the years 2014-15 to 2016-17 is a further consolidation of the same trend.

Table-4.2

Effect of 14th Finance Commission Recommendations

(Rs. in crores)

2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17

Devolutions 5374 6779 7155 7360 9506 11075 12647 13809 14654 23983 28760

Grants from the Centre 4813 5027 5332 7883 6869 8168 7809 9099 14619 13929 14798

Grants plus Devolutions 10187 11807 12487 15243 16375 19243 20456 22908 29273 37912 43558

Devolutions to GSDP Ratio (in per cent)

2.77 2.50 2.93 2.19 2.50 2.55 2.43 2.30 2.14 3.26 2.57

Grants to GSDP ratio (in per cent) 2.48 1.85 2.18 2.35 1.80 1.88 1.50 1.51 2.13 1.89 1.32

Grants + Devolutions to GSDP Ratio (in per cent)

5.25 4.35 5.12 4.54 4.30 4.43 3.93 3.81 4.27 5.15 3.90

6. With the introduction of the Goods and Services Tax (GST) in July 2017, the State Government's ability to increase its tax revenues by levying new taxes or increasing the rate of existing taxes is restricted to a large extent. The State's powers in this regard are retained mainly in respect of sources like taxes on petroleum products, motor vehicle taxes, duties on stamps and registration and excise duty on potable alcohol. Given the comparatively high level of prevailing taxes on these goods, and in view of the increasing demand for lowering indirect taxes on petroleum products, the room for manoeuvre in this regard appears limited. The growth of the State component of GST will largely depend upon the possibility of increased consumption due to growth in economic activity and the extent to which tax compliance is increased. It is, however, reasonable to assume that there is no likelihood of the State's own tax revenues showing any decline in the trend growth as the central government stands guarantee to compensate the States for any such

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decline over the next five years consequent upon the introduction of GST. The above conclusion is also reflected in the State's Medium Term Fiscal Plan 2017-21 in the following words:

"Goods and Services Tax..... is expected to have a positive impact on the economic activities in the long run; in the medium term the revenue realisation compared to the existing tax structure is expected to be negatively impacted. In addition to the loss due to transitional problems, revenue loss will be because of the shift from origin based taxation to destination based taxation, subsuming of taxes like entry tax that will only get partially compensated, and a relatively lower Revenue Neutral Rate. However, this loss is expected to be compensated by the Central Government for the first five years from the date of implementation of GST".

State's Expenditure Commitments

7. The NIAS study on the State’s finances analyses the trends in development and non-development expenditure as follows:

“The Development Expenditure of the state during the period 2006-07 to 2016-17 has grown from Rs. 21,376.95 crores to Rs. 89,237.34 crores at the CAGR of 13.87 percent. Over the same period the Non-Development Expenditure has grown from Rs. 10419.42 crores to Rs. 35018.42 crores at the CAGR of 11.65 percent.

Table-4.3

Development and Non Development Expenditure 2006-07 to 2016-17

Total Revenue

Expenditure (Rs.Crores)

Non-Development Expenditure (Rs. Crores)

NDE as proportion

of TE

(in per cent)

Development expenditure

(Rs.Crores)

DE as a proportion of TE (in per cent)

Annual Borrowings (Rs.Crores)

Outstanding Debt

(Rs.Crores)

2006-07 33435.43 10419.42 31 21376.95 64 1797 57682

2007-08 37374.77 10871.78 29 24576.99 66 1028 60143

2008-09 41659.29 12275.57 29 27009.63 65 6814 71550

2009-10 47536.92 12762.35 27 32300.57 68 5683 83482

2010-11 54033.85 14055.11 26 37000.26 68 3907 91943

2011-12 65115.07 16445.48 25 44325.63 68 6038 103030

2012-13 76293.26 20180.84 26 52093.99 68 9738 116767

2013-14 89189.57 24954.41 28 59214.72 66 13470 135318

2014-15 103614.3 28265.27 27 69337.56 67 17062 158553

2015-16 116732.17 30495.72 26 79924.18 68 16962 175623

2016-17 130236.07 35018.42 27 89237.34 69 23780 201076

Source: Reserve Bank of India Review of State Budgets

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As seen from the Table above, during the period 2006-07 to 2016-17 the share of development expenditure in the total revenue expenditure has increased from 63.9 per cent in 2006-07 to 68.5 per cent in 2016-17; whereas that of Non-Development Expenditure has declined from 31.2 per cent in 2006-07 to 26.9 per cent in 2016-17. This is a reassuring trend.

Committed Expenditure on Revenue Account: Interest Payments:

During the period 2006-07 to 2016-17, the expenditure on interest payments has risen from Rs. 4,236 to Rs. 12,291 crores growing at the rate of 10.17 per cent. Between, 2006-07 and 2015-16, the ratio of interest payments to GSDP has fallen from 2.25 per cent to 1.46 per cent. As of 2016-17, this ratio declines to 1.10 per cent due to the sudden increase in GSDP figures (owing to methodological change). Re-aligning the GSDP to the older definition, yields a ratio of 1.46 per cent. A positive aspect to be noted is that for the period under consideration viz. 2006-07 to 2016-17, the ratio of expenditure on interest payments to revenue receipts has declined from 11.26 percent to 9.25 percent. This ratio is just within the benchmark limit of 10 percent as specified by the 14th Finance Commission.

If we neutralize the effect of GSDP definition change and look at the figures till the year 2015-16 only, we find that the CAGR of expenditure on interest payments is 9.75 per cent as compared to the CAGR of GSDP series which is 14.60 per cent. This again is a positive indication, as the parity between the growth of nominal GSDP and nominal interest burden is of utmost importance for the purposes of debt sustainability and to avoid the situation of a potential debt spiral over the future years.

Salaries, Pensions and Salary Component of Grants-in-Aid

The combined expenditure on Salaries and Pensions has risen from Rs.9,041 to Rs.34,391 crores between the period 2006-07 and 2016-17 growing at a CAGR of 12.91 per cent. The data on the salary component of grants-in-aid is available only from 2013-14 onwards. If we add that to the expenditure on salaries and pensions, we find that the aggregate expenditure on salary related components (salary, pension and salary component of grants-in-aid) has grown from Rs.33,603 crores in 2013-14 to Rs.41,104 crores in 2016-17 growing at a CAGR of 5.16per cent over these four years.

As a proportion of the GSDP, expenditures on the above categories have also shown a gradual decrease. Expenditure incurred on salary related components (sum of Salaries, Pensions and salary component of Grants-in-aid) as a proportion of GSDP has decreased from 5.58 per cent in 2013-14 to 5.36 per cent in 2015-16. In the year, 2016-17, this ratio exhibits a sharp decline of 3.67 per cent, mainly owing to the denominator effect (increased GSDP owing to definitional change).

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As a proportion of Aggregate Revenue Receipts, the salary expenditure has approximately remained the same at 17 per cent (over the period 2006-07 to 2016-17). During the same period, the expenditure on pensions as a proportion of aggregate revenue receipts has increased from 7% to 9%. Meanwhile, the salary component of grants-in-aid has decreased from 7.43 percent in 2013-14 to 5.05 per cent in 2016-17.

If we only consider the period from 2013-14 till 2016-17, the aggregate expenditure incurred on salary related components (sum of salary, pensions and salary component of grants-in-aid) has decreased as a proportion of both GSDP and revenue receipts. Over the period 2013-14 and 2016-17, the CAGR of Revenue Receipts has been around 10.37per cent whereas that for salaries has been about 5.77%, on pensions about 7.28% and on salary component of grants-in-aid about 0.19%.

Another important metric to look at in this regard is the ratio of the expenditure incurred on salaries and salary component of grants-in-aid to that of revenue receipts net of committed expenditures (Interest Payments and Pensions have been specified as the committed expenditure items by the 12th Finance Commission). It has been specified that this ratio needs to be contained within 35 per cent of the net revenue receipts. As of 2016-17, the value of this ratio in Karnataka is about 26.72 per cent. The Table below shows the growth of various items of committed expenditure of the state government on revenue account”.

Table-4.4

Selected Components of Revenue Expenditure (Rs.in crores)

Year Total

revenue expenditure

Interest payments Pensions Salaries

Salary Compone

nt of Grants-in-

Aid

Subsidies Total of col.3 to

7

Col.8 as per cent of col. 2

1 2 3 4 5 6 7 8 9

2006-07 33435 4236 2496 6545 4361 17638 52.75

2007-08 37375 4506 3241 8667 5425 21839 58.43

2008-09 41662 4532 4113 9927 3414 21986 52.77

2009-10 47537 5213 3408 10296 4147 23064 48.52

2010-11 54034 5641 4070 11086 6327 27124 50.20

2011-12 65115 6062 5436 11870 7423 30791 47.29 2012-13 76293 6833 7227 15700 13175 42935 56.28

2013-14 89190 7837 9152 17789 6662 14100 48878 54.80

2014-15 103614 9404 10118 19737 8026 11827 51086 49.30

2015-16 117029 10746 11251 20475 7724 14041 56513 48.29

2016-17 131805 12291 12123 22268 6713 14345 61027 46.30

2017-18 (BE) 144755 13395 13183 25392 6347 16561 74878 51.73

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8. Projecting the past trends of the State’s revenue receipts and revenue expenditure over the next five years, the NIAS study presents the following outlook:

“Future Projections

This section presents the forecasts of the vital fiscal parameters over the next 5 years. We have used two separate methods for forecasting. Specifically, we use either the Compounded Annual Growth rates and Statistical Curve Fitting and choose the forecast that is most proximate to the one given in the Medium Term Fiscal Plan for 2017-21.

The compounded annual growth rate (CAGR) is the mean annual growth rate of an investment over a specified period of time longer than one year. Statistical Curve fitting is the process of constructing a curve, or mathematical function, which has the best fit to a series of data points. Under curve fitting, we choose either linear or polynomial functions as these seem to provide the best fit to the data. The best fit curve is chosen on the statistical criterion of highest R-Squared value”.

Table-4.5

Projection of Important Fiscal Parameters

(Rs. in crores)

2017-18 (BE) 2018-19* 2019-20* 2020-21* 2021-22* 2022-23*

Revenue Receipts

Aggregate Own-Tax Revenues 89957 104085 114620 125714 137365 149574

Devolutions from the Centre 31908 37666 44214 51415 59269 67775

Grants from the Centre 16082 19391 21816 24448 27289 30337

Non-Tax Revenues 6945 7765 8451 9196 10007 10890

Aggregate Revenue Receipts 144892 165842 189288 215539 244858 277544

Committed Revenue Expenditures (Selected Indicators)

Interest Payments 14159 15561 17582 19775 22140 24676

Salaries 25392 27426 30220 33299 36691 40429

Pensions 13183 15881 18523 21604 25198 29391

Salary Component of Grants-in-Aid 6347 9887 11128 12534 14129 15940

Subsidies 18971 19315 22528 26275 30645 35741

Total revenue expenditure 144755 163557 184802 208805 235927 266571

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2017-18 (BE) 2018-19* 2019-20* 2020-21* 2021-22* 2022-23*


Capital Receipts (Non-Debt) 135 233 268 232 240 243

Capital Expenditure 33630 37871 45456 54207 64123 75205

Other Indicators

Revenue Surplus 137 1370 2261 2693 2433 1206

Fiscal Deficit 33359 35285 39741 44649 50077 56106

Total Liabilities 242420 275072 310955 349734 391409 435980

GSDP New Series Market Prices (in Current Prices)

1280465 1430163 1590874 1789882 1966766 2161130

Important Ratios

Ratio of Revenue Surplus to GSDP (in per cent)

0.01 0.1 0.14 0.15 0.12 0.06

Ratio of Fiscal Deficit to GSDP (in per cent) 2.61 2.47 2.5 2.49 2.55 2.6

Ratio of Total Liabilities to GSDP (in per cent) 18.93 19.23 19.55 19.54 19.9 20.17

Ratio of Salaries and Salary component of grants-in-aid to Revenue Receipts (Net of Committed Expenditure) (in per cent)

27.01 27.76 26.99 26.32 25.73 25.22

Ratio of Interest Payments to Revenue Receipts (in per cent)

9.80 9.38 9.29 9.17 9.04 8.89

Ratio of Subsidies to Revenue Receipts(in per cent)

13.09

11.65 11.9 12.19 12.52 12.88

*NIAS Projections

Based on the forecasts, the GSDP (at current prices) using the new computation methodology is projected to grow from Rs. 14,30,163 crores in 2018-19 to Rs. 21,61,130 crores in 2022-23. During the same period, state’s own tax revenues are forecast to grow from Rs. 1,01,019 crores to Rs. 1,68,541 crores.

The expenditure on Salaries, Pensions and Salary component of Grants-in-Aid is projected to grow from Rs. 53,194 crores to Rs. 85,760 crores between 2018-19 and 2022-23. The Revenue Surplus is expected to remain positive throughout the period. The Fiscal Deficit is projected to grow from Rs. 35,285 crores in 2018-19 to Rs. 56,106 crores in 2022-23. During the same period, the

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Total Liabilities are expected to grow from Rs. 2,75,072 crores to Rs.4,35,980 crores.

A glance at the important fiscal ratios reveals that both Fiscal deficit and Total Liabilities as a proportion of GSDP (new series) are very well contained within the prescribed limits. As of 2016-17, the ratios of Fiscal Deficit and Total Liabilities to GSDP are on an average 2.16 percent and 18.91 per cent respectively. However, since the rise in GSDP has not been accompanied by a commensurate increase in revenue receipts, the ratio of Revenue receipts to GSDP which in the earlier years (prior to the revision of the GSDP methodology) has been in the range of about 16 per cent of GSDP is projected to decline to about 12 per cent of GSDP. Thus, these ratios should not be taken at face-value as they are biased by the strong ‘denominator effect’; creating an illusion of notional fiscal space.

The ratio of Salary Expenditure (sum of salaries and salary components of grants-in-aid) to Net Revenue Receipts (Aggregate Revenue Receipts net of Interest Payments and Pensions) is well-contained within the bounds of 30 per cent without considering the effect of pay revision during the period. This ratio varies in the range of 27.76 per cent to 25.22 per cent during the period under consideration viz. 2018-19 and 2022-23. Similarly, the ratio of Interest expenditure to Aggregate revenue receipts is well-contained within 10 per cent. However, we need to put in a caveat here, that it might go up substantially, if the burden of total liabilities steadily increases given the said availability of fiscal space.

The ratio of own-tax revenues to aggregate revenue receipts is expected to stay within the limits of 60 per cent over the forecast period whereas that of non-tax revenue to aggregate revenue receipts is expected to be in the range of 4 per cent. During the forecast period, the GSDP is expected to grow at a CAGR of 8.6 percent while own-tax revenues and non-tax revenues are projected to grow at CAGR of 7.5 percent and 6.9 per cent irrespectively. This alludes to the fact that there exists an opportunity of finding ways to increase the non-tax revenues by tapping the appropriate sources.

A caveat in the context of forecast expenditures needs to be mentioned here. The expenditure to be incurred under various heads is determined based on the governmental and policy priorities and exigencies in each corresponding year. Hence, the forecast of revenue and capital expenditure based on statistical methods alone should be considered only for purposes of academic analysis”.

9. The above discussion brings out the fact that the financial position of the State government, as at present, reflects its adherence to the parameters of fiscal discipline stipulated in the Karnataka Fiscal Responsibility Act, 2002 as well as the recommendations of the successive Central Finance Commissions. The State has greater room for raising borrowings to incur

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increased capital expenditure due to the change in the methodology of computing the GSDP since 2016-17. However, increasing expenditure through additional borrowings without a corresponding growth in revenue receipts is not sustainable except for very short periods. Any attempt to increase spending by borrowing beyond a limit will inevitably lead to high levels of government debt increasing the burden of interest payments. This will in turn lead to revenue deficits and compression of capital expenditure.

10. The estimated revenue expenditure for the year 2017-18 amounts to Rs.1,44,755 crores distributed into 29 major demands encompassing various departments and functions of the government. A demand-wise statement of 2017-18 budget allocations for major functions and programmes of the state government is annexed to this chapter. The present level of expenditure on salaries (including salary component of grants-in-aid) in the state which stood at Rs.28,981 crores in 2016-17 and estimated at Rs.31,739 crores in 2017-18(BE) corresponds to 26.72% and 27.01% of the state’s revenue receipts for the relevant years net of interest and pension payments.

11. In the above situation, it is clear that further increases in revenue expenditure by way of any substantial growth in salaries and pensions can be achieved only by compressing other items of revenue expenditure like subsidies, operation and maintenance of assets, etc., as the State has been able to just about balance its revenue receipts and revenue expenditure with a small revenue surplus. The Commission has kept the above situation in view in making its recommendations on the revision of pay, allowances and pensions.

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175

Annexure

Summary of Budget Allocations of Revenue Expenditure for 2017-18

(Rs. in Lakhs)

No. Demand Description Total

1 Agriculture and Horticulture

Salary 1255

Agricultural inputs and Quality Control 644

Comprehensive Horticulture Development 165

Krishi Bhagya 600

Krishi Bhaya (Horticulture) 200

National Food Security Mission 205

National Horticulture Mission 174

New Crop Insurance Scheme 845

NMSA - Chief Minister's Sookshma Neeravari Yojane

202

PMKSY - National Mission on Sustainable Agriculture

233

Pradhana Mantri Krishi Sinchayi Yojane - Watershed Development

400

Rashtriya Krishi Vikas Yojane - RKVY 603

Others 894

Agriculture and Horticulture Total 6420

2 Animal Husbandry and Fisheries Salary 691

Incentive to Milk Producers 1206

Reimbursement of Sales Tax on Diesel for Fishing boats

158

Others 256

Animal Husbandry and Fisheries Total 2311

3 Finance Salary 1807

Augmenting Infrastructure Initiative Fund (I.I.F)

2768

DCRG under Revised Pension Rules 857

General Education 116

Grants to Grama Panchayats 348

Other Family Pensions - Karnataka 1706

Payments to Karnataka Pensioners 773

Pension Pain in India 8367

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176


State's Matching Contribution to Pension Scheme

500

Transfer of Cess to the Infrastructure Initiative Fund

1166

Others 1023

Finance Total 19431

4 Department of Personnel and Administrative Reforms

Salary 388

e-Governance Project 159

Others 439

Department of Personnel and Administrative Reforms Total 986

5 Home and Transport Salary 3588

Bangalore Metropolitan Transport Corporation

298

Commissioner of Police 110

North East Karnataka Road Transport Corporation

117

North West Karnataka Road Transport Corporation

180

Police Establishment in Existing Districts 290

Subsidy Towards Students & other Concessions Extended by KSRTC

247

Other 826

Home and Transport total 5656

6 Infrastructure Development Others 9

Infrastructure Development Total 9

7 Rural Development and Panchayath Raj

Salary 1135

Block Grants 432

Development Grants 127

Grants to Grama Panchayats 623

Grants to Taluk Panchayats 176

Honorarium to Grama Panchayath Members 138

Mahatma Gandhi National Rural Employment Assurance

1783

Maintenance Grants to Taluka Panchayats 227

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177


Namma Grama Namma Raste Scheme (NGNRY)

1982

Rural Water Supply Scheme 2200

Swachha Bharath Mission 1585

XIV FCG - Performance Grants 206

XIV FCG Basic Grants 1604

Others 69

Rural Development and Panchayath Raj Total 12287

8 Forest, Ecology and Environment Salary 324

Afforestation on Forest and Non Forest Areas

131

Block Grants 111

Flexi Fund 300

General Establishment 130

Transfer of Forest Development Fee to Karnataka Forest Development Fund

300

Others 204

Forest, Ecology and Environment Total 1092

9 Co-Operation Salary 144

Interest Subsidy for Crop Loan and Self help groups

846

Minimum Floor Price Scheme 306

Yashaswini 211

Others 109

Co-Operation Total 1616

10 Social Welfare Salary 699

Bidaai 135

Block Grants 2000

Community Irrigation Scheme-Ganga Kalyana

300

D. Devaraja Urs Backward Classes Development Corporation Limited

235

Development of Christian Community 175

Food and Accommodation Assistance - Vidhyasiri

116

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178


Ganga Kalyana - for Schedule Tribe 130

Maintenance of Residential Schools (MDRSs)

280

Minority Development Corporation 140

Minorities Residential Schools 119

Post-Matric Scholarship Backward Classes Students

326

Post - Matric Scholarships to SCs 292

Pre-Matric Scholarships to Backward Classes Students

113

Repairs to Hostels and Residential Schools 150

Scholarship for Minorities and Fee Reimbursement

290

Self Employment Scheme 164

Starting and maintenance of New Morarji Desai Residential Schools for Backward Classes

190

Starting of new Backward classes Hostels & Maintenance

159

Various Development Programme for Scheduled Tribes

700

Various Development Schemes for schedule Caste

375

Waiver of Loan - Dr. B.R. Ambedkar Development Corporation Limited

106

Others 1194

Social Welfare Total 8388

11 Women and Child Development Salary 304

Bhagya Lakshmi 321

Block Grants 1567

Indira Gandhi Mathruthva Sahayoga Yojane 116

Integrated Child Development Service 1001

Monthly Financial Assistance to the Physically Challenged and the Disabled Poor(NSAP)

875

Others 516

Women and Child Development Total 4700

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179


12 Information, Tourism and Youth Services

Salary 36

Tourism Promotion and Publicity 131

Others 482

Information, Tourism and Youth Services Total 649

13 Food and Civil Supplies Salary 64

Annabhagya for BPL beneficiaries towards subsidies for Food Grains

3085

Annabhagya for BPL beneficiaries towards subsidies for Other items

360

Others 123

Food and Civil Supplies Total 3632

14 Revenue Salary 857

Amount Payable to Religious & Charitable Institutions on Abolition of Inams

102

Destitute Widow Pension (NSAP) 1027

Mahamastakabhisheka 175

New Social Security (Sandhya Suraksha) (NSAP)

1513

Old Age Pension (NSAP) 460

Relief Operation 505

State's Additional Contribution to SDRF 200

Village Establishments 139

XIV FCG - Transfer of Central Share to State Disaster Response Fund

229

Others 114

Revenue Total 5321

15 Information Technology Salary 1

Others 295

Information Technology Total 296

16 Housing Salary 27

Ashraya-Basava Vasathi 1270

Block Grants 1507

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180


Dr. B.R. Ambedkar Nivas Scheme 678

Improvement of Slums 143

Pradhan Mantri Awas Yojana - urban 372

Vajpayee Urban Housing Scheme 337

Others 187

Housing Total 4521

17 Education Salary 17041

Gnana Sangama -Computer Literacy 208

Other Government Colleges 125

Rashtriya Ucchatar Shiksha Abhiyana 106

Reimbursement of fees to Private Schools under RTE

350

State Initiatives under Sarva Shiksha Abhiyana Society

550

Universalization of Primary Education - Aksharadasoha

1581

Vidya Vikasa Scheme - Incentive for Students

550

Others 1591

Education Total 18920

18 Commerce and Industries Salary 136

Weavers Package 150

Others 495

Commerce and Industries Total 781

19 Urban Development Salary 1599

AMRUT for JNNURM Projects 248

Atal Mission for Rejuvendation and Urban Transformation

331

Bengaluru (Urban) 810

Bengaluru (Urban) 1000

Cash loss of BMRCL 116

General 1727

Grants for Urban Water Supply Schemes 198

KUWSDB Sanitary 180

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Mukhya Mantri Nairmalaya Yojane (Swaccha Bharat)

277

Mysuru 117

Rajiv Awas Yojana 393

Smart City Proposal under Smart City Mission

800

Others 2280

Urban Development Total 10076

20 Public Works Salary 402

District & Others Roads Maintenance 376

Maintenance of District & Other Roads under C.M's Rural Road Development Fund

323

Ordinary Repairs 163

Repairs, Maintenance & Minor Alterations to Various Departmental Buildings [20-01] [15-15-15-15]

338

State Highway Maintenance 305

Transfer of Grants from Central Road Fund to Deposit Head Subventions

134

Others 30

Public Works Total 2071

21 Water Resources Salary 294

Assistance to Karnataka Neeravari Nigama Limited

196

Assistance to Krishi Bhagya jala Nigama Limited

757

Maintenance and Repairs 220

Others Expenditure 119

Others 430

Water Resources Total 2016

22 Health and Family Welfare Salary 3404

Block Grants 169

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Director of HFW Service, BHE & HFW Training Centre

199

Establishment of EMRI (Aroghya Kavacha) 256

Honorarium to Anganawadi and ASHA Workers

136

National Health Mission (NHM) 854

Psychiatric Clinics, Hospitals for E.D & TB San, Maj & Dist & Taluk Hospitals and Blood Banks

179

Rashtriya Swasthya Bhima Yojana 184

suvarna Aarogya Suraksha 330

Unspent SCSP -TSP Amount as per the SCSP�TSPAct 2013

177

Others 102

Health and Family Welfare Total 5990

23 Labour & Skill Development Salary 378

Assistance to Institutions for Technology Training

161

Block Grants 137

Director of Employment and Training 271

Employment State Insurance Scheme - Medical Services

242

Skill Development Mission 200

Others 240

Labour & Skill Development Total 1629

24 Energy Salary 18

Contribution to Pension Payment 550

Subsidy for Supply to IP Sets, BJ/KJ Consumers

8841

Others 36

Energy Total 9445

25 Kannada and Culture Salary 65

Others 303

Kannada and Culture Total 368

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26 Planning, Statistics, Science and Technology

Salary 49

Article 371 J - Hyderabad Karnataka Region Development

600

Others 27

Planning, Statistics, Science and Technology Total 676

27 Law Salary 573

Others 156

Law Total 729

28 Parliamentary Affairs and Legislation

Salary 43

Others 191

Parliamentary Affairs and Legislation Total 234

29 Debt Servicing Others 14509

Debt Servicing Total 14509

Grand Total 144759

Source: Finance Department

*****

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Chapter –5

Approach of the Pay Commission

1. Revision of pay scales of government employees is effected from time to time to compensate for increase in the cost of living due to inflation as well as to bring about progressive improvement in their living standards in keeping with the overall development of the economy.

2. The central government has been following the practice of pay revision for employees once in ten years. In Karnataka, even though pay commissions are appointed with no definite periodicity, pay revisions have been taking place more frequently, every five to seven years. The last pay revision for government employees took place more than five years ago with effect from 1.4.2012 based on the recommendations of the Official Pay Committee appointed in 2011. Thereafter, pay scales of the Central government employees have been revised with effect from 1.1.2016 based on the report of the Seventh Central Pay Commission.

3. It is the endeavour of every pay commission to ensure that the pay and allowances of employees should be ‘fair and reasonable’. The pay structure should also motivate the employees to reasonable levels of performance in the tasks assigned to them, so that the general public derive the benefit of their service as intended. The Second State Pay Commission [Justice A. Narayana Pai] defined pay and allowances in the following words:

“Pay may…. be understood as the value in terms of money of the contribution which a government servant makes…. to a particular category of governmental work with defined or ascertainable duties and responsibilities attached to it. An allowance is in the nature of compensation for expenditure necessarily incidental or consequential upon government work.”

4. The principle that pay scales of employees must reflect the value of contribution made by them in their respective roles in administration appears unexceptionable on the face of it. However, in the absence of a practical method of assigning monetary value to employees’ work, any attempt at valuation of their work to determine pay scales will be open to dispute. Many of the services provided by government do not lend themselves to valuation in monetary terms. Also, the services provided by government in most cases involve the contribution of a large number of employees where assigning value to the contribution of individual employees is difficult. On the other hand, comparison with private sector compensation for similar work to ascertain market wages is also not useful except in a limited number of cases. While the compensation for

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low skilled jobs in the private sector tends to be more uniform in different companies, the emoluments of higher level executives vary widely even within the private sector which makes across the board comparison between private and public sector employment difficult.

5. In a study conducted by the Indian Institute of Management, Ahmedabad, for the Sixth Central Pay Commission, it is found that, in general, private sector compensation for employees at lower levels is much lower than the pay scales of government employees. However, at more senior levels, private sector compensation is much higher than in government. However, wide disparities in compensation are not acceptable in the pay scales of employees in government.

Minimum Pay – Maximum Pay

6. In the past, Central pay commissions as well as pay commissions in some states have adopted the approach of determining the minimum pay for employees based on the cost of a minimum acceptable standard of living for a household. This is calculated on the basis of the current prices of daily necessities like food, clothing, housing, etc., for a family of three consumption units typical in the case of young employees starting their careers in government. The normative consumption requirements of the family as adopted in the 15th Indian Labour Conference in 1957 are considered for this purpose. While the minimum pay is thus worked out on the basis of a set of quantitative norms, the maximum pay for employees at the highest levels is to be determined as that required to attract and retain persons of qualifications and skills appropriate for the higher positions in government services. Needless to say that it is difficult to precisely estimate the maximum pay in the absence of any definite quantifiable measure of the requirements of the most senior positions. The tendency therefore has been for the pay commissions to adhere to a certain ratio - called compression ratio or disparity ratio - between the minimum pay and the maximum pay in government pay scales.

7. A number of factors like educational qualifications at the entry level, mode of recruitment, jurisdiction of an employee’s position, challenges involved in the nature of work, avenues for career progression, etc., are taken into account in evolving pay scales of different services in government and employees working at different levels. In view of the complexity of determining these factors for each service and its different levels, it is hardly considered feasible to evaluate these factors at the time of every revision of pay scales. The general practice has been to accept the historical relativities between pay scales of different services except where specific factors have significantly altered such relativities since the earlier pay revisions. The changing nature of government’s regulatory,

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development and welfare functions and the different skills needed by the adoption of new processes in government’s work, often make it necessary to re-evaluate such historical relativities. Such re-evaluation may involve both horizontal relativities between services and vertical relativities in the hierarchies within individual services.

8. In our federal system of governance a number of functions are shared between central government and the states. The functioning of the central and state governments is also similar in its procedural aspects. It is therefore natural that the services of the centre and the states are organized on somewhat similar lines in their structure, even though significant differences may exist in the scope of their responsibilities, conditions of service, etc. These factors naturally lead to demands for parity, if not uniformity, in the pay structure and other conditions of service between central and state government employees. Further, given the great similarity of functions of the state governments and the way their services are organized, it is also natural that similar pay scales and working conditions are expected as between services of different states. It is in this context that employees’ associations seek parity of their pay scales with those of central government employees as well as employees of the neighboring states.

9. A substantial part of state government expenditure is incurred on programmes to promote the economic growth of the state and improving the quality of life of its citizens. With the growth of the state’s GSDP and the per capita income, government employees also expect a share in the benefits of the state’s economic growth. Such expectations are to be met from time to time with appropriate increases in the pay and allowances of employees. Such revision of pay scales is also necessary to maintain the social and economic status of government employees relative to the rest of the society. It is therefore necessary that pay revisions must bear some relation to the level of general economic growth of the state and the contribution of employees in facilitating the state’s development.

10. In recommending revision of pay scales to government employees the pay commission has to inevitably keep in view the possible impact of such revision on the finances of the state. The possibility of pay revision amounting to fiscal shocks leading to adverse consequences for the state’s financial position should be kept in view as such a situation may not be in the long term interest of the state and its employees. The medium and long term sustainability of the state’s fiscal situation is to be ensured by due adherence to the norms of fiscal discipline enunciated in the recommendations of successive central finance commissions and incorporated in the fiscal responsibility legislation of the state.

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11. In the light of the above discussion, the present commission has undertaken its task of recommending revision in the pay scales of state government employees keeping in view the following principles: a) Determining the minimum pay of employees on the basis of the

present cost of the normative standard of living as per the 15th ILC norms.

b) General adherence to the historically evolved relativities in the pay scales between different services and different cadres within each service.

c) Enabling employees to have a reasonable share in the benefits of the state’s economic growth,

d) Avoiding major disparities between the pay scales of state’s employees and those of comparable services/cadres in the neighbouring states and

e) Continued sustainability of the fiscal discipline achieved by the state in terms of balance between revenue receipts and expenditure.

12. On the basis of the above principles, the commission has endeavoured to evolve revised pay scales which will be adequate to attract and retain appropriate talent in the state’s services and incentivize improved performance by the employees.

13. The terms of reference of the Commission do not mandate the Commission to consider the pay structure of central government employees or of the neighbouring states while determining the revision of pay scales for the state government employees. However, the Commission thought it appropriate to consider this aspect and accordingly has elicited the views/suggestions of employees, associations and others through its questionnaires in the above matter. The Karnataka State Government Employees’ Association, has in its memorandum referred to central government pay scales and pay scales of neighbouring states of Kerala and Andhra Pradesh and pointed out the differentials in emoluments. Some other service associations have also drawn a similar comparison.

Government of India Pay Scales

14. The revised pay structure of central government employees has been approved on the recommendations of the 7th Central Pay Commission replacing the earlier pay structure with effect from 1.1.2016. The present pay scales have been linked to the index average of 261.40 points of the All India Consumer Price Index for Industrial Workers (Base: 2001=100) as on 31.12.2015. The minimum pay of the central employees has been worked out at Rs.18,000 per month after merging the pre-revised basic

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pay of Rs.5,200 and grade pay of Rs.1,800 with dearness allowance of 125% of basic pay. The revised minimum pay effective from 01.01.2016 is 2.57 times the pre-revised basic pay and represents a real increase of 14.29% of the pre-revised wages. The multiplication factor adopted for revising all the other scales ranges between 2.57 and 2.72 resulting in maximum pay of Rs.2,05,400 corresponding to the highest pre-revised pay scale other than the apex pay scale of Rs.80,000 which is raised to Rs.2,25,000. The Cabinet Secretary’s pay is fixed at Rs.2,50,000. The maximum pay fixed at Rs.2,50,000 per month results in a slight increase from the earlier disparity ratio from 12.85 to 13.88. The central pay scales revised from 01.01.2016 replaced the pay band system with a new pay matrix consisting of pay levels and pay cells.

15. The dearness allowance formula for central government employees continues with the same pattern of payment twice in a year depending upon the rise in 12-monthly AIACPI. The annual rate of increment of 3 per cent on basic pay has been replaced by increments at specific amounts ranging from Rs.500 to Rs.6500 indicated in the cells of respective pay levels. The rates of HRA are revised from 30%, 20% and 10% of basic pay to 24%, 12% and 8% of the revised basic pay respectively. A number of special pay/special allowances have been abolished. The quantum of allowances which have been continued has been increased significantly.

Government of Kerala Pay Scales

16. The revised pay structure introduced by the Government of Kerala with effect from 1.7.2014 is based on the recommendations of the 10th Pay Revision Commission and relates to index level of 239.92 points of AIACPI (IW). The new pay scales were evolved by merging 80% of DA as admissible on 01.07.2014 with a fitment benefit of 12% of the pre-revised basic pay. The master scale of pay is devised with a minimum pay of Rs.16,500 and maximum pay of Rs.1,20,000. A service weightage of half percent of basic pay for each completed year of service is added to the fitment benefit of 12% which is subject to a minimum of Rs.2,000. The service weightage is also limited to 15% of the pre-revised basic pay with an overall limit of maximum fitment benefit of Rs.12,000. The number of revised pay scales continues to be 27 as before. The rates of increment range from Rs.500 to Rs.2,400. The payment of DA formula is unaltered and continues to be as per the central government formula to neutralise the price rise over and above the 239.92 points twice in a year.

17. The HRA in Kerala is not given as a percentage of the basic pay but is a fixed amount ranging from Rs.1,000 to Rs.3,000 depending upon the classification of places and the level of pay. The CCA ranges from

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Rs.350 to Rs.500. The various allowances including special allowances have been revised as per the recommendations of the 10th Pay Revision Commission.

Andhra Pradesh Pay Scales

18. The revised pay structure formulated by Government of Andhra Pradesh on the basis of the recommendation of 10th Pay Revision Commission relates to index level of 220.61 points of AIACPI (IW) by merging 63.344% DA as admissible on 01.07.2013, with the revised scales being effective from that date. The master scale of pay is devised with the minimum pay at Rs.13,000 and the maximum at Rs.1,10,850. Pay in the revised pay scale is fixed by merging the DA as on 01.07.2013 plus fitment benefit of 43% of basic pay. The number of revised pay scales continues to be 32 as before. The rates of increment range from Rs.390 to Rs.2,520. The payment of DA is regulated at 0.524% for every 1% DA sanctioned by central government with effect from 01.01.2014.

19. The HRA ranges from 30% to 12% of basic pay subject to a maximum of Rs.20,000 depending upon the classification of places and pay. The CCA ranges from Rs.350 to Rs.500. The various allowances including special allowances have been revised as per the recommendations of the 10th Pay Revision Commission.

Present Pay Scales in the State

20. The revised pay structure formulated by Government of Karnataka on the recommendations of the Official Pay Committee 2011 relates to the index level of 191.5 points of AIACPI (IW) by merging 76.75% DA as admissible on 01.01.2012 and the scales are effective from 01.04.2012. The master scale of pay is devised with the minimum pay at Rs.9,600 and the maximum at Rs.79,800. The pay in the revised pay scale is fixed with a fitment benefit of 22.5% (including interim relief of 15%) of the pre-revised basic pay and by merging the DA as on 01.01.2012. The number of revised pay scales continues to be 25 as before. The rates of increment range from Rs.200 to Rs.1700. The payment of DA is regulated at 0.604% for every 1% DA sanctioned by central government with effect from 01.07.2012.

21. The rates of HRA are at 30%, 20% and 10% of basic pay depending upon the classification of places. The CCA ranges from Rs.250 to Rs.400. The various allowances including special allowances have been revised as per the recommendations of the Official Pay Committee 2011.

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22. A comparison of pay scales of government employees in the neighbouring states as also of the centre in terms of the emoluments as at present is necessary to arrive at a fair determination of pay scales for employees of Government of Karnataka. A stage by stage comparison of the pay scales for this purpose, though possible, will not result in giving a realistic picture as the pay scales in each state apply to specific cadres within a locally determined hierarchical system which may not be comparable to those of other states. The 5th State Pay Commission had therefore attempted a comparison of the pay scales of Karnataka employees of a few selected cadres with the pay scales of similar cadres in the central government and some other states. The present Commission has adopted the same method for obtaining a comparative picture of pay scales. The following table gives details of emoluments (including HRA and CCA at maximum admissible rates) of selected cadres as on 1.7.2016.

Table-5.1

Comparable emoluments of employees of Government of India and neighbouring states

Sl. No Cadre Emoluments

Govt. of India (Rs.)

Andhra Pradesh

(Rs.)

Kerala (Rs.)

Tamil Nadu (Rs.)

Karnataka (Rs.)

1 Group D (Group C in Govt. of India)

Pay 18000 13000 16500 15700 9600

DA 360 2861 1980 314 3864

HRA 4320 3900 1500 1500 2880

CCA/Tr. Allow 1418 400 350 360 350

Total 24098 20161 20330 17874 16694

2 S D A

Pay 21700 16400 19000 18500 11600

DA 434 3609 2280 370 4669

HRA 5208 4920 1500 1800 3480

CCA/Tr. Allow 3780 400 350 360 350

Total 31122 25329 23130 21030 20099

3 ANM

Pay 25500 21230 22200 19500 12500

DA 510 4672 2664 390 5031

HRA 6120 6369 1500 1800 3750

CCA/Tr. Allow 3780 600 350 360 350

Total 35910 32871 26714 22050 21631

4 Primary School Teachers

Pay 35400 21230 25200 20600 13600

DA 708 4672 3024 412 5474

HRA 8496 6369 2000 1800 4080

CCA/Tr. Allow 3780 600 400 360 350

Total 48384 32871 30624 23172 23504

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Sl. No

Cadre Emoluments Govt. of

India (Rs.)

Andhra Pradesh

(Rs.)

Kerala (Rs.)

Tamil Nadu (Rs.)

Karnataka (Rs.)

5 F D A/Steno etc

Pay 25500 22460 25200 19500 14550

DA 510 4943 3024 390 5856

HRA 6120 6738 1500 1800 4365

CCA/Tr. Allow 3780 600 350 360 350

Total 35910 34741 30074 22050 25121

6 High School Teacher

Pay 44900 28940 29200 36900 17650

DA 898 6369 3504 738 7104

HRA 10776 8682 2000 4200 5295

CCA/Tr. Allow 3780 600 400 800 350

Total 60354 44591 35104 42638 30399

7 Superintendent

Pay 29200 28940 30700 36900 20000

DA 584 6369 3684 738 8050

HRA 7008 8682 2000 4200 6000

CCA/Tr. Allow 3780 600 400 800 350

Total 40572 44591 36784 42638 34400

8 Tahsildar Gr-II

Pay 47600 35120 36600 37200 22800

DA 952 7729 4392 744 9177

HRA 11424 10536 2000 4200 6840

CCA/Tr. Allow 3780 700 400 800 400

Total 63756 54085 43392 42944 39217

9 Medical Officers*

Pay 56100 40270 51300 56900 28100

DA 1122 8863 6156 1138 11310

HRA 13464 12081 2500 7500 8430

CCA/Tr. Allow 7560 1000 450 1200 400

Total 78246 62214 60406 66738 48240

10

Assistant Commissioner/KAS Group-A (Junior Scale)

Pay 56100 40270 45800 56100 30400

DA 1122 8863 5496 1122 12236

HRA 13464 12081 2500 7500 9120

CCA/Tr. Allow 7560 1000 450 1200 400

Total 78246 62214 54246 65922 52156

11

Deputy Secretaries/ Joint Directors etc.

Pay 78800 56870 77400 61900 40050

DA 1576 12516 9288 1238 16120

HRA 18912 17061 3000 7800 12015

CCA/Tr. Allow 7560 1000 500 1200 400

Total 106848 87447 90188 72138 68585

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Sl. No

Cadre Emoluments Govt. of

India (Rs.)

Andhra Pradesh

(Rs.)

Kerala (Rs.)

Tamil Nadu (Rs.)

Karnataka (Rs.)

12

Secretaries to Govt. (State Pay scale)- Engineer-in-Chief

Pay 131100 87130 93000 128900 56550

DA 2622 19176 11160 2578 22761

HRA 31464 20000 3000 8300 16965

CCA/Tr. Allow 7560 1000 500 1200 400

Total 172746 127306 107660 140978 96676

Note: DA rates as on 1.7.2016: Government of India at 2%, Andhra Pradesh at 22.008%, Kerala at 12%, Tamilnadu at 2% and Karnataka at 40.25%. *Special allowances paid to Medical Officers not shown

23. The above table shows that the total emoluments in the lowest pay scale are higher than in Karnataka in Andhra Pradesh by 20.77%, Kerala by 21.78% and Tamil Nadu by 7%. A comparison of the lowest pay scales with the Central Government Scale is not considered relevant as the Central Government has decided to abolish the Group-D scale altogether and upgrade the employees in those grades to Group-C levels.

24. As seen from the above table, significant differences exist between the emoluments received by employees in different States and in Central government. These differences are partly reflect the fact that their pay scales have been revised on different dates. Also other factors like the differences in the financial position of the states and the structure and functions of the civil services contribute to such differences. The table below gives details of the dates of pay revision, minimum and maximum pay and the level of AIACPI at which DA was merged in the basic pay as part of the pay revision by the centre and the neighbouring states.

Table-5.2

Comparison of pay structure of Government of India and other neighbouring states

Government

Date of Implementation of present pay

scales

AIACPI Point on

which pay scales are decided

(2001=100)

Number of pay scales/ Levels

Minimum basic pay

in the present

structure (Rs.)

Maximum basic pay

in the present

structure (Rs.)

Ratio between

Minimum &

Maximum pay

Government of India 1.1.2016 261.40 16 18,000 2,50,000 1:13.89

Andhra Pradesh 1.7.2013 220.61 32 13,000 1,10,850 1:8.53

Karnataka 1.4.2012 191.50 25 9,600 79,800 1: 8.31

Kerala 1.7.2014 239.92 25 16,500 1,20,000 1: 7.27

Tamil Nadu 1.1.2016 261.40 32 15,700 2,25,000 1:14.33

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Issue of Parity with Central Pay Scales

25. The principal demand of the Karnataka State Government Employees’ Association (KSGEA), as also of several other associations, is to grant parity in pay scales with the central government employees. The Association has contended that the expenditure on salaries and allowances of employees in Karnataka relative to the total expenditure of government is lowest among states in the entire country. In this regard they have furnished statistical data published by the Reserve Bank of India in respect of the salary expenditure as a percentage of total expenditure incurred by the neighbouring states in the past five years. They have also contended that Karnataka government has enough fiscal space to increase expenditure on salaries and provide parity of pay scales with those of central government. According to them this can be done without crossing the limits set in the Karnataka Fiscal Responsibility Act, 2002 and in the recommendations of various Central Finance Commissions. The Association’s contention is based on figures relating to salary expenditure which do not include the substantial expenditure being incurred on salaries of employees of grant-in-aid institutions and local bodies in the state.

26. The various pay commissions and committees constituted by the State Government earlier have examined in detail the demand of the employees for parity with central government employees. The 3th and 4th State Pay Commissions examined the issue in the context of various factors like the difficulty in establishing equivalence of central and state government cadres, the differences in the conditions of service of employees in the central and state government, and the fiscal capacity of the state government to come to the conclusion that it was not feasible to establish parity between the pay scales of the state government employees with those of the centre. The 5th State Pay Commission noted that different states which have adopted the central pay scales have done so with significant modifications. Further, the central government and state governments being different constitutional units were entitled to having different pay structures appropriate to their own circumstances. Even the Official Pay Committees of 1998 and 2011 had reached the same conclusion.

27. This Commission endorses the views expressed by the 3rd, 4th and 5th State Pay Commissions that it is not practical to give parity in the pay structure of the state and the centre. It may be noted that in the past six decades, the central government has revised pay scales of its employees six times with an interval of about 10 years between each revision. The state government on the other hand has revised pay scales of its employees ten times during the same period with an interval of about 5 to

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7 years on the recommendations of pay revision bodies which have consistently recommended that the State Government should have a pay structure of its own. While deciding on the new pay structure for the State Government employees, the present Commission has kept the above factors in view and endeavoured to make the state pay scales comparable to those of the employees of the neighbouring States in most cases.

*****

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195

Chapter-6

New Pay Structure

1. 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. 2. 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.

3. 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.

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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% weightage (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:

Table-6.1

Calculation of Minimum Pay as on 01.01.2016 by the 7th Central Pay Commission

Sl. No.

Items Per day PCU

Unit Per

month 3 PCU


Expenses (in Rs.)

1 Rice/Wheat 475 gm 42.75 kg 25.93 1108.30

2 Dal (Toor/Urad/Moong) 80 gm 7.20 kg 97.84 704.44

3 Raw Vegetables 100 gm 9.00 kg 58.48 526.28

4 Green Vegetables 125 gm 11.25 kg 38.12 428.85

5 Other Vegetables 75 gm 6.75 kg 32.80 221.42

6 Fruits 120 gm 10.80 kg 64.16 692.93

7 Milk 200 ml 18.00 litre 37.74 679.26

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Sl. No.

Items Per day PCU

Unit Per

month 3 PCU


Expenses (in Rs.)

8 Sugar/Jaggery 56 gm 5.04 kg 37.40 188.48

9 Edible Oil 40 gm 3.60 kg 114.02 410.46

10 Fish 2.50 kg 268.38 670.95

11 Meat 5.00 kg 400.90 2004.51

12 Egg 90 nos. 4.27 383.98

13 Detergents etc Rs/month 291.31 291.31

14 Clothing 5.50 meter 164.88 906.83

15 Total (from 1 to 14) 9217.99

16 Fuel, Electricity, Water charges 2304.50

17 Total (15) divided by 0.8 11522.49

18 Marriage, Recreation, Festivals etc. 2033.38

19 Total (17) divided by 0.85 13555.87

20 Provide for Skill by adding 25% to (19) 3388.97

21 Sum (19+20) 16944.83

22 Housing @ 524.08

23 Total - Divide no. (21) by 0.97 17468.91

24 Step up of 3% on No.23 as DA is projected at 125% on 01.01.2016 524.07

25 Final Minimum Pay as on 01.01.2016 (23+24) 17992.98


Andhra Pradesh State Pay Revision Commission 2014

7. The 10th Pay Revision Commission of Andhra Pradesh calculated the minimum pay at Rs.13,000 as on 1.7.2013 based on the 15th ILC approach as per detailed calculations shown below:

Table-6.2

Need based Minimum Wage (Andhra Pradesh)

Items

Per day PCU (in

gms)

Per month 3 CU

(in Kgs)

Price per KG as per rates on 01.07.2013 (in Rupees)

Total cost per month (as on 01.07.2013) (in Rupees)

Rice 475 42.75 34.99 1495.82

Dal (Toor/Urad/Moong) 80 7.20 73.99 532.73

Raw Vegetables 100 9.00 34.39 309.51

Green Leaf Veg 125 11.25 32.20 362.25

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Items

Per day PCU (in

gms)

Per month 3 CU

(in Kgs)

Price per KG as per rates on 01.07.2013 (in Rupees)

Total cost per month (as on 01.07.2013) (in Rupees)

Other Veg Onion, Potato, Tomato 75 6.75 24.75 167.06

Fruits 120 10.80 71.38 770.90

Milk (18 Ltrs) 200 ml 18.00 37.44 673.92

Sugar/Jaggery 56 5.00 41.66 208.30

Edible Oil 40 3.60 138.67 499.21

Fish 2.50 272.86 682.15

Meat 5.00 395.55 1977.75

Egg (Nos.) 90 3.67 330.30

Detergents etc., Bath & Washing soap, washing powder etc., (Rs.) 329.25 329.25

Clothing # 5.5 mtrs per month

5.50 271.17 per Mt 1491.43

Total 9830.58

Misc.* @ 20% 1966.11

Total 11796.69

Addl.Expr.** 10% 1179.67

Minimum Wage 12976.36

or say 13000

PCU = Per Day Consumption Unit

3CU = Three Consumption Unit

*=20% Miscellaneous charges towards fuel, gas, electricity, water etc

**=Includes expenditure on new items viz., transport, education, household accessories, mobile phone and Internet usage etc., in addition to recreation and festivals

# Clothing as prescribed is 70 yards per year. This works out to about 5.5 mts per month and the cost includes the ancillary charges like stitching etc.

Kerala 10th Pay Revision Commission 2014

8. Adopting a different approach, the 10th Pay Revision Commission of Kerala has revised the minimum pay on the basis of increase in per capita income at constant prices as follows:

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Table-6.3

Minimum pay calculated by Kerala 10th Pay Revision Commission

Basic Pay as on 01.07.2014 Rs.8,500

Increase in pay corresponding to growth in state’s per capita income (at constant prices) during 2009-10 to 2013-14 Rs.1,086

DA as on 01.07.2014 (80%) Rs.6,800

Total Rs.16,386

or Rs.16,400

Pay Commission recommendation Rs.17,000

9. The 10th Kerala Pay Revision Commission recommended a minimum pay of Rs.17,000 which represented a 20% increase over the pre-revised basic pay of Rs.8,500 plus Dearness Allowance at the time of revision.

5th State Pay Commission of Karnataka

10. In Karnataka, the 5th State Pay Commission had examined the criteria/principles adopted by the previous state and central pay commissions and adopted the Modified Constant Relative Income Criteria as more appropriate from the point of view of employees as well as of government. Accordingly, the Commission proceeded to determine the minimum pay as follows:

PÉÃAzÀæ 5£ÉÃ ªÉÃvÀ£À DAiÉÆÃUÀªÀÅ PÀ¤µÀ× ªÉÃvÀ£À ¤zsÀðj¸À®Ä ªÀiÁ¥Àðr¹zÀ ¹ÜgÀ vÀÄ®£ÁvÀäPÀ DzÁAiÀÄ «zsÁ£À (Modified Constant Relative Income Criterion) ªÀ£ÀÄß £ËPÀgÀgÀ ºÁUÀÆ ¸ÀPÁðgÀzÀ zÀÈ¶Ö¬ÄAzÀ®Æ, CvÀåAvÀ ¸ÀªÀiÁ£ÁvÀäPÀ «zsÁ£ÀªÉAzÀÄ PÀAqÀÄ §A¢zÀÝjAzÀ CzÀ£ÀÄß C¼ÀªÀr¹PÉÆAqÀÄ PÀ¤µÀ× ªÉÃvÀ£À ²¥sÁgÀ¸ÀÄì ªÀiÁqÀ¯ÁVzÉ. DAiÉÆÃUÀ gÀavÀªÁzÀ ¢£ÁAPÀ 01-07-2005 jAzÀ F «zsÁ£À DzsÀj¹ PÀ¤µÀ× ªÉÃvÀ£À ¤UÀ¢¥Àr¹zÀÝ°è GAmÁUÀÄªÀ ¥ÀæQæAiÉÄ »ÃVzÉ. 1998gÀ C¢üPÁj ¸À«ÄwAiÀÄ ªÀgÀ¢AiÀÄ£Àß£ÀÄ¸Àj¹, 1998-99gÀ°è PÀ£ÁðlPÀzÀ°è ªÉÃvÀ£À ¥ÀjµÀÌgÀuÉ DVzÉ. gÀÆ.2500/-£ÀÄß PÀ¤µÀ× ªÉÃvÀ£ÀªÉAzÀÄ ¤UÀ¢¥Àr¸À¯ÁVvÀÄÛ. ¢£ÁAPÀ 01-07-2005 gÀAzÀÄ vÀÄnÖ sÀvÉåAiÀÄÄ ªÀÄÆ® ªÉÃvÀ£ÀzÀ ±ÉÃPÀqÀ 71 DVvÀÄÛ (CAzÀgÉ, ªÀÄÆ® ªÉÃvÀ£ÀªÁzÀ gÀÆ.2500/- gÀ ±ÉÃPÀqÀ 71 gÀÆ.1775/- DUÀÄvÀÛzÉ). 1999-2000 jAzÀ 2004-2005gÀ CªÀ¢üAiÀÄ°è, vÀ¯Á gÁ¶ÖçÃAiÀÄ ¤ªÀé¼À DzÁAiÀÄzÀ°è (per capita net national product) DzÀ ±ÉÃPÀqÀ 23.7gÀ ºÉZÀÑ¼ÀªÀ£ÀÄß, £ÀµÀÖ ¥ÀjºÁgÀ CA±À (compensation factor) JAzÀÄ ¥ÀjUÀtÂ¹, ªÀÄÆ® ªÉÃvÀ£À ªÀÄvÀÄÛ vÀÄnÖ sÀvÉåAiÀÄ MlÄÖ ªÉÆvÀÛPÉÌ ¸ÉÃj¸À¯ÁVzÉ. DzÀÝjAzÀ, F «zsÁ£ÀzÀAvÉ ¢£ÁAPÀ 01-07-2005 gÀAzÀÄ £ËPÀgÀgÀ PÀ¤µÀ× ªÉÃvÀ£ÀªÀÅ = gÀÆ.2500 + gÀÆ.1775 + gÀÆ.1013 (gÀÆ.4275/-gÀ ªÉÄÃ¯É ±ÉÃPÀqÀ 23.7gÀ £ÀµÀÖ ¥ÀjºÁgÀ CA±À) = gÀÆ.5288/- CxÀªÁ gÀÆ.5300/- DUÀÄvÀÛzÉ. PÀ¤µÀ× ªÉÃvÀ£À PÀÄjvÀÄ £ËPÀgÀgÀ ¸ÀAWÀzÀ JgÀqÀÄ «©ü£Àß ¨ÉÃrPÉUÀ¼ÀÄ EgÀÄvÀÛªÉ. CªÀÅ 01-04-2004 gÀAzÀÄ gÀÆ.5000/- ªÀÄvÀÄÛ ¢£ÁAPÀ 01-06-2006 gÀAzÀÄ gÀÆ.6000/- JAzÀÄ. ªÉÄÃ°£À «±ÉèÃµÀuÉUÀ¼À ºÁUÀÆ PÉÃAzÀæ ªÀÄvÀÄÛ £ÉgÉ gÁdåUÀ¼À

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£ËPÀgÀgÀÄ F ¢£ÁAPÀzÀAzÀÄ ¥ÀqÉAiÀÄÄwÛgÀÄªÀ PÀ¤µÀ× ªÉÃvÀ£ÀUÀ¼ÀÀ£ÀÄß DAiÉÆÃUÀªÀÅ UÀªÀÄ¤¹zÉ. C®èzÉÃ D ¢£ÁAPÀzÀAzÀÄ gÁdåzÀ°è ¤ÃqÀ¯ÁUÀÄwÛzÀÝ PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.2500 + 1775 = 4275 EgÀÄvÀÛzÉ. gÁdå ¸ÀPÁðgÀzÀ ¸ÀA¥À£ÀÆä®UÀ¼À «Äw ºÁUÀÆ DyðPÀ PÀëªÀÄvÉUÀ¼À£ÀÄß ¥ÀjUÀtÂ¹ PÀ¤µÀ× ªÉÃvÀ£ÀªÀ£ÀÄß gÀÆ.4800/-UÀ¼ÉAzÀÄ ¤UÀ¢¥Àr¸À¯ÁVzÉ. EzÀÄ ¸ÀªÀÄ¥ÀðPÀ ªÀÄvÀÄÛ vÀÈ¦ÛPÀgÀªÁVzÉ JA§ÄzÀ£ÀÄß DAiÉÆÃUÀ ªÀÄ£ÀUÀArzÉ. F PÀ¤µÀ× ªÉÃvÀ£ÀPÉÌ ® sÀåªÁUÀÄªÀ ªÀÄ£É ¨ÁrUÉ ªÀÄvÀÄÛ £ÀUÀgÀ ¥ÀjºÁgÀ ¨sÀvÉåUÀ¼À£ÀÄß ¯ÉPÀÌ ºÁQzÁUÀ £ËPÀgÀgÀ ¸ÀAWÀzÀ ¨ÉÃrPÉUÉ ºÀwÛgÀªÁUÀÄvÀÛzÉ. F »£Éß¯ÉAiÀÄ°è, DAiÉÆÃUÀªÀÅ UÀÆæ¥ï-r £ËPÀgÀgÀ ¥Àæw wAUÀ¼À PÀ¤µÀ× ªÉÃvÀ£À gÀÆ.4800/- JAzÀÄ ¤UÀ¢UÉÆ½¸À®Ä ²¥sÁgÀ¸ÀÄì ªÀiÁrzÉ.

11. The Karnataka State Government Employees’ Association has urged the present commission to fix the minimum basic pay at Rs.22,000 per month effective from 01.04.2017 based on Dr. Wallace Aykroyd’s formula as worked out by the Association. The Association has also followed the 7 steps adopted by the 7th Central Pay Commission in calculation of minimum pay of Rs.22,000. In this calculation, the Association has used a dividing factor of 0.75 instead of 0.85 used by 7th CPC for medical and educational expenses thereby allocating 33% instead of 18% of other expenses. Costs of consumable items obtained from the Department of Economics & Statistics, Government of Karnataka are utilised for their calculation. Further, weightage for skill factor of 25% is used in calculating the minimum pay in view of the change in the educational qualification for recruitment of Group-D category from non-SSLC to SSLC. To this, dearness allowance at 4% admissible as on 1.1.2017 is added to arrive at the figure of Rs.22,000. Similarly, other employees’ associations have also requested for parity with central government pay scales and sought minimum pay ranging from Rs.18,000 to Rs.21,000 with effect from 01.01.2016.

Two Approaches Considered

12. The Commission has examined the methodology adopted by the central pay commission as well as the pay revision commissions of the neighbouring states of Kerala and Andhra Pradesh in calculating the minimum pay. The Commission accepts, in principle, the approach of Aykroyd’s formula as one of the bases for determining the minimum pay for the lowest category of employees. However, the weightage of 25% of the cost of minimum needs provided by the central government on account of upgradation of skills cannot be applied in the current situation of Karnataka’s services. Even though the state government have recently revised the minimum recruitment qualification of Group-D category of certain posts to pass in 10th standard, the recruitment process based on the revised qualifications is yet to be completed in most cases. Moreover, unlike in the case of central government there is no move on the part of

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the state government to do away with group-D services or to merge that category with group-C services. The Group-D category continue to discharge various functions at the field level in several departments of government and local bodies. Taking this important factor into consideration and also the monthly minimum expenses worked out as per the 15th ILC formula with data on current prices obtained from the Directorate of Economics & Statistics, the minimum pay is worked out as shown in the table below:

Table-6.4

Calculation of need based minimum pay (Karnataka)

Sl.No. Items PCU

per day (gms)

Per month 3 CU

Prices as on

01.07.2017 (Rs.)

Expenses

1 Rice/Wheat 475 42.75 Kg 40.94 1750.19

2 Dal (Toor/Urad/Moong) 80 7.20 Kg 79.93 575.50

3 Raw Vegetables 100 9.00 Kg 36.93 332.37

4 Green Vegetables 125 11.25 Kg 42.03 472.84

5 Other Vegetables 75 6.75 Kg 25.08 169.29

6 Fruits 120 10.80 Kg 64.47 696.28

7 Milk 200 ml 18.00 Ltr 37.00 666.00

8 Sugar/Jaggery 56 5.00 Kg 43.54 217.70

9 Edible Oil 40 3.60 Kg 114.01 410.44

10 Fish 2.50 Kg 234.00 585.00

11 Meat 5.00 Kg 394.03 1970.15

12 Egg 90 Nos. 5.00 450.00

13 Detergents (Rs/Month) 290.09 290.09

14 Clothing 5.50 Mtr 121.04 665.72

15 Total (from 1 to 14) 9251.55

16 Fuel, electricity, water charges, etc. 2312.89

17 Total (15) divided by 0.80 11564.44

18 Marriage, recreation, festivals etc. 2040.78

19 Total (17) divided by 0.85 13605.22

20 Housing 1511.69

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Sl.No. Items PCU

per day (gms)

Per month 3 CU

Prices as on

01.07.2017 (Rs.)

Expenses

21 Total (19) divided by 0.90 15116.91

22

Additional Expenditure on new items viz., transport, education, household accessories, mobile phone and internet usage etc., in addition to recreation and festivals

1679.66

23 Total (21) divided by 0.90 16796.57


13. In determining the minimum pay of government employees, the Commission has also taken into account the Modified Constant Relative Income Criterion adopted by the 5th State Pay Commission which was also one of the approaches considered by the 10th Kerala Pay Revision Commission. For this purpose, the Commission has noted that the per capita GSDP of the state at constant prices has increased from Rs.94,417 in 2012-13 when the last pay revision was effected in the State to Rs.1,20,403 in 2016-17 as reported by the Director of Economics and Statistics. This represents an increase of 27.52% in the intervening period. Since the Commission has taken into account the cost of living index (AIACPI) as on 1.7.2017, it would be reasonable to determine the increase in the pay scales of employees at about 30 per cent. This corresponds to the increase in the minimum pay calculated at Rs.16,800 above as per the parameters of 15th ILC formula.

14. Following the above two approaches, the Commission has worked the minimum pay in the revised pay scales as detailed in this para. The minimum pay at the lowest pay scale of Government employees at present is Rs.9,600. The DA admissible as on 1.7.2017 at 45.25% works out to Rs.4,344 giving a total of Rs.13,944. The present minimum basic pay increased by 30% (Rs.12480) plus dearness allowance of 45.25% works out to Rs.16,824. Based on the the Aykroyd formula, the Commission has calculated the minimum pay at Rs16,800 as shown in the above table. The same is rounded off to fix the revised minimum basic pay at Rs.17,000.

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Maximum Pay

15. The previous pay commissions and committees in the state have maintained a ratio of minimum pay to maximum pay at 1 : 8 to 1 : 8.5. The previous pay revision effective from 01.04.2012 on the recommendations of the Official Pay Committee-2011 has maintained the ratio at 1 : 8.3. The existing ratios between minimum and maximum pay of the central government and the neighbouring States is as follows:

Government of India 1 : 12.5 Andhra Pradesh 1 : 8.527 Kerala 1 : 7 Tamil Nadu 1 : 14.33

16. The Karnataka State Government Employees’ Association has suggested 1 : 9 as the ideal ratio. The other associations and individuals have suggested different ratios ranging from 1 : 3 to 1 : 11.

17. Any reduction in the ratio between the minimum and maximum pay in the revised pay structure will result in lower emoluments for senior positions like the posts of Secretaries to Government (on state pay scales) and Engineers-in-Chief etc. Keeping in view the higher responsibilities shouldered by officers in these positions, it is essential to remunerate them appropriately with compensation comparable to similar positions in other states. Accordingly, the Commission has determined the maximum pay at Rs.1,50,600 resulting in a ratio of 1 : 8.86.

Master Scale and its Advantages

18. The concept of a master scale is being followed in the state since the Second Pay Commission. This has the advantage of a single running scale for the entire gamut of services in the state government. Individual scales are assigned to the posts/categories of posts segmenting them from the master scale. For determining the master scale, the factors taken into consideration are minimum and maximum pay, number of pay scales, span of pay scales at various levels, rates and stages of increments.

19. This system has a distinct feature that every official who has reached a particular stage of pay gets the same rate of increment irrespective of the pay scale attached to the post held by him/her. The pay ranges and the rates of increments are determined so as to conform to the master pay scale. The Karnataka State Government Employees’ Association and other Associations have also favoured the continuation of the system of a master scale under the revised pay structure. Having noted the salient features of the master scale and its advantages and considered the views

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of the previous pay revision bodies in this regard, the Commission recommends the continuation of the system of a master pay scale.

20. The minimum and maximum pay having been determined at Rs. 17,000 and Rs.1,50,600, the Commission recommends the following master scale with 92 stages, based on the parameters analysed above.

Revised Master Scale: Rs.17000-400-18600-450-20400-500-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-53900-1450-62600-1650-72500-1900-83900-2200-97100-2500-112100-2800-128900-3100-150600

Number of Pay Scales

21. Over the years the number of pay scales has been rationalised in successive pay revisions. From 108 pay scales at the time of the formation of the state in 1956 the number was brought down to less than 20 by 1980s. Subsequently, to accommodate the needs of over 2000 cadres in the state government, the number of pay scales has been increased from time to time on the recommendations of pay commissions and committees. It is generally seen that larger the number of pay scales, the greater is the complexity and difficulty in cadre management. The categories of cadres which have comparable job content in terms of skills/knowledge and responsibility, though performing different tasks, could be grouped into a single grade with due regard to comparable minimum qualifications for recruitment and other factors. Thus, it has been possible to group several categories of posts into a single compensation bracket thereby reducing the number of pay scales. At present, there are 25 pay scales in force in Karnataka. In comparison, there are 32 pay scales in Andhra Pradesh and 25 pay scales in Kerala. Similarly, Government of India has 16 pay levels and two fixed pay structures. Tamil Nadu has 32 pay levels. This Commission is of the view that the present number of pay scales adequately serves the purpose of a meaningful differentiation of levels of services in government of Karnataka and provides adequate incentives for career advancement. Accordingly, the Commission recommends retaining the number of scales at 25. These scales form segments of the master scale of Rs.17,000-150,600.

Span of Pay Scales

22. The span or the length of pay scales is determined keeping in view the length of service that employees render before getting promoted to a higher post. Generally the time span of pay scales should be long enough to avoid stagnation of employees at the maxima. However, unduly long span of pay scales can result in reducing the differentials between pay

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scales. The existing span of scales of pay range from 11 to 27. Under Group-C and D categories, the span ranges from 21 to 27 stages.

23. The Karnataka State Government Employees’ Association and other associations have represented for open ended pay scales even while continuing the master scale to avoid stagnation of employees on any pay scale. In the Commission’s view, the open ended scales sought by the associations will result in the loss of the significance of differential scales of pay inherent in the hierarchy of services and cadres. Therefore, the Commission has largely retained the existing span of pay scales with the addition of two stages.

Rates of Increments 24. The pay of an employee which represents the value of her work is

expressed in the form of a time scale of pay with appropriately spaced increments. The increasing quantum of pay underlines the following assumptions: (i) The employee’s work improves both in quantity and quality as he

gains experience and therefore the value of his work increases; (ii) The family responsibilities of an employee increase as she advances

in age, accordingly the pay should increase to meet her increasing responsibilities; and

(iii) The annual increment or rise in the pay serves as an incentive to the employee to put forth sustained effort in his work.

25. The rates of increment included in the central pay scales and in the neighbouring States are as follows:

Table-6.5

Rates of increment in central government and neighbouring states

Rate of Increment

Central Government Rs.500 to Rs.6,500 (Average 3% of pay)

Andhra Pradesh Rs.390 min; Rs.2,520 max.

Kerala Rs.500 min; Rs.2,400 max. (2.04% to 2.94%)

Karnataka (since 2012) Rs.200 min; Rs.1,700 max. (2% to 2.4%)

Tamil Nadu Rs.500 to Rs.5,400 (Average 3% of pay)

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26. The Karnataka State Government Employees’ Association and others have generally requested to recommend 3% of revised basic pay as the rate of increment as had been adopted earlier by the central government. Keeping in view the number and span of pay scales now recommended and the need for maintaining the relativities between the present and the revised pay scales, the Commission has worked out the rates of increments (eighteen in number) ranging from Rs.400 to Rs.3,100 which are close to twice the rates of the existing rates of increments.

27. At present, the practice in state government is to sanction annual increments to employees with reference to their date of joining service or officiating in a particular post. This results in increments for different employees in organisation being sanctioned on different dates throughout the year. In the central government the current practice is to sanction annual increments to employees twice in a calendar year, i.e. with effect from 1st January or 1st July. This would mean that the increments for employees appointed/promoted to a post between 1st January and 30th June are sanctioned with effect from 1st January and those appointed/promoted between 1st July and 31st December on 1st July itself. This one time change in the schedule of sanction of increments will result in considerable reduction in administrative work. This will also benefit employees who retire a short time before their next increment is due under the present system. The Commission therefore recommends that the system of sanctioning annual increments twice in a year on 1srt January and 1st July as in vogue in government of India should be adopted in the state government.

Revised Pay Structure

28. The new pay structure evolved by the Commission, based on the above discussion with a minimum pay of Rs.17,000 and a maximum pay of Rs.1,50,600 has 92 stages with 18 incremental rates ranging from Rs.400 to Rs.3,100. The span of the new pay scales is in the range of 13 to 29. The new pay structure with 25 revised pay scales corresponding to the existing scales is shown below:

Table-6.6

Existing and recommended pay structure

Existing Recommended

1. Master Scale 1. Master Scale

9600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-28800-800-33600-900-39000-1050-45300-1200-52500-1350-

17000-400-18600-450-20400-500-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-53900-1450-62600-1650-72500-1900-

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Existing Recommended 60600-1500-69600-1700-79800 83900-2200-97100-2500-112100-2800-

128900-3100-150600 Minimum: 9600; Maximum: 79800 Minimum: 17000; Maximum: 150600

Number of Pay Stages: 91 Number of Pay Stages: 92

2. Annual Increment Rate 2. Annual Increment Rate

200,250,300,350,400,450,500,600,700, 800, 900,1050,1200,1350,1500,1700 (16)

400,450,500,550,600,650,750,850,950, 1100,1250,1450,1650,1900,2200,2500, 2800,3100 (18)

3. Pay Stages of Increment Rates 3. Pay Stages of Increment Rates

9600,12000,13000,14200,15600,17200, 19000,21000,24600,28800,33600,39000, 45300,52500,60600,69600,79800 (No. of Pay Stages: 17)

17000,18600,20400,22400,24600,27000,29600,32600,36000,39800,46400,53900,62600,72500,83900,97100,112100, 128900,150600

(No. of Pay Stages: 19)

4. Ratio of Minimum and Maximum Pay - 1 : 8.31

4. Ratio of Minimum and Maximum Pay - 1 : 8.86

Existing pay scales and corresponding new pay scales

Sl. No. Existing Pay Scales

Span (Years) Recommended Pay Scales

Span (Years)

1 9600-200-12000-250-13000-300-14200-350-14550 21

17000-400-18600-450-20400-500-22400-550-24600-600-27000-650-28950

23

2 10400-200-12000-250-13000-300-14200-350-15600-400-16400

22 18600-450-20400-500-22400-550-24600-600-27000-650-29600-750-32600

24

3 11000-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000

25

19950-450-20400-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-37900

27

4 11600-200-12000-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000

26

21400-500-22400-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-42000

28

5 12500-250-13000-300-14200-350-15600-400-17200-450-19000-500-21000-600-24000

27

23500-550-24600-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-47650

29

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208



Span (Years)

6 13600-300-14200-350-15600-400-17200-450-19000-500-21000-600-24600-700-26000

26 25800-600-27000-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-51400

28

7 14550-350-15600-400-17200-450-19000-500-21000-600-24600-700-26700

24 27650-650-29600-750-32600-850-36000-950-39800-1100-46400-1250-52650

26

8 16000-400-17200-450-19000-500-21000-600-24600-700-28800-800-29600

24 30350-750-32600-850-36000-950-39800-1100-46400-1250-53900-1450-58250

26

9 17650-450-19000-500-21000-600-24600-700-28800-800-32000

23 33450-850-36000-950-39800-1100-46400-1250-53900-1450-62600

25

10 19000-500-21000-600-24600-700-28800-800-33600-900-34500

23 36000-950-39800-1100-46400-1250-53900-1450-62600-1650-67550

25

11 20000-500-21000-600-24600-700-28800-800-33600-900-36300

23 37900-950-39800-1100-46400-1250-53900-1450-62600-1650-70850

25

12 21600-600-24600-700-28800-800-33600-900-39000-1050-40050

24 40900-1100-46400-1250-53900-1450-62600-1650-72500-1900-78200

26

13 22800-600-24600-700-28800-800-33600-900-39000-1050-43200

25 43100-1100-46400-1250-53900-1450-62600-1650-72500-1900-83900

27

14 24000-600-24600-700-28800-800-33600-900-39000-1050-45300

25 45300-1100-46400-1250-53900-1450-62600-1650-72500-1900-83900-2200-88300

27

15 26000-700-28800-800-33600-900-39000-1050-45300-1200-47700

24 48900-1250-53900-1450-62600-1650-72500-1900-83900-2200-92700

26

16 28100-700-28800-800-33600-900-39000-1050-45300-1200-50100

23 52650-1250-53900-1450-62600-1650-72500-1900-83900-2200-97100

25

17 30400-800-33600-900-39000-1050-45300-1200-51300 21

56800-1450-62600-1650-72500-1900-83900-2200-97100-2500-99600

23

18 32800-800-33600-900-39000-1050-45300-1200-52500 19

61150-1450-62600-1650-72500-1900-83900-2200-97100-2500-102100

21

19 36300-900-39000-1050-45300-1200-52500-1350-53850 16 67550-1650-72500-1900-83900-

2200-97100-2500-104600 18

20 38100-900-39000-1050-45300-1200-52500-1350-55200 15 70850-1650-72500-1900-83900-

2200-97100-2500-107100 17

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Span (Years)

21 40050-1050-45300-1200-52500-1350-56550 14 74400-1900-83900-2200-97100-

2500-109600 16

22 44250-1050-45300-1200-52500-1350-60600 13 82000-1900-83900-2200-97100-

2500-112100-2800-117700 15

23 48900-1200-52500-1350-60600-1500-63600 11 90500-2200-97100-2500-112100-

2800-123300 13

24 52500-1350-60600-1500-69600-1700-73000 14 97100-2500-112100-2800-128900-

3100-141300 16

25 56550-1350-60600-1500-69600-1700-79800 16 104600-2500-112100-2800-

128900-3100-150600 17

The 25 revised pay scales as recommended above correspond to the existing pay scales of the same number.

Fitment in the New Pay Scales

29. The minimum pay in the new pay scales is worked out on the basis of the cost of living as on 1.7.2017 corresponding to AIACPI index level at 276.9 (base 2001=100). The Dearness Allowance of 45.25% payable to state government employees with effect from 1.7.2017 is also merged in the revised pay scales shown above. Keeping in view the need for making the emoluments of state government employees comparable to those of the neighboring states, as also the increase in the state’s per capita income since the last pay revision in 2012, the commission recommends a fitment of 30% in the basic pay of employees as on 1.7.2017.

30. In implementing the proposed pay revision, the following formula shall be adopted in determining the basic pay in the new pay scales: a) Basic pay of the employee as on 1.7.2017. b) Dearness allowance at 45.25% corresponding to index level of 276.9

of AIACPI. c) Fitment benefit of 30% of the basic pay of the employee as on

1.7.2017. d) The new basic pay shall be fixed at the stage next above the sum of

(a), (b) and (c) in the pay scale applicable to the post. 31. The 5th State Pay Commission had recommended that the special

allowance sanctioned for primary school teachers, high school teachers and junior college lecturers at Rs.200 per month should be taken into account while giving fitment to those employees in the revised pay scales recommended by that commission. The new pay scales corresponding to the earlier pay scales were introduced for all the above categories of

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employees with effect from 1.7.2005 and a higher pay scale for primary school teachers was implemented with effect from 1.8.2008. However, while implementing the revised pay scales, the government had continued payment of the special allowance without including it in the basic pay at the time of giving fitment. The said allowance has since been enhanced to Rs.450 for primary school teachers and Rs.400 for high school teachers appointed prior to 1.8.2008 and Rs.500 for pre-university lecturers. The associations of these employees have represented to the Commission for merger of these allowances in their basic pay. The Commission is of the view that the continuance of special allowance on an adhoc basis is not desirable. We therefore recommend that in giving fitment in the new pay scales to the above categories of teachers who are now in receipt of the special allowance, the amount of special allowance being paid to them should be added to the pre-revised basic pay and dearness allowance. Accordingly, the fitment formula for the above categories of teachers will be as follows: a) Basic pay of the employee as on 1.7.2017. b) Dearness allowance at 45.25% corresponding to index level of 276.9

of AIACPI. c) Fitment benefit of 30% of the basic pay of the employee as on

1.7.2017. d) Special allowance of Rs.450/400/500 being paid to the employee. e) The new basic pay shall be fixed at the stage next above the sum of

(a), (b), (c) and (d) in the pay scale applicable to the post. 32. In keeping with the existing practice, the revision of pay scales of

employees of the aided educational institutions, local bodies etc., may be effected on the same lines as recommended for the government employees.

33. Several employees’ associations have sought implementation of the pay revision with effect from 1.4.2017 on the ground that the said date marks a five year period from the last revision effective from 1.4.2012. As seen from the chronology of pay revisions in the state, there has been no rigid periodicity to revising pay scales. The last revision, as also three earlier revisions since 1970, have taken place with an interval of about seven years. On three occasions during the period pay revision has taken place within five years of the earlier pay revisions.

34. The commission has determined the revision of pay scales with reference to the cost of living as per AIACPI index and dearness allowance payable as on 1.7.2017 and we are of the view that the revised pay scales should be implemented at the earliest opportunity after submission of our report.

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We have also noted that the Medium Term Fiscal Plan presented to the Legislature in March 2017 states that the salary expenditure of the state government is projected at an increased level for 2018-19 to accommodate the likely revision of pay scales (MTFP 2017-2021 Page 44). We therefore recommend that the revision of pay and pensions should be made as on 1.7.2017, and the financial benefit of the revision given to the employees right from the beginning F.Y.2018-19, i.e. with effect from 1.4.2018 itself.

Dearness Allowance 35. In order to protect the value of pay of the employees from the effects of

inflation, dearness allowance is being paid by the state government according to the DA formula adopted by the central government. Most state governments are following the same practice which is generally accepted by employees. The Commission recommends continuation of the practice of paying dearness allowance on the central pattern linked to the average twelve monthly level of the All India Average Consumer Price Index. Since the dearness Allowance up to the index level of 276.9 of AIACPI is merged with the revised pay scales as proposed above, the future payment of dearness allowance shall correspond to 0.944 of each percentage of DA sanctioned to central employees after 1.7.2017. The dearness allowance may be released in two installments every year as per the current practice.

36. The Commission has received a large number of representations from employees of various departments including Police, Education, Health & Family Welfare, Forests etc., for upgradation of pay scales of several cadres and for removal of anomalies in pay scales in specific cases. Women employees have represented for certain separate facilities to improve their working conditions. These representations are being separately examined by the Commission in the light of the discussions in our meetings with Heads of Departments, employees’ associations and groups of employees. The Commission will make its recommendations on such matters separately, indicating the date from which such recommendations may be implemented and the manner of incorporating such revisions in the new pay scales.

*****

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212

Chapter-7

Allowances, Advances and Other Benefits

1. In the earlier chapters of this report the Commission has dealt with the revision of pay scales and dearness allowance and specified the formula for fitment benefit for implementing the new pay scales. Besides dearness allowance which protects the value of employees’ pay from erosion by inflation, government employees are paid a number of other allowances to compensate them for any additional or specially arduous duties performed; additional expenditure incurred in the course of work; or on account of the higher costs of living in the place of their posting. These other allowances include charge allowance, conveyance allowance, travelling allowance, daily allowance, fixed travelling allowance, transfer grants, hill station allowance, out of state allowance, uniform allowance and special allowance/special duty allowance. Along with the revision of pay scales of employees these allowances also need to be revised keeping in view the increased cost of living, travel etc., wherever it is considered appropriate to continue the existing allowances.

2. The Commission has received several representations from departments and employees’ associations for recommending payment of certain new allowances and also extension of existing allowances to additional categories of employees. The Commission will go into these requests in the second volume of its report in which the department-wise benefits sought and anomalies to be corrected etc., will be dealt with.

3. The Commission’s recommendations on the revision of the existing allowances as also the rates of advances payable to employees are dealt with in this chapter.

4. House Rent Allowance: The present rates of House Rent Allowance in different classes of cities and rural areas need to be revised in view of the increased cost of housing. The increase recommended in the quantum of these allowances corresponds to the increase in the pay scales recommended in this report. The increase in the quantum of HRA in each case is about 40% of the present amount. It is noted that the rates of HRA now proposed are similar to the rates in the case of central government employees after the revision of central pay scales in 2016. The revised rates of House Rent Allowance recommended are as follows:

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Table-7.1

Rates of house rent allowance

Sl. No. Category of Cities/

Rural areas

Rate of HRA (% of the basic pay)

Rate of HRA (% of the revised basic pay)


1 A 30 24

2 B 20 16

3 C 10 8

5. City Compensatory Allowance: This allowance is paid to compensate for the high cost of living in cities and also to meet the additional expenses on travel to place of work. The current rate of CCA and the recommended rates are as follows.

Table-7.2

Rates of city compensatory allowance

Classification of Cities/

Towns

Group to which Govt.,

servant belongs

Rate of CCA (in Rs.)

Rate of CCA

(in Rs.)


BBMP A & B 400 600

C & D 350 500

Belagavi*, Huballi-Dharwad, Mangaluru*, Mysuru* Kalburgi, * Urban Agglomerations

A & B 300 450

C & D 250 400

6. Out of State Allowance: Out of State allowance is paid to government employees working in the State government offices located outside the state like, the office of the Resident Commissioner, Karnataka Bhavan, New Delhi, state government choultries of Varanasi, Thirumala and Srisailam, etc., to compensate them for the high cost of living and working outside the State. This allowance is not extended at present to employees of some departments working in New Delhi. The Commission is of the view that employees of different departments posted in New Delhi should also be paid out of state allowance as in the case of the employees of Karnataka Bhavan.

The present rate of out of state allowance is 35% in New Delhi and 10% in government choultries of Varanasi, Tirumala, Srisailam and Mantralaya and other offices located outside the state. The present rates of 35% for employees posted in New Delhi and 10% for employees in

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other places are recommended to be continued at 35% and 10% of the revised basic pay respectively. The above rates of out of state allowance shall also be applicable to employees of other departments serving in New Delhi and other places.

7. Hill Station Allowance: This allowance is now paid only in Madikeri, Ooty, B.R.Hills and Nandi Hills. Employees in other parts of Kodagu district as also in some parts of Chikmagalore, Dakshina Kannada and Udupi districts have represented for extending the hill station allowance to them. The justification for payment of hill station allowance is the higher levels of day to day expenditure to be incurred on account of the climatic conditions and the difficulty in obtaining daily necessities. The development of these areas over several decades has largely mitigated a number of problems faced by employees working in these places. The Official Pay Committee, 2011 had also recommended discontinuation of this allowance after some time. The Commission is therefore of the view that time is now ripe for discontinuing this allowance altogether. We therefore recommend that payment of Hill Allowance may be discontinued for all classes of employees.

8. Charge Allowance: Charge allowance is paid to government employees for discharging additional responsibilities of equivalent or higher posts along with the duties of the post in which they are officiating. The existing rate of charge allowance is 7.5% of the minimum of the basic pay of the post held as additional charge. With the proposed revision of pay scales the quantum of charge allowance will also be increased proportionately, adequately compensating the employees at the new pay levels. Therefore the Commission recommends that the existing rate of charge allowance of 7.5% be continued even in the revised pay scales.

9. Uniform Allowance: Government employees in a number of cadres and departments are required to wear prescribed uniforms while on duty. The cost of equipping themselves with the prescribed uniforms and their maintenance varies in different departments and cadres according to the nature of their functions and duties. In certain cases, employees are required to wear uniforms not only while performing routine duties but also during their participation in formal or ceremonial functions, parades etc. The Commission has kept the above circumstances in view in proposing the revised rates of Uniform Allowances for different departments and cadres as shown below:

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215

9.1 Police Department:

Sl. No.

Department and Category of post

Existing Rates

(in Rs.)

Recommended Rates

(in Rs.)

1 Superintendent of Police (Non IPS) Initial grant Rs.4000

Renewal grant Rs.750 per annum maintenance grant Rs.100 per month

1.Initial grant Rs.6000 2.Renewal grant Rs.1500 per annum, maintenance grant Rs.500 per month 2 Dy. Superintendent

of Police

3 Police Inspector

Initial grant Rs.4000 Maintenance grant Rs.100 per month, Renewal grant Rs.750 per annum

Initial grant Rs.5000 2.Renewal grant Rs.1500 per annum, 3.maintenance grant Rs.500 per month

4 Sub-Inspector of Police

Maintenance grant Rs.500 per month

Rs.500 per month

5 Police Constable to Assistant Sub-Inspector Rs.500 per month

9.2 Prisons Department:

1 Superintendent of Central Prison

(i) Initial grant Rs.4000 (ii)Renewal grant Rs.750 per annum

1.Intial grant Rs.6000 2.Renewal grant Rs.1500 per annum 2 Assistant

Superintendents

3 Chief Jailer/ Jailers

1 Superintendent of Central Prison

Uniform maintenance grant Rs. 100 per month

Rs.500 per month

2 Superintendent of District Prison Rs.500 per month

3 Assistant Superintendents Rs.500 per month

4 Chief Jailer/ Jailers Rs.500 per month

5

Chief Warder / Head Warder Warder Rs. 500 per month

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9.3 Transport Department:

1 Senior Inspector of Motor Vehicles (i)Rs.3000 once in 5 years

(ii)Maintenance grant Rs.100 per month

(i)Rs.3000 once in 2 years

(ii)Maintenance grant Rs.300 per month 2 Inspector of Motor

Vehicles

9.4 Excise Department:

1 Deputy Superintendent of Excise

(i)Rs.3000 once in 5 years (ii) Maintenance grant of Rs.1000 per annum

(i) Rs.3000 once in 2 years (ii) Maintenance grant of Rs.2000 per annum

2 Inspector of Excise Rs.1000 per annum Rs.1500 per annum

3 Sub-Inspector of Excise Rs.1000 per annum Rs.1500 per annum

4 Excise Head Guards/Guards

Maintenance Allowance Rs.100 per month

Maintenance Allowance Rs.300 per month

9.5 Fire and Emergency Services Department:

1

Officers of and above the rank of Fire Station Officers (sub officer)

Rs.1500 per annum Maintenance grant Rs.500 per month.

Existing rates may be continued

2

Officers below the rank of Fire Station Officers (Sub Officers)

Maintenance grant Rs.500 per month

Existing rates may be continued

9.6 Health and Family Welfare Dept/Medical Education/ESI:

1 Nursing Superintendent Grade-I

Rs.400 per month Rs.500 per month 2 Nursing Superintendent Grade-II

3 Sisters/Tutors

4 Senior Nurse/Nurse

5 Midwives/Junior Health Assistants(Female) Rs.250 per month Rs.400 per month

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9.7 Forest Department:

1 Range Forest Officer Rs.1,250 per annum

(i)Rs.2,000 per annum

(ii)Maintenance Allowance of Rs.300 per month

2 Deputy Range Forest Officer (Forester)

(i)Rs.1,500 per annum (ii)Uniform Maintenance Allowance Rs.100 per month

(i)Rs.1,500 per annum (ii)Uniform Maintenance Allowance Rs.300 per month 3 Forest Guard

9.8 Legal Metrology Department

1 Inspectors of Weights & Measures Rs.750 per annum Rs.1,500 per annum

9.9 State Protocol and Guest Houses, DPAR (Protocol)

1 Deputy Secretary/ Under Secretary (protocol)

Rs.12,000 once in 2 yrs. No change

2 Sr.Assistant, Assistant/ Junior Assistant Rs.5,000 once in 2 yrs. Rs.6,000 once in 2 yrs.

3 Group 'D' Employees (Airport) Rs.2,000 per annum. Rs.3,000 per annum.

4 Special Officer, K.K.Guest House

Rs.12,000 once in 2 yrs. No change

5

Employees working in Karnataka Bhavan and Office of Resident Commissioner, New Delhi

1) Manager (Protocol and Transport) Rs.1,000 per annum Rs.3,000 per annum

2)Asst. Manager (Protocol and Transport) Rs.3,000 per annum

3) Group-C Rs.5,000 once in 2 yrs. Rs.2,500 per annum

4) Group-D Rs.2,000 per annum No change

Warm Clothing Allowance: 1) Group-A Officers Rs.5,000 once in 3 yrs. Rs.5,000 once in 2 yrs.

2) Group-B Officers Rs.4,000 once in 3yrs Rs.4,000 once in 2 yrs.

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3) Group-C Officials Rs.4,000 once in 3yrs Rs.4,000 once in 2yrs 4) Group-D Officials Rs.3,600 once in 3yrs Rs.3,600 once in 2yrs

9.10 DPAR (Executive)

1 Deputy Secretary, Under Secretary, Section Officer

Rs.8,000 once in 2 yrs No change

2

Senior Supervisor/Health Inspector/Junior Supervisors

Rs.5,000 once in 2 yrs No change

9.11 Government Guest House, Ooty

1 Warm clothing allowance Rs.750 per annum Rs.1,200 per annum

9.12 Others

1 All Drivers/ Senior Drivers

Rs.300 per month Rs.400 per month

2 All Group 'D' employees and Sanitation Workers

Rs.300 per month Rs.400 per month

10. Conveyance Allowance: This allowance is paid to government employees who are required to maintain and use own vehicles for official journeys. Taking into account the increase in fuel prices and the cost of maintenance the Commission recommends enhancement of the rates as detailed below:

Table-7.3

Conveyance allowance

Sl. Government servants belonging to various Groups who are required to maintain and use their own Conveyance

for official journeys

Vehicles maintained and used Motor Car/ Motor Cycle/

Scooter/Luna Moped/ Bicycle

Existing Rate of allowance

(per month)

Recommended Rates

(per month)

1 Group- A Rs.600 Rs.900

2 Group- B Rs.600 Rs.900

3 Group- C Rs.400 Rs.600

4 Group- D Rs.200 Rs.300

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11. Fixed Travelling Allowance: Government employees who are required to travel regularly in discharge of their official duties and who are not provided with any official vehicle are paid monthly fixed travelling allowance to compensate them for the expenditure incurred on travel. The Commission has received requests for enhancement of the rates of fixed travelling allowance from employees of various departments including Revenue, Survey Settlement & Land Records, Animal Husbandry and Veterinary Sciences departments etc. The Commission has considered these requests keeping in view the general increase in the cost of travel and recommends the following revision in the rates of Fixed Travelling Allowances:

Table-7.4

Fixed travelling allowance

11.1 Revenue Department:

Sl. No.

Departments Existing Rates

per month

Recommended Rates per

month

1 Tahsildar in charge of Taluka (who have not been provided with a Government vehicle)

Rs.750 Rs.1000

2 Revenue Inspector Rs.450 Rs.750 3 Village Accountant Rs.300 Rs.500

11.2 Survey Settlement and Land Records:

1 Assistant Director Rs.750 Rs.1000

2 Supervisors Rs.460 Rs.750

3 First / Second Division Surveyors Rs.420 Rs.600

4 Bandh Peons Rs.300 Rs.400

11.3 Women and Child Development Department:

1 Supervisors Rs.500 Rs.750

11.4 Health and Family Welfare Department:

1 Junior Health Assistant (Male/Female) Rs.300 Rs.400

2 Senior Health Assistant (Male/Female) - Rs.400

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11.5 Animal Husbandry &Veterinary Services:

1 Senior Veterinary Inspector Rs.400 Rs.600

2 Veterinary Inspector Rs.225 Rs.400

11.6 Agriculture Department:

1 Assistant Agricultural Officer Rs.500 Rs 750

2 Agricultural Assistant Rs.225 Rs.400.

11.7 Department of Public Instruction:

1 Block Educational Officer (who have not been provided with a Government Vehicle)

Rs.750 Rs.1,000

11.8: Subordinate Judiciary:

1 Bailiffs and Process Servers Rs.300 Rs.500

12. Travel and Daily Allowance: Travelling and Daily allowances are paid to government employees to meet the cost of travel, stay, food, etc., for performing journeys while discharging official duties. They are also paid for transfer in public interest, to attend training programmes, seminars, etc. Daily Allowance at special rates is paid for stay in hotels or other registered establishments providing boarding and lodging at scheduled tariff where employees are not able to stay in government accommodation. The classification of government employees to determine their entitlement to different classes of accommodation and rates of allowance is to be revised in view of the recommended revision in pay scales. The rates of allowances also need to be revised keeping in view the increased cost of travel, accommodation etc. The Commission recommends the following revised classification of employees and rates of allowances corresponding to the revised scales of pay:

12.1 Classification of employees

Category Pay Range (Per Month)


I A Rs.40,050 and above Group-A (Senior Scale and above)

I B Rs.34,500 to Rs.40,049 Group-A (Junior scale)

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221

Category Pay Range (Per Month)


II Rs.22,200 to Rs.34,499 Group-B employees

III Rs.16,000 to Rs.22,199 Group-C employees

IV Below Rs.16,000 Group-D employees

12.2 Entitlement of Bus Travel:

Categories of Employees Entitlement

I A

Volvo (Airavatha)- A.C. Seater Corona (Ambari)- Non A.C. Seater Non A.C. Sleeper and A.C. Sleeper Ultra Deluxe (Rajahamsa) – Non A.C. Seater

I B

II Sheethal – A.C. Seater Ultra Deluxe (Rajahamsa) – Non A.C. Seater

III & IV Ordinary / Express – Non A.C. Seater

12.3 Daily Allowance:

(in Rs.)

Category

Halts within the State

Halts outside the State

Bangalore Places within Municipal Corporation areas

Other places Delhi, Mumbai,

Kolkata, Chennai & Hyderabad

Other places

1

2 3 4 5 6 7 8 9 10

Existing Recom-

mended Existing Recom-




mended

I A & IB 340 600 285 500 225 400 405 800 340 600

II 250 400 195 400 165 300 340 600 250 400

III 195 300 165 300 125 200 285 500 165 300

IV 135 .300 130 300 115 200 195 500 135 300

12.4 Special Daily Allowance:

(in Rs.)

Category to which Govt.

employee belongs

Existing rate Recommended rate

Halt at Delhi, Mumbai, Kolkata,

Chennai & Hyderabad,

Halt at other places

Halt at Delhi, Mumbai, Kolkata,

Chennai & Hyderabad,

Halt at other places

I A & I B 750 600 3000 3000 II 600 450 3000 3000 III 450 375 2000 2000 IV 330 300 2000 2000

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222

13. Transfer Grant: Transfer grant is paid to the employees to meet the incidental expenses of transportation of personal effects from the present post of working to the place of transfer. Keeping in view the general increase in the cost of transportation, the Commission recommends the revision of Transfer Grant as follows:

(in Rs.)

13.1 Rates of transfer grants

Category to which Govt. employee

belongs

Existing amount Recommended amount

Transfer within the

district

Transfer outside the

district

Transfer within the

district

Transfer outside the

district

IA & I B 3,750 6,000 6,000 10,000

II 3,750 6,000 6,000 10,000

III 1,500 3,000 3,000 6,000

IV 1,500 3000 3,000 6,000

13.2 Road Mileage Allowance for transportation of personal effects

(in Rs.)

Category to which Govt. employee belongs Existing Rate per KM Recommended Rate per KM

IA & I B 15 30

II

III 10 20

IV

14. Medical Allowance:

(in Rs.)

Sl.No. Group Existing Recommended

1 C & D 100 200

15. Special Allowance: Special allowance is paid to employees in certain specified posts of various departments based on the nature of duties they perform. It is generally sanctioned if the nature of duties is considered specially arduous and demands long working hours than normal. Besides, it is also paid in the case of posts involving any specialized nature of work which requires greater care and diligence or involves responsibilities of particularly sensitive nature like working with important dignitaries, etc.

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223

16. The Official Pay Committee 2011 had reviewed the justification for various allowances and rationalized their payment based on parameters like working in unhealthy and unhygienic conditions, risk and threat to life and hardship in addition to the special nature of duties. The Commission endorses these parameters. Further, the Commission has found it necessary to rationalize the rates of special allowance based on the categories of posts and the nature of functions performed by the officials receiving these allowances. In general, the revised rates of special allowance for different categories of posts are proposed to be in the following range.

Sl.

Category of posts Recommended rates in

Rs. per month

1 Group-A (Senior Scale and above) 600

2 Group–A (Junior scale) 500

3 Group-B 400

4 Group-C 300

5 Group-D 200

17. In respect of certain posts like Security Officers (Non IPS Superintendent of Police) in Raj Bhavan and in the office of the Chief Minister, special wings of Police department, Forest department, certain posts in the personal establishment of Chief Minister/Ministers, etc., higher rates of allowance that shown above are recommended considering the special nature of work, greater responsibilities, long working hours, protocol duties of VIPs, etc.

18. The Commission has noted that the Government of Karnataka has recently revised the rates of certain allowances in the Department of Health and Family Welfare, Animal Husbandry and Veterinary Services, and a number of cadres in the Police department. The Commission recommends continuation of these allowances at current rates. However, in these departments in cases where the rates of special allowance, uniform allowance etc., have not been revised by government since 2012, the Commission has recommended revised rates.

19. Accordingly, the Commission recommends revision of Special Allowances in different departments and categories of employees as indicated below:

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224

Table-7.5

Category wise special allowances

Sl. No. Category of Posts

Existing rates in Rs. per

month

Recommended rates in Rs. per

month

1 Common Categories:-

a) Gazetted Personal Assistant (Group-B) 300 400

b) Senior Stenographer 225 300

c) Stenographer 165 300

d) Junior Stenographer 135 300

e)Typist/Senior Typist 135 300

f) Clerk-cum Typist/Copyist Typist 100 300

g) Driver/Senior Driver 135 300

h) Lift Attender 115 200

(2) (a) Personal Assistant to Head of Department 100 300

(b) Personal Assistant to Deputy Commissioner 100 300

(3) (a) Drivers / Senior Drivers working in the personal establishment of Chief Minister / Minister / Minister of State/Speaker, Legislative Assembly / Chairman Legislative Council/Chief Secretary/ Additional Chief Secretary/All Principal Secretaries/ Secretaries to Government and Heads of Departments and officers of equivalent rank

225* 400*

(b) Drivers / Senior Drivers attached to the VIPs in the State Hospitality Organization

225* 400*

2 Private Secretaries to Chief Minister/ Minister/Minister of State

(a) Officer above the rank of Assistant Commissioner/Under Secretary

340 600

(b) Officer of the rank of Assistant Commissioner/Under Secretary

225 500

(c) Officer below the rank of Assistant Commissioner/Under Secretary (Group B)

165 400

3 Personal establishment of Chief Minister/Minister/Minister of State

a) Security Officer to Chief Minister (Superintendent of Police)

450 800

b) Deputy Secretary (Chief Minister’s Establishment) 340

600

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225



month


month

c) Analyst (Chief Minister’s Establishment) 340 500

d) Officer on Special Duty (CM's Estt)

(i) Officer above the rank of Assistant Commissioner/Under Secretary 340

600

(ii) Officer of the rank Assistant Commissioner/Under Secretary 225

500

(iii) Officer below the rank of Assistant Commissioner/Under Secretary or Group B Officer

165 400

e) Under Secretary 225 500

f) Section Officer 165 400

g) Special Officer

(i) Officer above the rank of A.C/US 340 600

(ii) Officer of the rank of A.C./US 225 500

(iii) Officer below the rank of AC/US or Group B Officer

165 400

h)Senior Assistant/ Assistant/ Senior Stenographer/ Stenographer

115 400

i)Typist/Senior Typist/Data Entry Operator/ Junior Assistant

100 300

j) Attender 100 200

4 Personal establishment of Chief Secretary/Additional Chief Secretary

a) Personal Secretary to Chief Secretary/ Additional Chief Secretary

i) Officer of the rank of above the Under Secretary/ Assistant Commissioner

225 600

ii) Officer of the rank of Under Secretary/ Assistant Commissioner 225 500

iii) Officer of the rank of Section Officer 165 400

b) Personal Assistant/Assistant Senior Assistant/ Stenographer/Senior Stenographer

115 300

c) Junior Assistant/Typist/Senior Typist 100 300

5 (1)Personal Establishment of Principal Secretaries to Government / Secretaries/ Special Secretaries/ Additional Secretaries/ Joint Secretary

a) Section Officer/ Gazetted Personal Assistant 115 400

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month


month

b)Stenographer/ Senior Stenographer/ Personal Assistant/ Assistant/ Senior Assistant 115 300

(2)Personal Establishment of Deputy Secretaries Personal Assistant/Assistant/Senior Assistant/ Stenographer/Senior Stenographer

100 300

6 Clerks and other officials in the departments entrusted with heavy cash transactions 100 300

7

Clerks and other officials entrusted with heavy stores transactions (Specific Sanction of Government to be obtained in fresh cases)

Two percent of the mean between the Minimum and Maximum of the 1999 scale of pay applicable to the post subject to a maximum of Rs.150 p.m.

SDA-100 FDA-100

SDA-300 FDA-300

8 Selected Staff posted for work under the Governor

a) ADC to Governor 450 800

b) Security officer to Governor 225 600

c) Deputy Secretary 340 600

d) Under Secretary 225 500

e) Surgeon to Governor 165 800

f) P A to Governor

i) Officer of the rank of above the Under Secretary/ Assistant Commissioner 165 600

ii) Officer of the rank of Under Secretary/ Assistant Commissioner 165 500

iii) Officer of the rank of Section Officer 165 400

g) Section Officer 165 400

h) House Superintendent - Group-B 115 400

House Superintendent - Group-C 115 300

i) Driver/Head Driver 225 400*

j) Senior Assistant/Assistant 115 400

k) Junior Assistant 100 300

l) Reserve Inspector 100 400

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month


month

m) Telephone Operator/Compounder/Nurse 100 300

n) Motor Cyclist 115 300

o) Steward 100 300

p) Group 'D' Officials 100 200

9 Faculty Members taken on deputation to Training Institutions

a) Administrative Training Institute, Mysore

b) District Training Institutes

c) KGSTI, Bangalore and

d) All departmental Training Institutes

Group-A 1500 8000

Group-B 1000 6000

Group-C 750 4000

10 Karnataka State Judicial Department

(a) Judgment Writers 225 400

11 Karnataka Administrative Tribunal

(a) PS cum Judgment Writer(Group B) 300 500

(b) Junior Judgment Writer(Group C) 225 300

(c) Judgment Writer / Junior Judgment Writer Stenos working in the personal Estt. of Chairman/ Vice Chairman/Member

150 Group B- 400 Group C- 300

12 Karnataka Appellate Tribunal

Non-IAS Member 225 Recommended for

discontinuation

13 Department of Religious and Charitable Endowments

a) Senior Professor working in the Government Sanskrit College, Melkote who perform the functions of the Principal of the College (if they are on State Pay Scale and not on UGC Pay Scale)

225 500

14 Fire and Emergency Services Department

a) Chief Fire Officer (Group A) 225 600

b) Commandant 135 600

c) Divisional Fire Officer (Group B) 100 500

d) Chief Instructor (Group B) 100 500

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month


month

e) Station Officer /Instructor (Group C) 100 300

f) Sub-Officer (Group C) 100 300

g) Assistant Sub-officer (Group C) 100 300

h) Demonstrator (Group C) 100 300

i) Leading Fireman (Group C) 100 300

j) Fireman (Group C) 100 300

k) Fireman Driver (Group C) 135 300

15 Forest Department

A) Staff in Working Plans, Development, Survey and demarcation of Forest

1) Conservator 225 Recommended

to discontinue

2) District Forest Officer 115 500

3) Technical Assistant to Conservator 100 500

4) Sub-division Officer 100 500

5) Ranger/Ranger Surveyor 100 500

6) Forest Guard/ Watchers 100 500

B) Those who are working in the forest areas

7) Deputy Range Forest Officer 100 500

8) Forest Guard 100 500

9) Forest Watchers 100 500

10) Kavadis/Mahuths - 500

16 Karnataka Gazetteer

1) Senior Editor 225 500

2) Editor 175 400

3) Investigator 135 300

17 Health & Family Welfare Services/Medical Education Staff of Health and Family Welfare Services Department employed in Hospitals on Leprosy work, field staff of Health and Family Welfare Services employed on National Malaria, Filaria and Tuberculosis control Scheme

(a) Health Officer Group 'A' Deputy Director, Malaria / Filaria/ Leprosy and Medical Officer Central Leprosium

500 500

(b) Medical Officer, Malaria, Filaria, T.B., Plague, Leprosy

500 500

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month


month

(c) Entomologist 400 400

(d) Scientific Assistant (Malaria) 300 300

(e) Sr. Health Assistant (Male/Female) 300 300

(f) Entomologist Malaria/Filaria 400 400

(g) Assistant Entomologist 400 400

(h) Laboratory Technician, Leprosy Malaria/ B.C.G. Technician

300 300

(i) Jr. Health Assistant (Male / Female) 200 300

(j) Junior Microscopist (Malaria) 300 300

(k) Junior Laboratory Technician, Leprosy/ Malaria/Filaria.

300 300

(l) Medical Officer, KFD 500 500

(m) Physiotherapist (Leprosy) 300 300

(n) Radiographers and X-Ray Technician 300 300

18 Home Guards and Civil Defence

(1) Head Constable 100 300

(2) Chief Armourer (Group C) 100 300

(3) Motor Cycle Despatch Driver (Group C) 135 300

(4) Motor Cleaner (Group D) 100 200

19 Karnataka Legislature

1. Personal Establishment of Speaker, Legislative Assembly / Chairman, Legislative Council / Leader of the Opposition, Legislative Assembly / Legislative Council: (a) Private Secretary -

(i) Officer above the Rank of Assistant Commissioner/ Under Secretary

340 600

(ii) Officer of the rank of AC/US 225 500

(iii) Officer below the Rank of Assistant Commissioner or Under Secretary or Group B Officer

165 400

1 A) Personal establishment of Speaker, Legislative Assembly

a) Secretary to Speaker Group A Officer not below the rank of Deputy Secretary

340 600

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month


month

b) Officer on Special Duty to Speaker i) Officer above the rank of AC/Under Secretary 340 600

ii) Officer of the rank of AC/Under Secretary 225 500

iii) Officer below the Rank of Assistant Commissioner or Under Secretary or Group B Officer 165 400

1B) Personal establishment of Deputy Speaker, Legislative Assembly; Deputy Chairman, Legislative Council

(a) Private Secretary:

i)Officer of above the rank of Assistant Commissioner/Under Secretary 340 600

ii) Officer of the rank of Assistant Commissioner /Under Secretary 225 500

iii) Officer below the rank of Assistant Commissioner or Under Secretary or Group B Officer 165 400

(b) (i) Marshall 225 500

(ii) Deputy Marshal 165 400

(c) Other Staff:

(i) Senior Assistant/Assistant/Stenographer/ Senior Stenographer 115 300

(ii) Junior Assistant / Typist / Senior Typist 100 300

2. Personal Establishment of Government Chief Whip, Legislative Assembly/ Legislative Council

a)Private Secretary:-

1) Officer above the rank of AC and Under Secretary 340 600

(b) Other Staff:

(i) Assistant / Senior Assistant / Stenographer /Senior Stenographer 115 300

(ii) Junior Assistant / Typist / Senior Typist 100 300

3. Legislature Home:

Group 'D' Employees 100 200

20 Karnataka Lokayukta / Upalokayukta

(a) Private Secretary to Lokayukta

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month


month

i) Officer above the rank of Assistant Commissioner/Under Secretary 340 600

ii) Officer of the rank of Assistant Commissioner / Under Secretary 500

(b) Private Secretary to Upalokayukta

i) Officer above the rank of AC/Under Secretary 225 600

ii) Officer of the rank of AC/Under Secretary 500

(c) Personal Assistant 115 400/300

(d) Staff engaged in field investigation:

(i) Superintendent of Police 4800 No change

(ii) Deputy Superintendent of Police 4200 No change

(iii) Police Inspector 3300 No change

(iv) Sub-Inspector of Police 3000 No change

(v) Head Constable 2000 No change

(vi) Police Constable 1700 No change

e) Gazetted Assistant 300 400

f) SDA working as Telephone Operator 100 300

g) Staff working in the Home Office of Lokayuktha/UpaLokayuktha

i) FDA 115 300

ii) SDA 100 300

21 Police Department

(i) SSB, CID and Finger Print Bureau

(a) Superintendent of Police 450 600

(b) Deputy Superintendent of Police 225 600

(c) Police Inspector 165 500

(d) Sub-Inspector 115 400

(e) Head Constable 100 300

(f) Police Constable 100 300

(ii) Police Personnel working in the District Special Branch

(a) Inspector 115 400

(b) Sub-Inspector

(c) Assistant Sub-Inspector 100 300

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month


month

(d) Head Constable 100 300

(e) Police Constable 100 300

(iii) Police personnel working in the Bangalore City Special Branch

(a)Deputy Superintendent/Assistant Commissioner of Police 225 600

(b) Police Inspector 165 500

(c) Sub-Inspector 115 400

(d) Head Constable 100 300

(e) Police Constable 100 300

(iv) Police personnel working in the Criminal Intelligence Bureau

(a) Police Inspector 340 600

(b) Sub-Inspector 285 500

(c) Head Constable 165 300

(d) Police Constable 115 200

(v) Police Personnel working in the State Intelligence Machinery

(a) Superintendent of Police (Non-IPS) 1800 3000


(c) Police Inspector 1250 2000




(g) First and Second Division Assistants in the Office of the Deputy Inspector General (Intelligence & Railways) and Deputy Inspector General of Police

100 300

(vi) Anti-Corruption Bureau

(1) (a) Superintendent of Police (Non-IPS) 4800 No change

(b) Deputy Superintendent of Police 4200 No change

(c) Police Inspector 3300 No change

(d) Head Constable 2000 No change

(e) Police Constable 1700 No change

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month


month

(2) Ministerial Posts:

(a) Assistant Administrative Officer (AAO) 300 400

(b) Office Superintendent 225 300

(c) First Division Assistant 115 300

(d) Second Division Assistant 100 300

(e) Stenographer 115 300

(f) Typist 100 300

(vii) Corps of Detectives

(a) Superintendent of Police (Non-IPS) 1800 3000


(c) Circle Inspector and Auditor 1250 2000




(viii) Police personnel working in Anti Sabotage Check and Bomb Disposal Squad under state Intelligence wing

a) Superintendent of Police 1800 3000

b) Deputy Superintendent of Police 1600 2000

(ix) Police personnel posted by the police Department in connection with the Security of Vidhana Soudha

(a) Police Inspector 1250 2000

(b) Police Sub Inspector 1150 1500

(ix) Police personnel deputed by the police Department in connection with the Security of Vidhana Soudha and Vikasa Soudha

(a) Head Constable 800 1000

(b) Police Constable 650 800

(x) Teaching staff of permanent Police Training Institutions

(a) Head Constable 800 4000

(b) Police Constable 650 4000

(xi) Police Research Unit, CID



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month


month

c) Police Inspector 165 400 d) Sub-Inspector 115 300 e) Police Constable 100 300

(xii) Law Section a) Deputy Superintendent of Police 165 500 b) Police Inspector 100 400 (xiii) Civil Rights Enforcement Cell a) Deputy Superintendent of Police 225 500 b) Police Inspector 165 400 c) Sub-inspector 115 300 d) Head Constable 100 300 e) Constable 100 300 (xiv)Prohibition Control Intelligence Bureau(Permanent Establishment) a) Police Inspector 165 400 b) Sub-inspector 115 300 c) Head Constable 100 300 d) Police Constable 100 300 (xv) Radio Grid Staff a) RI Inspector of wireless 115 500 b) Sub-Inspector 100 300 c) Assistant Sub-Inspector 100 300 d) Head Constable 100 300 e) Police Constable 100 300 f) Senior Radio Mechanic 100 300 g) Junior Radio Mechanic 100 300 h) Electrician 100 300 (xvi) Computer Wing, CID, Bangalore: a) Superintendent of Police (Non-IPS) 450 600 b) Deputy Superintendent of Police 225 500 c) Police Inspector 165 400 d) Sub-Inspector 115 300 e) Head Constable 100 300

f) Police Constable 100 300

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month


month

(xvii) District Special Branch:

Police Inspector, Mysore, Bangalore, Chitradurga, Shimoga, Dharwad, Bijapura, Bellary, Raichur, Mangalore, Belgaum, Gulbarga, Karwar&Kodagu.

135 400

(xviii) TG Mechanic, CAR 115 300

(xix) District Intelligence Bureau:

a) Sub-Inspector 100 300

b) Assistant Sub-Inspector 100 300

c) Head Constable 100 300

d) Police Constable 100 300

(xx) Driver/Motor Cycle Rider

a) Head Constable/Police Constable 135 300

b) Driver Mechanic 135 300

(xxi) Watchers Organization Staff:

a) Head Constable 100 300

b) Police Constable 100 300

(xxii) Armoury Allowance


b) Police Constable 100 300

(xxiii) Mechanic

a) Head Constable Mechanic 100 300

b) Police Constable Mechanic 100 300

c) Police Constable Cleaner 100 300

(xxiv)Gunmen in the Chief Minister's/Minister's Office


b) Constable 100 300

(xxv) Forest Cell Squad:

a) Deputy Superintendent of Police 225 600

b) Police Inspector 165 400

c) Sub-Inspector 115 300

d) Head Constable 100 300

e) ) Police Constable 100 300

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month


month

(xxvi) Anti Dacoity Squad:



c) Police Inspector 165 400

d) Sub-Police Inspector 115 300

e) Head Constable 100 300

f) Police Constable 100 300

(xxvii) Shorthand Reporter:

a) Chief Reporter (Group C) 165 300

b) Short hand Reporter (Group C) 165 300 (xxviii) Station Writer a) Head Constable 100 300 b) Police Constable 100 300 (xxix) Government Orchestra/KARP Mounted Company: a) Band Master (Group B) 100 300 b) Assistant Band Master (Group C) 100 300 c) Daffedar 100 300 d) Musician Grade-1 (Group C) 100 300 e) Musician Grade-2 100 300 (xxx) Police Drivers posted to the personal establishment of ACS & Principal Secretary, Secretary, Joint Secretary & Deputy Secretary, Home Department

225 *300

(xxxi) Police personnel deputed to Anti Naxalite Force and Police personnel working in Internal Security Division Superintendent of Police 8000 No change Deputy superintendent of police/ Assistant Commandant

7000 No change

Police Inspector, RPI 6000 No change Sub inspector, RSI 5000 No change Assistant Sub-Inspector 4000 No change Head constable, AHC 4000 No change Constable, APC 4000 No change

Follower 3000 No change

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month


month

(xxxii) Ministerial employees working in ANF and ISD

Stenographer/Reporter 1250 No change

First Division Assistant 1250 No change

Typist 1000 No change

Second Division Assistant 1000 No change

(xxxiii) Protection of Civil Rights

Deputy superintendent of police 225 500

Police Inspector 165 400

Sub inspector 115 300

Head constable 100 300

Constable 100 300

Printing, Stationery and Publications Department

a) Lino/Mono Operator, Government Press, Bangalore

Two Posts 100 Recommended for continuation as personal to the present incumbents only in view of change in printing technology & non employment of these categories of employees

b) Compositor Two Posts 100

c) Head Type Caster One Post 100

d) Head Type Mono Caster Three Posts 100

Prisons Department

(1) District Surgeons working as Medical Officers at Central Prisons, Bangalore, District Surgeons working as Visiting Medical Officer at Central Prisons, Belgaum, Gulbarga, Bellary.

115 600

(2) District Surgeons working as Visiting Medical Officer at District Prisons Class-1 and 2 and District Head Quarter Sub- Jails

100 600

(3) Assistant Surgeons working as visiting Medical Officers of District Prisons Class-1 or Class-2 of District Head Quarter Sub- Jail

100 500

(4) Assistant Surgeons working as visiting MedicalOfficers of the Taluk Sub-Jails 100 500

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month


month

(5) Sheristedar of Taluk or Deputy Tahsildar of Taluk placed in charge of the duties of Taluk Sub-jails.

100 Recommended

for discontinuation in view of the

changed procedure

(6) Clerk of Revenue Department attending to the work of Taluk Sub-jails. 100

(7) Motor Cycle Dispatch Driver 135 300

Karnataka Public Service Commission

a) Private Secretary to Chairman (Group-B) 165 500

b) Personal Assistant to the Chairman and Members 115 500/400

Karnataka Government Secretariat

1) DPAR & DCA (Cabinet Section)

a) Deputy Secretary 300 600

b ) Personal Secretary Grade-II 225 500

c) Cabinet Assistant(Section Officer) 165 400

d) Assistant /Senior Assistant 115 300

e) Stenographer/Senior Stenographer 115 300

f) Junior Assistant 100 300

g) Typist/Senior Typist 100 300

h) Attender 100 200

2(i) DPAR (IRLA)

a) Under Secretary -1 Post 300 500

b) Section Officer -1 Post 250 400

c) Senior Assistant -2 Posts 225 300

d) Accounts Superintendent -1 Post 225 300

e) Assistant -1Post 175 300

f) Junior Assistant -1 Post 125 300

g) Stenographer-1Post 175 300

h) Cashier-1 Post 200 300

i) Technical Assistant-1post 175 300

j) Dalayat-1post 100 200

2(ii) DPAR (Accounts-1)

a) Under Secretary, DPAR (Accounts) -1 Post 300 500

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month


month

b) Section Officer Accounts A,B,C and Cash Section-4 Posts

250 400

c) Senior Assistant - Accounts A,B,C & Cash Section-7 Posts

225 300

d) Assistant Accountants - A,B,C & Cash Section-12 Posts

175 300

e) Typist/Senior Typist, Accounts A,B, & Cash Section-4Posts

125 300

f) Junior Assistants entrusted with the work relating to HBA/MCA mortgage deeds etc.- 3 posts 125 300

f) (i) Jamedar -1 post 100 200

g) Jamedar, Cash Section 1 post 100 200

h) Dalayat Cash Section 1 post 100 200

i) Senior Assistant working as Cashier 165 300

2(iii) DPAR(Accounts-2(1)

a) Under Secretary -1 300 500

b) Section Officer-1 250 400

c) Senior Assistant-3 225 300

d) Assistants-2 posts 175 300

e) Junior Assistant-2 125 300

f) Typist-1 125 300

g) Dalayat/jamedar-1 post 100 200

h) Dalayat/Jamedar(Cash Section) 100 200

2(iv) DPAR(Accounts-2(2)EGIS Section

1) Section officer-1post 250 400

2) Senior Assistant -1 post 225 300

3) Assistant -1 post 175 300

4) Junior Assistant -1 post 125 300

5) Typist -1 Post 125 300

6) Dalayat -1 post 100 200

2(v) DPAR(Accounts-2(3)Budget and ADA)

1) Section officer-1post 250 400

2) Senior Assistant -1 post 225 300

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month


month

3) Assistant -1 post 175 300

4) Junior Assistant -1 post 125 300

5) Typist -1 Post 125 300

6) Dalayat/Jamedar -1 post 100 200

7) Dalayat/Jamedar Cash Section -1 post 100 200

3.DPAR(Executive)

a) Supervisor 100 300

b) Receptionist-Assistant/Junior Assistant 100 300

c) Setter , Multigraph Section 100 200

d) Security Officer 100 200

e)# Section Officer General Despatch Section 100 400

f)# Assistant, General Despatch Section 100 300

g)# Junior Assistant, General Despatch Section 100 300 #The Commission also recommends that the present system of centralized dispatch may be de-centralized and the use of franking machines encouraged. Only, local deliveries may be done through DPAR General Dispatch

4)DPAR (Protocol)

a) Deputy Secretary -1 340 600

b) Under Secretary -3 300 500

c) Section Officer, (General-A) 250 400

d) Senior Assistant-3, Assistant-1, 3Group-D officials in DPAR General-A)

e) Senior Assistant 225 300

f) Assistant 175 300

g) Group-D 100 200

4A)Finance Department (Computer Cell)

a) Special Officer-1 post 340 600

b) Under Secretary-1post 225 500

c) Section Officer -1 post 225 400

d) Senior Assistant 1 post 150 300

e) Assistant -2 posts 150 300

f) Stenographer -/GPA 2 posts 150 300

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month


month

g) Assistant Statistical Officer 150 300

5)Karnataka Government Secretariat Library

a) Librarian 250 Group A-500 Group B-400

b) Attender-1post 125 200

6) Law Department

Staff of Cauvery Water Dispute Cell

Group -A 1500 3000

Group -B 1000 2000

Group -C 750 1500

Group -D 400 800

7) Government Guest Houses

a) Special Officer 300 500

b) Group D Employees 100 200

Social Welfare Department

a) Tribal Welfare Inspector 100 300

b) Tribal Welfare Midwife 100 300

Water Resources Department WRDO

a) Staff of Cauvery Water Dispute Wing

b) Staff of Krishna Godavari Water Dispute Wing

Group -A 1500 3000

Group -B 1000 2000

Group -C 750 1500

Group -D 400 800

Women and Children Welfare

a) Superintendent, Physically Handicapped Institutions 115 300

b) Hindi Teacher, Physically Handicapped Institutions 100 200

c) Music Teacher, Physically Handicapped Institutions 100 200

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month


month

d) Graduate Assistant, Physically Handicapped Institutions 100 200

e) Teacher and Craft Teacher including Braille Compositor, Physically Handicapped Institutions 100 200

Staff attached to the Inquiry Commissions, Committees etc. Group -A 200 600

Group -B 175 500

Group -C 150 400

Group -D 100 200

Animal Husbandry and Veterinary Services

i) From Veterinary Officer to Joint Director Cadres 1000 No change

Para- Veterinarians- Live Stock Development Officer, Live Stock Officer, Sr. Veterinary Inspector, Veterinary Inspector and Veterinary Assistants.

500 No change

Cooks Working in Government Institutions 100 300

Pourakarmikas/ Sanitary workers of Urban local bodies 100 300

* As special duty allowance in addition to special allowance attached to the post of Driver.

Special Allowances specific to Police Department

i) Hardship Allowance

1) Followers 1000

No change

2) Police Constable 1000

3) Police Head Constable 1000

4) Assistant Sub Inspector 1000

5) Police Sub Inspector 1000

ii) Special allowance in lieu of free ration

Police Sub Inspector & below cadre Rs. 400 per month No change

iii) Weekly Off Allowance

Followers, Police Constables & Head Constables Rs. 200 per month No change

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243

iv) Transport Allowance

1) Followers 600 No change

2) Police Constable 600 No change

3) Police Head Constable 600 No change

4) Assistant Sub Inspector 600 No change

5) Police Sub Inspector 600 No change

Allowances to Officers of Prosecution and Litigation Department

1. Robe Allowance

Various Categories of Prosecution Officers Rs.250 per month

(Rs.3000 per annum)

No change

2. Non-Practicing Allowance

Various Categories of Prosecution Officers Rs.5500 per month

Rs.10000 per month

3. Telephone Allowance

Various Categories of Prosecution Officers Rs. 750 per month No change

4. Journals Allowance

Various Categories of Prosecution Officers Rs. 500 per month No change

Existing Special Allowance to Medical Officers & Dentists of Health and Family Welfare Department are shown below. The Commission recommends continuation of the existing rate of special allowances to the Medical Officers and Dentists.

Service Doctors with MBBS/

BDS qualification

Doctors with Post

Graduate Degree/ Diploma

Doctors with Super

Specialty

1 0 to 6 years 21000 42000 50800

2 6 to 13 years 22000 43700 52100

3 13 to 20 years 23000 44800 58400

4 More than 20 years 23000 44800 58400

20. Faculty on Deputation in Training Institutions: The terms of reference of the Commission require it to suggest measures to increase the productivity of employees and in that regard the Commission has identified training of employees at all levels as an important requirement. The Commission has also noted that there are few incentives for

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outstanding employees to be attracted to work as faculty members in training institutions. Considering the importance of training, the Commission feels that employees deputed for working as faculty members in training institutions should be given strong incentives in the form of a substantially enhanced special allowance which should roughly correspond to about 15% of their basic pay. The revised allowances recommended are as follows:

Category of Officers/ Employees

Recommended Special Allowance (per month)

1) Group-A Officers Rs.8000

2) Group-B Officers Rs.6000

3) Group-C Employees Rs.4000

21. The Commission feels that the Finance Department should review, regularly, the need for continuance of payment of special allowances and take appropriate decision including extension of benefit to newly created cadres/posts if found necessary.

Any Allowances/ Special allowances which are not specifically covered under this chapter shall be continued at the existing scale/ rate and as per the same terms and conditions.

22. Benefits for Differently-abled Employees: Associations of differently-abled employees have in their responses to the Commission’s questionnaire and in their memoranda have requested the Commission for recommending enhancement of the present rates of conveyance allowance to differently-abled employees and educational allowance for differently-abled children. They have also sought enhancement of subsidy for purchase of special motorized/ mechanical vehicles as also electronic devices like laptops, digital assistants etc. Having considered their representations the Commission makes the following recommendations:

23. Conveyance Allowance: At present conveyance allowance is paid to differently-abled employees at 6% of the basic pay to meet the costs of commuting to their workplace. With the revision of pay scales as proposed by the Commission, the quantum of conveyance allowance will increase by 75% with a minimum of about Rs.1000 at the current rate of 6%. The Commission therefore recommends continuation of the present rate of conveyance allowance at 6% of the revised basic pay.

24. Education Allowance for differently-abled Children: The Commission recommends that Education Allowance for differently-abled children of employees currently paid at Rs.500/- per month per child (upto two

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245

children) may be enhanced to Rs.1000/- per month per child subject to the existing conditions.

25. Subsidy for purchase of motorised/mechanical vehicles: Keeping in view the increased costs of vehicles the Commission proposes that subsidy of 25% of the cost of motorised/mechanised vehicles (subject to maximum of Rs.25,000) for disabled employees may be increased to 30% subject to a maximum of Rs.40,000.

26. Provision of Electronic Devices: A number of electronic devices including laptops, digital assistants, and other equipment can provide valuable assistance to differently-abled employees in their work. As it may not be practical for each employee to acquire these devices, the Commission is of the view that Heads of Departments should be authorized to approve procurement of such devices out of office expenses wherever such devices are needed for enabling differently-abled employees to perform their duties more efficiently/conveniently. Further, interest free loan upto Rs.25,000 may be sanctioned to differently-abled employees for purchase of such devices.

27. Flexi Hours: In view of the difficulties faced by differently-abled employees in commuting to work, flexi hours with an option of reporting to work upto one hour late may be allowed to such employees subject to their making up the working hours by staying late, working during lunch-break, etc.

Other allowances and benefits for differently-abled employees which have not been dealt with specifically in this Chapter may be continued without any modifications.

28. Loans and Advances: The Commission recommends the following revisions in the limits of loans and advances sanctioned to employees subject to the present rules and regulations.

29. Festival Advance: The Commission recommends enhancement of Festival Advance from the existing Rs.5,000/- to Rs.10,000/-.

30. Motor Vehicle Advance: (i) Advance for purchase of car: The existing maximum amount of

advance is Rs.3.00 lakhs. The Commission recommends that the existing limit may be continued.

(ii) Advance for Motorcycle / Scooter: The Commission recommends continuation of existing maximum amount of Rs.50,000 advance paid for purchase of Motorcycle / Scooter.

(iii) Advance for purchase of Bicycle: The Commission recommends continuation of existing amount of Rs.3000/-.

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246

31. Computer Advance: The Commission recommends continuation of the existing maximum amount of advance of Rs.40000/-.

32. House Building/House Repair/House Purchase Advance: The Commission understands that the Government has in 2016 enhanced the limits of these advances and hence recommends no change in this regard.

33. Other Loans and Advances, if any, which have not been specifically dealt with here may be continued as at present.

34. Earned Leave and Other Benefits: The Commission has seen that the benefits like encashment of earned leave, leave travel concession, maternity leave etc., have been dealt with in Part-3 of the report of the Official Pay Committee, 2011 and the recommendations made therein have been implemented. The Commission does not propose any changes relating to those benefits.

*****

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247

Chapter-8

Pension and Retirement Benefits

1. The terms of reference of the Pay Commission include examining the present pattern of pensions and other retirement benefits of employees and suggesting changes which may be feasible. Accordingly the Commission had included a number of questions in its questionnaires to elicit views on any changes that may be needed in the existing pattern of pension and other retirement benefits. The changes suggested by a large number of employees and pensioners in their responses and the recommendations of the commission are outlined in this chapter.

Age of Superannuation

2. The age of superannuation of employees was increased from 58 years to 60 years by government with effect from 1.7.2008, meeting a long pending demand of the employees. The staff in the aided institutions are also subject to superannuation at 60 years while the teaching staff in the universities superannuate at 62 years. Most of the respondents to the Commission’s questionnaire have opined that the present age of superannuation is appropriate, while a few have sought increase of the age of retirement to 62 or 65 years (in particular, teaching staff in universities). Some respondents have sought reduction in the retirement age to 55 years to enable employing younger persons in government. The age of superannuation for majority of the central government employees is 60 years and many other states also follow the same pattern except Kerala where the retirement age for employees is 56 years.

3. Even though there may be some improvement in the longevity of the general population (and of government employees) in the state we feel that increase in the age of superannuation may reduce opportunities for inducting fresh talent in government service. Therefore, as suggested by most respondents, the Commission recommends no change in the age of superannuation. However, we feel that government should make use of the services of retired employees with special skills by offering them contract appointments upto the age of 65 years. The extant provision (Rule 15) in the General Recruitment Rules, 1977 should be made use of for the purpose, particularly in the case of retiring specialists in various branches of medicine considering the paucity of specialists in government hospitals and medical colleges. The Commission recommends that the power of making contract appointments of retired specialists against vacant posts upto atleast two years should be delegated to the Commissioner for Health and Family Welfare. The power of further extension of such appointments may rest with the government.

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248

Voluntary Retirement

4. In the case of voluntary retirement, most respondents consider that the existing provisions are appropriate. However, some have suggested reduction of the minimum service for voluntary retirement from 15 years to 10 years. The minimum qualifying service for pension being ten years, those permitted to take voluntary retirement after ten years can also get pension if the minimum service is reduced to ten years. A reduction of the minimum service for voluntary retirement to ten years will be of relevance mainly for those who have joined service after 2006-07 who are covered by the New Pension System involving little additional pension liability on government beyond the contributions already made. On the other hand, an option to change employment after 10 years of service may motivate many young employees to acquire additional skills for seeking better employment. Such improvement in their skills is to be encouraged both for motivating young employees while they are working with government and also for promoting the overall development of skill levels in the working population. The Commission therefore recommends reducing the minimum service for seeking voluntary retirement to ten years without any change in other conditions. Reduction in the minimum qualifying service, however shall be without prejudice to any agreement that an employee enters into with the government for rendering service for a specific period while being deputed for higher studies or training.

Quantum of pension/Qualifying Service

5. Superannuation pension as per the existing pattern is fixed at 50% of the last month’s basic pay of the employee. Dearness allowance is paid on this basic pension at the same rates as applicable to serving employees. To qualify for full pension as above, an employee must have completed 33 years or 66 half years of service. For those retiring with less than 33 years of service, proportionate pension is determined subject to the minimum of ten years of service to qualify for receiving pension. In the neighbouring states of Andhra Pradesh and Kerala 33 years and 30 years respectively is fixed as the qualifying service for full pension. In the case of central government employees 50% of the last pay drawn is paid as pension regardless of the length of service rendered subject to a minimum of ten years to qualify for pension.

6. Many respondents have suggested that full pension should be paid to those who have completed 30 years of service reducing the present requirement of 33 years of qualifying service. The Karnataka State Government Employees’ Association and other associations have suggested that the minimum qualifying service for receiving full pension should be reduced to 20 years and the pension should be calculated based

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on the average of the last 10 months’ basic pay or 50% of the basic pay of the last month whichever is higher. Many have suggested adopting the central government pattern in the matter to do away with the requirement of 33 years of qualifying service to get full pension. In view of the increased maximum age for joining government service in Karnataka to 35, 38 and 40 years respectively for general candidates, backward classes and SC/ST candidates, it is argued that many persons who join service late are unable to complete the service of 33 years to qualify for full pension.

7. The Commission has examined this issue in the light of the data obtained from DP & AR which shows that among those likely to retire in the next 10 years i.e. upto 2026-27, 39% are likely to complete less than 30 years of service. Thus a large majority of government employees are able to serve for more than 30 years. The Commission also feels that for the government to take on the responsibility of paying full pension for life for a retiring employee, it should have had the benefit of the employee's service for a reasonably long period. We therefore feel that reducing the qualifying service for full pension to 30 years is reasonable and accordingly recommend adoption of 30 years (60 half years calculated as at present) for the purpose. The minimum service for eligibility for pension being retained at ten years, the pension for the service from 10 to 30 years shall be determined proportionately using the present method of calculating pensions. We also recommend continuation of the present system of weightage of two years for persons who have joined service after 30 years of age in determining the qualifying service. This would enable even those who have rendered 28 years of service because of late entry, to qualify for full pension.

Revision of Pension and Family Pension

8. Many respondents have suggested increasing the minimum pension from the present Rs.4,800 to a higher sum like Rs.9,000 or even Rs.15,000. There are also suggestions from some persons to increase the pension to 60% of the last pay drawn. Others have suggested adding dearness allowance drawn to the basic pay at the time of retirement to determine the quantum of basic pension. Similar suggestions are also made to increase the rate of family pension from the present level of 30% of the last month’s basic pay.

9. The minimum pension and family pension admissible at present is Rs.4,800/- p.m. plus DA, the maximum pension and family pension is Rs.39,900/- plus DA and Rs.23,940/- p.m. plus DA respectively. The Karnataka State Government Employees’ Association has suggested that the minimum pension/family pension be enhanced to Rs.11,000 plus DA

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and maximum pension/family pension be increased to Rs.99,000 plus DA. Other respondents have suggested raising the minimum family pension to Rs.9,000 and the maximum to Rs.1,25,000. The above suggestions are mainly based on the principle that the minimum and maximum pension should be related to 50% of the minimum/maximum pay.

10. The revised pay scales recommended by the commission will comprise of the DA merged with basic pay as on 1.7.2017 with a fitment benefit of 30% of basic pay. This will increase the minimum pension for even the employees retiring on the minimum of the lowest revised scales of pay to Rs.8,500 at 50% of the basic pay at the time of retirement. The minimum pension/family pension therefore is recommended to be revised to Rs.8,500.

Determination of Pension and Family Pension

11. The Commission has noted that 50% of the last month’s basic pay for full pension and 30% for family pension is the present rate adopted in the case of central government employees and those of states in most cases. Karnataka Government employees who have retired after 1.7.2005 are also being paid pension at 50% of the last pay drawn. The family pension in such cases is also being paid at 30% of the last pay drawn. We recommend that the rate of pension at 50% of the last pay drawn and family pension at 30% of the last pay drawn shall be continued for determination of pension/family pension. The pension determined shall be subject to a minimum pension of Rs.8,500 and maximum of Rs.75,300. In the case of the family pension correspondingly, the minimum and the maximum are to be at Rs.8,500 and Rs.45,180 respectively. Dearness allowance on pension and family pension shall be admissible at the same rates as applicable to serving employees.

12. The Commission has recommended revision of pay scales with effect from 1.7.2017 with financial benefit from 1.4.2018. In the case of employees who retire subsequent to 1.7.2017 the pension has to be determined at 50% of revised basic pay (basic pay as revised with effect from 1.7.2017) as on the date of retirement subject to minimum and maximum limits specified above. The family pension also is to be determined at 30% of the last pay drawn subject to the minimum and maximum for family pension referred to above. Dearness Allowance will also be payable on pensions/family pension at rates applicable after 1.7.2017.

13. The revised pension and family pension of government servants who have retired or died while in service prior to 1.7.2017 are recommended to be the total of the following:

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a) Basic pension/family pension as on 1.7.2017 b) Dearness allowance of 45.25% as on 1.7.2017 c) 30% of basic pension/family pension as on 1.7.2017

The total of (a) + (b) + (c) above will be subject to a minimum of Rs.8,500 per month for pension and family pension and maximum of Rs.75,300 per month in respect of pension and Rs.45,180 per month in respect of family pension.

14. Many pensioners have brought to the notice of the Commission that pension being paid to employees who retired prior to 1.12.1985 was calculated on different bases from the formula of 50% of the last pay drawn as is being done now. Earlier, the rate of pension varied from 30% to 50% depending upon the pay scales. Also, prior to 1.12.1985 pension was calculated as a proportion of average emoluments of the last 36 months upto 31.3.1974, the last 12 months from 1.4.1974 to 31.12.1976 and the last 10 months from 1.1.1977 to 30.11.1985. Similarly, in the case of family pension, till 1.7.2005 the formula of 30% of last pay drawn was not applicable uniformly to all employees. The rates in the earlier period varied being 12%, 15% and 30% according to the level of pay drawn. Therefore, the amounts of pension payable in the case of employees who retired prior to 1.12.1985 and family pension in the case of employees retired prior to 1.7.2005 are considerably lower compared to those who retired subsequent to the above dates. Keeping the above anomalies in view, the 5th State Pay Commission had recommended in para 7.12 and 7.13 of their report (Volume One) that in the case of all pensioners who retired earlier, pensions should be revised to 50% of the minimum of the revised pay scale applicable to the posts held by the retiring employee (proportionate pension depending upon length of service). Similarly, family pension should be revised with reference to 30% of the minimum of pay as per the revised pay scales.

15. We would like to reiterate the above recommendation and urge the government to revise pensions of employees who retired prior to 1.12.1985 at not less than 50% of the minimum of the revised pay scale applicable to the posts held by the retiring employees (proportionate pension depending upon length of service). In the case of family pensioners of employees who retired prior to 1.7.2005 also, the rate of family pension should be similarly revised to not less than 30% of the minimum of the revised pay scale applicable to the relevant posts. The revised rates of pension and family pension as recommended above shall be paid prospectively.

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Additional Pension and Family Pension

16. The central government have introduced payment of additional pension to pensioners and family pensioners aged 80 years and above. The states of Andhra Pradesh, Punjab and Haryana have also introduced payment of additional pension from the age of 70 years. The Karnataka State Government Employees’ Association and several other organisations and individual pensioners have sought introduction of payment of additional pension to state’s pensioners.

17. The Commission has ascertained that among the 3,24,737 pensioners and 39,791 family pensioners of the state government for which data relating to age is available, 4.23% and 0.06% are in the age group of 80-90 and 90-100 years respectively. Karnataka Government has already introduced enhanced pension to pensioners above the age of 80 years who have retired from service prior to 1.7.1993. There are many representations for extending this benefit to other pensioners. With the increasing cost of medical services and the possibility that in many cases children of pensioners live away from parents due to circumstances of employment, etc., there is an urgent need to provide additional support to such pensioners and family pensioners. We therefore recommend payment of additional pension to all pensioners and family pensioners aged above 80 years including employees retiring after 1.7.1993, at rates similar to the rates applicable to central government pensioners as shown below. The additional pensions/family pensions recommended shall be paid prospectively with effect from 1.4.2018.

80- 85 years of age - 20% 85-90 years of age - 30% 90-95 years of age - 40% 95-100 years of age - 50% Above 100 years - 100%

Death-cum-Retirement Gratuity

18. The present maximum limit of DCRG in the state government is Rs. 10 lakhs. In view of the revision of pay being recommended now, this limit should be enhanced to Rs.20 lakhs to enable retiring employees to get the full benefit of the revision. The same limit will be operative in the case of death of employees while in service.

19. In the case of commutation of pension, the Commission recommends that the present system of maximum one-third of pension being commuted and its restoration after 15 years shall continue.

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20. The Commission has been able to deal with only the common issues relating to pensioners/family pensioners, even though a number of individual cases of grievances have been represented before us. We feel that the Directorate of Pensions, Small Savings and Assets-Liabilities Monitoring (the erstwhile Department of Small Savings and Lotteries) has to be strengthened to assist pensioners and family pensioners more actively. Since most retired employees tend to live in and near cities and towns, the offices of the department at the district level should have little difficulty in reaching out to pensioners. The department should set up common facilities for pensioners in district headquarters in the form of 'Pensioners’ Assistance Cells' to help in any correspondence with government departments, Treasury, Accountant General and Banks. It could also make use of the service of voluntary groups of pensioners to organize periodical meetings and social gatherings of pensioners besides assisting them in medical emergencies etc.

Gratuity and Family Pension for Employees under NPS

21. The Commission has received a number of representations from employees expressing their misgivings about the New Pension Scheme introduced in the state for employees joining service from 1.4.2006. The contributory pension scheme administered as per the Regulations of the Pension Fund Regulatory and Development Authority (PFRDA) is perceived by the employees as not offering adequate security in view of the market related risks. Also, the benefits available under the scheme to the dependants in case of death of government employees while in service are considered inadequate. The Karnataka Government Employees Association and the Karnataka State Government NPS Employees’ Association have represented to the Commission for recommending the discontinuation of the NPS and reintroduction of the Defined Pension System applicable to employees who joined service prior to 2006.

22. The New Pension Scheme has been adopted for almost all the civil service positions in the central government as well as for the employees of many state governments in the country. While the Commission is of the view that it may not be feasible now to consider reintroducing the Defined Pension System, we are of the view that it is necessary to provide assurance of a minimum support to the employees and their dependents in the case of an employee’s death during service.

23. At present the NPS allows dependants of an employee to withdraw the accumulated NPS contributions in the event of the death of the employee while in service. Withdrawal of the entire accumulated amount by the dependants is permitted if the amount is less than Rs.2 lakhs and

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withdrawal is limited to 80% of the fund if the amount exceeds Rs.2 lakhs. The balance 20% is invested in annuity schemes to yield a pension to the dependants. The PFRDA have recently amended their Regulations allowing withdrawal of the accumulated fund in a deceased employee’s account by the concerned government in case the dependants opt for availing a family pension benefit provided by the government. It is therefore now open to government to consider providing family pension to the dependants of the deceased employees covered by the New Pension Scheme on the same lines as applicable to other employees.

24. Extension of the family pension benefit will considerably reduce the element of risk to the dependants of employees covered by the New Pension Scheme. We therefore recommend payment of family pension to the dependants of NPS employees on the same lines as applicable to employees under KCS (Family Pension) Rules, 2002 subject to the dependants of the deceased employees agreeing to the government withdrawing the accumulated fund from the pension account of the employee. In this connection it is seen that the Government of Andhra Pradesh has recently introduced the payment of family pension to the dependants of NPS employees on the above lines.

25. The Commission has noted that the central government have introduced payment of gratuity to the employees covered by the NPS with effect from 1.1.2004. The Government of Andhra Pradesh have also extended the benefit of retirement gratuity and death gratuity to the employees covered by the NPS. Gratuity being a benefit provided to the employee independent of the pension payable after retirement, we feel that there is a strong case for payment of gratuity to NPS employees also on the same lines as applicable to others. We therefore recommend the introduction of payment of death-cum-retirement gratuity to employees covered by the New Pension Scheme with immediate effect.

26. The Commission is of the view that the above measures greatly mitigate the likely hardship to the employees and their families.

NPS for Grants-in-Aid Employees

27. A large number of employees of grant-in-aid institutions have drawn the attention of the Commission to the fact that the benefits of New Pension Scheme are not extended to them as their managements have not come forward to pay the employers’ contribution. This is also the case of the employees of a number of medical colleges and other autonomous institutions established by the government itself. It is the government’s stand that while the government has been paying the salaries of employees of grant-in-aid institutions, it is upto the managements of these

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institutions to include their employees in the New Pension Scheme by paying the employer’s share of the contribution towards the pension fund.

28. Representatives of the employees of grant-in-aid institutions have also pointed out that in the case of employees appointed prior to 1.4.2006 the government is paying the defined pension without any pension contribution from the management and the government should similarly come forward to pay the employer’s contribution also under the New Pension Scheme.

29. The Commission is aware that in several cases the managements of grant-in-aid institutions may have the resources necessary to undertake the responsibility of making contributions towards the employer’s share of the pension fund. In other cases it should be possible for the managements concerned to revise their fee structure or other sources of income in order to meet their obligation towards pension contributions. In either case, it is necessary for the government to make it mandatory for the managements of grants-in-aid institutions to make provision for pension contributions for their employees. We therefore recommend that the government should take necessary steps to ensure that employees of all grant-in-aid institutions who are receiving salaries from government are covered by the New Pension Scheme.

Medical Facilities for Retired Employees

30. The most common demand made by retired government employees before the Commission is for a system of providing medical facilities to the pensioners and their dependants. Introduction of a support system on the lines of the Central Government Health Scheme (CGHS) for retired employees and dependants has been sought by many respondents to our questionnaires. Others have suggested introduction of a scheme for reimbursement of expenses on medical treatment as applicable to the serving employees of the state government. The Commission has therefore had discussions with the CGHS authorities on facilities as applicable to central government employees and pensioners. The Commission also had discussion on various schemes being implemented by the state government like the Jyothi Sanjeevini for serving government employees, Arogya Bhagya for police personnel and Yashaswini for members of cooperative societies. Further, the Commission has noted that the Government of Andhra Pradesh have extended the benefit of cashless treatment in empanelled hospitals to retired employees and their dependants administered by Dr. N.T.R.Vaidya Seva Trust.

31. The Central Government Health Service mainly depends upon empanelled private hospitals providing care to employees and other beneficiaries in view of the limited number of central government

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hospitals outside Delhi. The cost of hospitalization and treatment in these hospitals is paid by CGHS authorities directly to service providers at approved rates. Employees/dependants are required to obtain prior approval/referral from CGHS dispensaries or government doctors before availing treatment from empanelled hospitals. These dispensaries also distribute medicines needed for beneficiaries and process claims submitted for reimbursement of expenses. Employees are required to subscribe to the CGHS by payment of annual contribution as prescribed. It is ascertained that the expenditure incurred by CGHS on facilities provided to retired civil employees (4.41 lakhs) and their dependants (5.65 lakhs) alone during 2015-16 was about Rs.1372 crores averaging to about Rs.31,109 per family or Rs.15,150 per beneficiary.

32. The Karnataka Government Servants (Medical Attendance) Rules, 1963 provide for reimbursement of expenses incurred by serving government employees on medical treatment for themselves and their dependants at rates specified for different grades of employees. The reimbursement is admissible for treatment availed in both government and/or private empanelled hospitals as per rates specified for different procedures and class of hospital facilities.

33. The benefits of Medical Attendance Rules are not, however as yet extended to retired employees of the state government. In view of the greater need of such support on their part most retired government employees have emphasized their demand for extending benefit of reimbursement of medical expenses on lines similar to the serving employees.

34. The government of Karnataka is in the forefront of the states which have introduced medical insurance schemes like ‘Yashaswini’ for members of cooperative societies and their families throughout the state. The total number of subscribers to this scheme (including members of cooperative society and family members) was about 44 lakhs in 2016-17 and the number of beneficiaries availing treatment was 4.86 lakhs during the year including 2.14 lakh who underwent surgeries. Coverage under this scheme is limited to 823 procedures of tertiary treatment only. During the year 2016-17, the expenditure incurred under the scheme was Rs.346 crores on surgeries. About Rs.100 crores of this expenditure was covered by the premium contributed by members at the rate of Rs.300 per annum for members in the rural areas and Rs.700 per annum for those in urban areas. Rs.170 crores was given by government as grants towards the scheme.

35. The quantum of expenditure incurred by CGHS is about Rs.30,000 per retired employee in 2015-16. The expenditure incurred on treatment

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provided under schemes like ‘Jyothi Sanjeevini’ was Rs.15.48 crores on 2037 cases during 2016-17. In case of ‘Yashaswini’ scheme, the expenditure during 2016-17 worked out to about Rs.346 crores for a membership of about 44 lakhs of all age groups and 2.14 lakhs persons undergoing surgeries (average of Rs.800 per member and Rs.16,000 per treatment). In view of the state government owned hospitals being available in most places to provide necessary secondary care and outpatient treatment, we feel that the expenditure per beneficiary will be substantially lower in the case of retired employees of state government as compared to the average expenditure incurred under the CGHS. We are therefore of the view that the overall expenditure per retired employee (including expenditure on dependants) per year may not exceed about Rs.12,000. This would involve an annual expenditure of about Rs.500 crores to Rs.600 crores for the 5.73 lakhs pensioners and family pensioners of the state government.

36. Having reviewed various schemes being implemented for the benefit of state government employees and others, the commission recommends that medical benefits similar to those available to serving employees under the ‘Jyothi Sanjeevini’ scheme administered by Suvarna Arogya Suraksha Trust (or any other scheme) should be extended to the retired employees and their dependants. As in the case of serving government employees, treatment availed in empanelled private hospitals may be subject to pre-approval by a third party administrator or referral by a government hospital. Outpatient treatment obtained beyond a threshold expenditure of Rs.1000 per month per family, may be reimbursed to the retired employees through the Department of Pensions, Small Savings and Asset-Liabilities Monitoring.

37. The Commission is of the view that this recommendation deserves the most urgent consideration by the state government in view of the difficulties being faced by retired employees and their dependants in meeting increasing expenditure on medical treatment.

Upgrading Group Insurance Scheme for Employees 38. Government of Karnataka has been administering a Group Insurance

Scheme for its employees for over 35 years through the Karnataka Government Insurance Department (KGID). The monthly contributions under the scheme range from Rs.60 to Rs.240 depending upon the level of employees (Groups A,B,C and D). A part of the contribution (about 33%) is taken into an insurance fund to provide insurance cover for payment of a sum ranging between Rs.60000 and Rs.2,40,000 in case of the death of an employee before attaining the age of 60 years. The remaining contribution is treated as savings fund carrying an interest

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fixed from time to time (8% at present). The accumulated savings fund is paid to the employee on retirement. The premia collected from employees forms part of the government’s public account liabilities which may be utilized or invested by government depending upon its fiscal policy.

39. Many employees and associations have represented to the commission seeking enhancement of the insurance amount and the monthly contributions to offer better risk coverage and financial security. The Commission has discussed the operation of the existing scheme with the Director, KGID. It is learnt that the present level of the group insurance contributions was fixed more than 15 years ago. In view of inflation and increase in the level of salary we feel that the present scheme can be upgraded to enhance the insurance cover to employees without any undue financial burden to the state government.

40. The Commission therefore recommends that the group insurance contributions from employees may be increased from the present Rs.60, Rs.120 Rs.180 and Rs.240 to Rs. 120, Rs.240, Rs.360 and Rs.480 respectively. The insurance cover to employees should correspondingly be increased. The present ratio of contributions to savings and insurance funds in EGIS may also be altered from the present 67 : 33 to 75 : 25. The enhanced contributions as above will result in a total of about Rs.150 crores being collected from employees every year for accumulation in the public account.

41. The upgrading of the Group Insurance Scheme as recommended above will increase the administrative responsibilities of the KGID. This will call for the department to be suitably strengthened by the appointment of senior level managers trained in insurance and investments business as well as adequate staff with necessary skills. The Commission is of the view that in view of the likely increase in the benefits of the scheme, the costs of providing these additional personnel are fully justified.

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Chapter-9

Financial Implications of Pay Revision

1. Implementation of the Commission’s recommendations on revision of pay, allowances, pensions and other benefits as contained in this report will involve an estimated additional expenditure of about Rs.10,508 crores per year. The break up of the increase in expenditure is shown in the table below:

Table-9.1

Additional expenditure due to revision of pay, pension, etc.,

(Rs. crores)

Sl. No. Items of Expenditure

Expenditure in 2016-17

(Actual)

Additional expenditure

per year

1 Pay /Revised Pay 21,502

4,083 2 HRA & CCA 1,327 3 Other Allowances 160 4 Pension & Family Pension 8,319 1,836 5 NPS Contribution 461 140 6 DCRG Payment 939 705 7 Leave Encashment 525 157 8 Commutation of Pension 1,015 270

9 Revision of Pension & Family Pension of pre 1.7.2005 Retirees - 90

10 Additional Pension /Family Pension - 40

11 Grants-in-Aid (salaries) 6,713 1,027 12 Salaries of Local Bodies 1,598 173 13 Medical Benefits to Retired Employees - 500

Total Financial Implications

10,508

Note: The additional financial implications are estimated based on the actual expenditure figures of the financial year 2016-17 obtained from Finance Department. DA on Pay and Pensions is calculated at the current level of 45.25% as on 1.7.2017.

2. As seen from the budget estimates/medium term fiscal plan of 2017-18, the expenditure on salaries for 2017-18 is shown as Rs.25,406 crores and for pensions Rs.13,183 crores. The expenditure on salary components of grants-in-aid is projected at Rs.6,347 crores for 2017-18 giving a total estimate of Rs.44,936 crores for the above three items of expenditure in 2017-18.

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3. As seen from the details of revenue receipts and expenditure in Chapter-4 of this report the combined expenditure on salaries, pensions and salary component of grants-in-aid for the year 2016-17 was Rs.41,104 crores. The estimated expenditure of Rs.44,936 crores for 2017-18 thus represents an increase of about 9.32% over the previous year. Projecting the expenditure on these items assuming the same growth rate the combined expenditure for 2018-19 will be about Rs.49,128 crores without including any additional expenditure due to revision of pay and allowances. The additional expenditure due to revision of pay, allowances and pensions as estimated in this chapter is Rs.10,508 crores. Adding this to the projected expenditure on salaries (including grants-in-aid) and pensions at Rs.49,128 crores (without revision) for 2018-19 the total expenditure amounts to Rs.59,636 crores.

4. As a proportion of projected revenue receipts of Rs.1,64,578 crores for 2018-19 the expenditure on salaries (including grants-in-aid) and pensions at Rs.59,636 crores works out to 36.23%. Further, as a proportion of the projected revenue expenditure of Rs.1,63,207 crores, it works to 36.54%. As a proportion of revenue receipts net of interest payment and pensions for 2018-19 estimated at Rs.1,32,840 crores, the expenditure on salaries (including grants-in-aid) projected at Rs.34,712 crores will work out to 26.13 percent.

5. The rate of growth of salaries, allowances and pensions over the period 2013-14 to 2016-17 has actually been 5.16 per cent per annum. At this rate, the combined expenditure of these items works out to Rs. 43,225 crores in 2017-18 and Rs. 45,455 crores in 2018-19. With the estimated Rs. 10,508 crores of additional expenditure due to revision of pay, pensions, etc., the total expenditure on these items works out to Rs. 55,963 crores in 2018-19. This amounts to about 34% of the projected revenue receipts and a similar proportion of the total revenue expenditure.

6. As shown above, the additional expenditure on salaries, pensions and other benefits as recommended by the commission does not constitute an unduly heavy burden to the fiscal capacity of the state. However, it would require significant compression of some items of revenue expenditure on non salary items of various departments in the immediate future to match the government’s revenue receipts. It is the Commission’s view that the recommended revision of pay, allowances and pensions is necessary to maintain efficiency and morale among the employees. Also, in our view it is reasonable, as well as feasible, in the fiscal situation of the state government.

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Chapter-10

Summary of Recommendations

1. The present report includes the Commission’s recommendations on the revision of pay, allowances, pensions and other related benefits relating to the employees of the state government, excluding the pay of the All India Services, judicial officers and teaching staff covered by UGC/AICTE pay scales. The Commission’s recommendations are also applicable to employees of aided educational institutions and local bodies, non-teaching staff of colleges and Universities, the Governor’s Secretariat, employees of Karnataka Legislature, Karnataka Lokayukta, Karnataka Public Service Commission and the Karnataka Administrative Tribunal. The number of employees of the government and other bodies mentioned above and the retired employees coming within the purview of the Commission’s recommendations is about twelve lakhs.

This is the eleventh revision of pay, allowances and pensions of employees since the re-organization of the State.

2. The Commission has noted that the total number of employees of the state government was 5,20,829 as at the end of March 2017 against the total sanctioned posts of 7,73,454 representing a vacancy position of 33 per cent. The Commission has recommended a reappraisal of the staffing position of each department in government to determine the required strength at the present level of functions and with the use of the latest technologies and processes.

Revision of Pay

3. The Commission has recommended increase of the present basic pay of employees by 30 percent for all categories. The pensions and family pensions are also to be revised by increasing the basic pension by 30 percent.

4. The Commission has adopted the 15th Indian Labour Conference formula to determine the minimum wage in the lowest revised pay scale at Rs.17,000 per month as on 1.7.2017 excluding House Rent Allowance and City Compensatory Allowance. The maximum pay in the highest pay scale is determined at Rs.1,50,600 excluding HRA and CCA. The minimum and maximum pay in the present pay scales are Rs.9,600 and Rs.79,800.

5. As recommended by the Commission the pay of employees is to be revised by adding the present basic pay with a fitment benefit of 30 percent and dearness allowance of 45.25 percent as on 1.7.2017. The

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revised basic pay will be fixed in the corresponding new pay scale at the stage next above the total amount worked out as above.

6. In respect of primary and secondary school teachers appointed prior to 1.8.2008 and lecturers of Pre-University colleges the amount of special allowance of Rs.450/400/500 currently being paid shall be added to the sum of the present basic pay, fitment benefit of 30 percent and dearness allowance as on 1.7.2017 to determine the revised basic pay.

7. The Commission has recommended adoption of 25 new pay scales corresponding to the existing pay scales of the same number. The present Master Scale of 9,600-79,800 with 91 stages, is to be replaced by the new Master Scale of 17,000-1,50,600 with 92 stages. In addition to retaining the existing number of stagnation increments at eight, the span of most pay scales in the new pay structure has been extended by two stages.

8. The rates of increments have been increased from the present level with the lowest increment at Rs.200 and the highest at Rs.1,700 to Rs.400 and Rs.3,100 respectively. Annual increments are recommended for sanction with reference to 1st January and 1st July every year instead of being sanctioned on different dates to different employees.

Allowances

9. The Commission has recommended continuation of the present system of payment of dearness allowance twice in a year on Government of India pattern at the rate of 0.944 for every one percent of central DA.

10. The rates of House Rent Allowance proposed at 24%, 16%, and 8% of the revised pay in place of the present rates of 30%, 20%, and 10% on the existing basic pay. This will increase the present quantum of House Rent allowance by 40 percent to the employees.

11. The rates of City Compensatory Allowance are to be revised to Rs.600 for Group-A and B and Rs.500 for Group-C and D in BBMP area. In other cities like Belagavi, Hubballi-Dharwad, Mysuru, Mangaluru and Kalburgi, the revised CCA will be Rs.450 and Rs.400 respectively.

12. The Commission has recommended rationalization of the rates of special allowance for specially arduous duties etc., on a common pattern of Rs.200, Rs.300, Rs.400, Rs.500 and Rs.600 for Group-D, Group-C, Group-B, Group-A and Group-A (Senior Scale) posts respectively. Special allowance at higher rates is recommended for a small number of posts involving sensitive or exceptionally arduous duties.

13. In view of the importance attached to the training of employees and in order to attract the best talent to work in training institutions, training allowance for deputed faculty in training institutions has been proposed at

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Rs.8,000 for Group-A officers, Rs.6,000 for Group-B officers and Rs.4,000 for Group-C officials.

14. Conveyance allowance for differently-abled employees with locomotor difficulties is to be continued at 6% of the revised basic pay. Subsidy for purchase of special motorised/mechanical transport for differently-abled employees to be increased to Rs.40,000.

15. Education Allowance for differently-abled children of employees is to be increased from Rs.500 per month per child to Rs.1000 per month per child (upto two children).

16. Heads of departments are to procure laptops and other electronic devices like digital assistants to assist differently-abled employees in their work. Interest free loan of Rs.25,000 recommended for differently-abled employees for purchase of laptops, digital assistants etc.

Pension & DCRG

17. The Commission has recommended to retain the age of superannuation at sixty years and reduce the qualifying service for full pension from 33 years to 30 years. The minimum qualifying service for voluntary retirement is to be reduced from 15 years to 10 years.

18. The existing level of minimum pension is to be revised from Rs.4,800 to Rs.8,500 and the maximum pension from Rs.39,900 to Rs.75,300. Similarly, minimum family pension is to be increased from Rs.4,800 to Rs.8,500 and maximum family pension from Rs.23,940 to Rs.45,180.

19. The pension and family pension are to be revised by adding the basic pension/family pension as on 1.7.2017 with 30% increase and dearness allowance of 45.25% as on 1.7.2017.

20. The maximum limit of Death-cum-Retirement Gratuity is to be increased from Rs.10 lakhs to Rs.20 lakhs.

21. Pensions of employees who have retired prior to 1.7.2005 are to be revised to not less than 50% of the minimum of the revised basic pay of the new pay scales applicable to their posts subject to qualifying service. Similarly, family pensions are to be revised to not less than 30% of the minimum of the revised basic pay.

22. Additional pension is recommended to be paid to all pensioners/family pensioners aged above 80 years at 20% for those aged between 80 and 85 years, 30% for 85 to 90 years, 40% for 90 to 95 years, 50% for 95 to 100 years and 100% for those aged above 100 years. At present, additional pension is payable only to those who have retired prior to 1.7.1993.

23. Benefit of Gratuity is to be extended to employees covered under the New Pension Scheme on the same lines as other employees.

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24. In case of death in service of employees covered by the New Pension Scheme the dependants are to be given family pension, along with gratuity, subject to surrendering accumulated pension fund of the employee to the government.

25. The managements of Grants-in-aid institutions are to be mandated to make employers’ contribution to provide coverage of New Pension Scheme to their employees.

26. The Commission has recommended setting up of ‘Pensioners’ Assistance Cells’ in district headquarters to help pensioners/family pensioners in sorting out problems relating to payment of pensions, attending to medical emergencies etc.

Medical Facilities & Group Insurance

27. Medical facilities are to be extended to all pensioners/family pensioners on the lines of ‘Jyothi Sanjeevini’ scheme presently applicable to serving employees along with reimbursement of expenses on out-patient treatment beyond Rs.1000 per month per family.

28. The existing Employees’ Group Insurance Scheme is to be upgraded by increasing the contributions from the present Rs.60, 120, 180 and 240 to Rs.120, 240, 360 and 480 respectively. The ratio of savings and insurance fund contributions is to be modified from the present 67 : 33 to 75 : 25.

29. The Revision of Pay, Pensions and Family Pensions should be effected from 1.7.2017 and the financial benefit of such revisions given to the employees with effect from 1.4.2018.

30. The increased expenditure on account of the proposed revision of pay, allowances and pensions as above is estimated at Rs.10,508 crores per year.

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gÁdå ¸ÀPÁðgÀªÀÅ ‘eÉÆåÃw ¸ÀAfÃ«¤’ JA§ £ÀUÀzÀÄ gÀ»vÀ AiÉÆÃd£ÉAiÀÄ£ÀÄß eÁjUÉÆ½¹zÀÄÝ, F AiÉÆÃd£ÉAiÀÄ°è ºÀ®ªÁgÀÄaQvÁì «zsÁ£À ªÀÄvÀÄÛ ±À¸ÀÛç aQvÉìUÀ¼ÀÄ ¸ÉÃjzÀÄÝ, EzÀjAzÀ ¸ÀPÁðj £ËPÀgÀgÀÄ ªÀÄvÀÄÛ CªÀgÀ PÀÄlÄA§zÀªÀjUÉ C£ÀÄPÀÆ®ªÁUÀ°zÉ.

10. «PÀ®ZÉÃvÀ£À ¸ÀPÁðj £ËPÀgÀgÀÄ ºÁUÀÆ ¸ÀPÁðj £ËPÀgÀgÀ «PÀ®ZÉÃvÀ£À ªÀÄPÀÌ¼ÀÄ PÉ®ªÀÅ «±ÉÃµÀ ¨sÀvÉåUÀ½UÉ CºÀðjzÁÝgÉ.EzÀgÀ°è «PÀ®ZÉÃvÀ£À ÀPÁðj £ËPÀgÀjUÉ zÉÆgÉAiÀÄÄªÀ ªÀÄÆ® ªÉÃvÀ£ÀzÀ ±ÉÃPÀqÀ 6gÀµÀÄÖ ªÁºÀ£À sÀvÉå ªÀÄvÀÄÛAiÀiÁAwæPÀ/ªÉÆÃmÁgï ZÁ°vÀ ªÁºÀ£ÀUÀ¼À£ÀÄß RjÃ¢ À®Ä ªÁºÀ£ÀzÀ É¯ÉAiÀÄ ±ÉÃPÀqÀ 25 gÀµÀÄÖ ¸ÀºÁAiÀÄzsÀ£À¤ÃrPÉAiÀÄÄ ÉÃjzÉ. ¸ÀPÁðj £ËPÀgÀgÀ «PÀ®ZÉÃvÀ£À ªÀÄPÀÌ½UÉ E§âgÀÄ «PÀ®ZÉÃvÀ£À ªÀÄPÀÌ¼À «ÄwUÉ M¼À¥ÀlÄÖ ªÀiÁ¹PÀ M§âjUÉgÀÆ.500/-gÀAvÉ ²PÀët sÀvÉå ªÀÄvÀÄÛ ¤ªÀðºÀuÁ sÀvÉåAiÀÄ£ÀÄß ¤ÃqÀ¯ÁUÀÄwÛzÉ.

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11. PÉ®ªÀÅ ¤UÀ¢vÀ ¥ÀæªÀUÀðzÀ ºÀÄzÉÝUÀ½UÉ ¤ÃqÀÄwÛgÀÄªÀ ªÁºÀ£À sÀvÉå, ¸ÀªÀÄªÀ¸ÀÛç sÀvÉå, Vj sÀvÉå, C¥ÁAiÀÄ sÀvÉå, ¤UÀ¢vÀ¥ÀæAiÀiÁt sÀvÉå ªÀÄvÀÄÛ «±ÉÃµÀ sÀvÉåAiÀÄ ªÀiÁ¹PÀzÀgÀªÀÅ gÀÆ.100/-jAzÀ gÀÆ.4,800/-gÀ ¥ÀæªÀiÁtzÀ°è EgÀÄvÀÛzÉ. ¸ÀPÁðj£ËPÀgÀjUÉ ¥Àæw ªÀµÀð 15 ¢£ÀUÀ¼À ªÀÄvÀÄÛ ¤ªÀÈwÛ ¸ÀªÀÄAiÀÄzÀ°è UÀjµÀ× 300 ¢£ÀUÀ¼ÀªÀgÉUÉ UÀ½PÉ gÀeÉAiÀÄ£ÀÄß £ÀUÀ¢ÃPÀj¸À®ÄCªÀPÁ±À«zÉ. ªÀÄ»¼Á GzÉÆåÃVUÀ½UÉ 180 ¢£ÀUÀ¼À ºÉjUÉ gÀeÉ zÉÆgÉAiÀÄÄvÀÛzÉ. ¸ÀPÁðj £ËPÀgÀgÀ ÉÃªÁªÀ¢üAiÀÄ°è sÁgÀvÀzÀAiÀiÁªÀÅzÉÃ ÀÜ¼ÀPÉÌ JgÀqÀÄ ¨Áj ºÉÆÃV §gÀ®Ä gÀeÉ ¥ÀæAiÀiÁt sÀvÉåAiÀÄ ¸Ë® sÀåªÀ£ÀÄß ÀPÁðj £ËPÀgÀjUÉ «¸ÀÛj¸À¯ÁVzÉ.

¤ªÀÈwÛ ¸Ë®¨sÀåUÀ¼ÀÄ

12. ¸ÀPÁðj £ËPÀgÀgÀ ¤ªÀÈwÛ ªÀAiÀÄ ÀÄì 60 ªÀµÀðUÀ¼ÁVzÀÄÝ, EzÀÄ PÉÃAzÀæ ¸ÀPÁðj £ËPÀgÀgÀ ¤ªÀÈwÛ ªÀAiÀÄ¹ìUÉ ¸ÀªÀÄ£ÁVzÉ. 33ªÀµÀðUÀ¼À CºÀðvÁ ¸ÉÃªÉAiÀÄ£ÀÄß ¥ÀÆtðUÉÆ½¹zÀ ¤ªÀÈvÀÛ £ËPÀgÀgÀÄ CªÀgÀ CAwªÀÄ ªÀÄÆ® ªÉÃvÀ£ÀzÀ ±ÉÃPÀqÀ 50gÀµÀÄÖ¥ÀÆtð ¥ÀæªÀiÁtzÀ ¦AZÀtÂUÉ ªÀÄvÀÄÛ 33 ªÀµÀðUÀ½VAvÀ PÀrªÉÄ CºÀðvÁ ¸ÉÃªÉAiÀÄ£ÀÄß À°è¹zÀ ¥ÀæPÀgÀtUÀ¼À°è¥ÀæªÀiÁuÁ£ÀÄ¸ÁgÀ ¦AZÀtÂUÉ CºÀðgÀÄ. PÀ¤µÀ× ªÀiÁ¹PÀ ¦AZÀtÂAiÀÄÄ gÀÆ.4,800/- ªÀÄvÀÄÛ UÀjµÀ× ªÀiÁ¹PÀ ¦AZÀtÂAiÀÄÄgÀÆ.39,900/- DVgÀÄvÀÛzÉ. ¥Àæ¸ÀÄÛvÀ eÁjAiÀÄ°ègÀÄªÀ ¤AiÀÄªÀiÁ£ÀÄ¸ÁgÀ 15 ªÀµÀðUÀ¼À CºÀðvÁ ÉÃªÉAiÀÄ£ÀÄß CxÀªÁ 50ªÀµÀðUÀ¼À ªÀAiÉÆÃ«ÄwAiÀÄ£ÀÄß ¥ÀÆtðUÉÆ½¹zÀ ¸ÀPÁðj £ËPÀgÀgÀÄ Àé-EZÁÒ ¤ªÀÈwÛAiÀÄ£ÀÄß PÉÆÃgÀ§ºÀÄzÀÄ. ¤ªÀÈwÛAiÀÄ £ÀAvÀgÀ£ËPÀgÀgÀÄ UÀjµÀ× 10 ®PÀë gÀÆ.UÀ¼ÀÄ CxÀªÁ ªÀÄÆ® ªÉÃvÀ£ÀzÀ 16.5 ¥ÀlÄÖ ªÀÄgÀt ºÁUÀÆ ¤ªÀÈwÛ G¥ÀzÁ£ÀªÀ£ÀÄß¥ÀqÉAiÀÄÄªÀgÀÄ.

13. ¸ÀPÁðj £ËPÀgÀ£À/¦AZÀtÂzÁgÀ£À ªÀÄgÀtzÀ £ÀAvÀgÀ zÉÆgÉAiÀÄÄªÀ PÀÄlÄA§ ªÉÃvÀ£ÀªÀÅ PÀ¤µÀ× ªÀiÁ¹PÀ gÀÆ.4,800/-ªÀÄvÀÄÛUÀjµÀ× ªÀiÁ¹PÀ gÀÆ.23,940/-gÀ «ÄwUÉ M¼À¥ÀlÄÖ DvÀ£À ¤ªÀÈwÛ/ªÀÄgÀtzÀ ÀªÀÄAiÀÄzÀ°è ¥ÀqÉzÀ ªÀÄÆ® ªÉÃvÀ£ÀzÀ ±ÉÃPÀqÀ30gÀµÀÄÖ EzÉ. ¤ªÀÈvÀÛ ¸ÀPÁðj £ËPÀgÀgÀÄ 1/3gÀµÀÄÖ ¥ÀæªÀiÁtzÀ ¦AZÀtÂAiÀÄ£ÀÄß ¥ÀjªÀwð¹ ErUÀAn£À ªÉÆvÀÛªÀ£ÀÄß¥ÀqÉAiÀÄ§ºÀÄzÁVzÉ.

14. £ÀÆvÀ£À ¦AZÀtÂ AiÉÆÃd£É: ¢£ÁAPÀ: 01-04-2006gÀ £ÀAvÀgÀ ºÉÆ¸ÀzÁV ÀPÁðj ÉÃªÉUÉ ¸ÉÃgÀÄªÀ J¯Áè £ËPÀgÀgÀÄ ªÀAwUÉ

DzsÁjvÀ ¦AZÀtÂ AiÉÆÃd£ÉAiÀiÁzÀ ‘£ÀÆvÀ£À ¦AZÀtÂ AiÉÆÃd£É’AiÀÄ ªÁå¦ÛUÉ PÀqÁØAiÀÄªÁV M¼À¥ÀqÀÄvÁÛgÉ. F AiÉÆÃd£ÉAiÀÄC£ÀéAiÀÄ ÀPÁðj £ËPÀgÀ£À ªÀÄÆ®ªÉÃvÀ£À ªÀÄvÀÄÛ vÀÄnÖ sÀvÉåAiÀÄ ±ÉÃ. 10 gÀµÀÄÖ ªÀAwUÉAiÀÄ£ÀÄß ÀPÁðj £ËPÀgÀgÀÄ ¨sÀj¸À ÉÃQzÀÄÝ, CzÉÃ ¥ÀæªÀiÁtzÀ°è ÀPÁðgÀªÀÅ ªÀAwUÉAiÀÄ£ÀÄß ÉÃj¹ ¦AZÀtÂ ¤¢üAiÀÄ°è ºÀÆqÀÄvÀÛzÉ. ¤ªÀÈwÛ ºÉÆAzÀÄªÀ £ËPÀgÀgÀÄ F jÃw ºÀÆqÀ¯ÁzÀ ¤¢ü¬ÄAzÀ ErUÀAn£À ªÉÆvÀÛ ªÀÄvÀÄÛ ªÀµÁð À£À ¥ÀqÉAiÀÄÄvÁÛgÉ. £ÀÆvÀ£À ¦AZÀtÂ AiÉÆÃd£ÉAiÀÄ ªÁå¦ÛUÉ §gÀÄªÀ ¸ÀPÁðj £ËPÀgÀgÀ ¦AZÀtÂ, PÀÄlÄA§ ¦AZÀtÂ ªÀÄvÀÄÛ ªÀÄgÀt ºÁUÀÆ ¤ªÀÈwÛ G¥ÀzÁ£ÀzÀ ¸ÀA§AzsÀ ¸ÀPÁðgÀPÉÌAiÀiÁªÀÅzÉÃ ºÉÆuÉUÁjPÉ EgÀÄªÀÅ¢®è.

15. ªÉÄÃ°£À CA±ÀUÀ¼À »£Éß¯ÉAiÀÄ°è, DAiÉÆÃUÀªÀÅ ¸ÁªÀðd¤PÀjAzÀ, ¸ÀPÁðj £ËPÀgÀgÀÄ ªÀÄvÀÄÛ ¦AZÀtÂzÁgÀjAzÀ, ªÀiÁ£ÀåvÉ¥ÀqÉzÀ £ËPÀgÀgÀ ¸ÀAWÀUÀ½AzÀ, «±Àé«zÁå®AiÀÄUÀ½AzÀ, ¸ÀÜ½ÃAiÀÄ ÀA¸ÉÜUÀ½AzÀ ªÀÄvÀÄÛ C£ÀÄzÁ¤vÀ ²PÀët ¸ÀA¸ÉÜUÀ½AzÀC©ü¥ÁæAiÀÄUÀ¼À£ÀÄß ¸ÁéUÀw¸ÀÄvÀÛzÉ. ªÀÄÄAzÀÄªÀgÉzÀÄ, UËgÀªÁ¤évÀ ¸ÀA¸ÀwÛ£À ÀzÀ¸ÀågÀÄUÀ¼ÀÄ/ «zsÁ£À¸À sÉ ÀzÀ¸ÀågÀÄUÀ¼ÀÄ/«zsÁ£À ¥ÀjµÀwÛ£À ¸ÀzÀ¸ÀågÀÄUÀ¼ÀÄ ªÀÄvÀÄÛ EvÀgÉ ¥ÀæªÀÄÄR ZÀÄ£Á¬ÄvÀ ¥Àæw¤¢üUÀ½AzÀ®Æ ºÁUÀÆ ¸ÀPÁðgÀzÀ C¥ÀgÀªÀÄÄRå PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/ ¥ÀæzsÁ£À PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ ªÀÄvÀÄÛ E¯ÁSÁ ªÀÄÄRå ÀÜgÀ£ÉÆß¼ÀUÉÆAqÀAvÉ»jAiÀÄ C¢üPÁjUÀ½AzÀ®Æ C©ü¥ÁæAiÀÄUÀ¼À£ÀÄß ¥ÀqÉAiÀÄ¯ÁUÀÄvÀÛzÉ.

16. ¸ÀPÁðj £ËPÀgÀgÀÄ ªÀÄvÀÄÛ ¦AZÀtÂzÁgÀgÀÄ ¥Àæ±ÁßªÀ½-J £ÀªÀÄÆ£ÉAiÀÄ°è GvÀÛgÀUÀ¼À£ÀÄß MzÀV¸À ÉÃPÁUÀÄvÀÛzÉ. ¥Àæ±ÁßªÀ½-©ªÀÄvÀÄÛ ¹ £ÀªÀÄÆ£ÉUÀ¼ÀÄ ¸ÀPÁðgÀzÀ C¥ÀgÀ ªÀÄÄRå PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/¥ÀæzsÁ£À PÁAiÀÄðzÀ²ðUÀ¼ÀÄ/ PÁAiÀÄðzÀ²ðUÀ¼ÀÄ ªÀÄvÀÄÛE¯ÁSÁ ªÀÄÄRå ÀÜgÀÄUÀ¼ÀÄ GvÀÛgÀUÀ¼À£ÀÄß ¤ÃqÀÄªÀ GzÉÝÃ±ÀPÁÌVªÉ. «±Àé«zÁå®AiÀÄUÀ¼ÀÄ, ÀÜ½ÃAiÀÄ ¸ÀA ÉÜUÀ¼ÀÄ ªÀÄvÀÄÛC£ÀÄzÁ¤vÀ ²PÀët ¸ÀA¸ÉÜUÀ¼ÀÄ ¥Àæ±ÁßªÀ½-r, E, J¥sï UÀ¼À°è PÀæªÀÄªÁV GvÀÛgÀUÀ¼À£ÀÄß ¤ÃqÀ¨ÉÃPÁUÀÄvÀÛªÉ.¸ÁªÀðd¤PÀjAzÀ C©ü¥ÁæAiÀÄUÀ¼À£ÀÄß F n¥ÀàtÂAiÉÆA¢UÉ ®UÀwÛ À¯ÁzÀ ¥Àæ±ÁßªÀ½-f £ÀªÀÄÆ£ÉAiÀÄ°è DºÁé¤¸À¯ÁVzÉ.

17. ªÀåQÛUÀ¼ÀÄ, ªÀiÁ£ÀåvÉ ¥ÀqÉzÀ £ËPÀgÀgÀ ªÀÄvÀÄÛ ¦AZÀtÂzÁgÀgÀ ¸ÀAWÀUÀ¼ÀÄ, ¸ÀAWÀ¸ÀA ÉÜUÀ¼ÀÄ ªÀÄvÀÄÛ ¸ÀPÁðgÉÃvÀgÀ÷¸ÀAWÀ¸ÀA ÉÜUÀ¼ÀÄ CxÀªÁ E¤ßvÀgÀ D¸ÀQÛAiÀÄÄ¼Àî ªÀåQÛUÀ¼ÀÄ C©ü¥ÁæAiÀÄUÀ¼À£ÀÄß ¥Àæ±ÁßªÀ½-J ªÀÄvÀÄÛ f £ÀªÀÄÆ£ÉUÀ¼À°è¸À°è¸À§ºÀÄzÁVzÉ. ¥ÀæwQæAiÉÄ ¤ÃqÀÄªÀªÀjAzÀ CªÀgÀ ¸ÀA¥ÀÆtð CAZÉ «¼Á¸À, E-ªÉÄÃ¯ï «¼Á¸À ªÀÄvÀÄÛ

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6th

STATE PAY COMMISSION OF KARNATAKA

BACKGROUND NOTE

REVISION OF PAY AND ALLOWANCES OF GOVERNMENT EMPLOYEES

1. Government of Karnataka has constituted the 6th

State Pay Commission to consider revision of pay

scales of the State Government employees, employees of Aided Educational Institutions and Local

Bodies, and Non- teaching staff of the Universities and to recommend a new pay structure for them.

The Commission is also required to suggest changes, if any, with regard to the Pensions, Dearness

Allowance (DA), House Rent Allowance (HRA), City Compensatory Allowance (CCA), Medical facilities

and other benefits. Further, the terms of reference of the Commission also include suggesting

measures to improve the performance of Government Departments including restructuring of

Departments and recommending measures to improve the performance of Government employees. In

making its recommendations, the Pay Commission is required to keep in view the resources of the

State Government and its commitments for various development programmes and schemes, statutory

and regulatory functions, debt-servicing obligations and other non development requirements within

the overall mandate of the Karnataka Fiscal Responsibility Act, 2002.

2. The pay and allowances of State Government employees, employees of Aided Educational

Institutions and Local Bodies, and Non- teaching staff of the Universities have generally been

revised once in five years either on the recommendations of a Pay Commission or of an Official

Pay Committee. The recommendations of 5th

Pay Commission were implemented during 2005

with monetary benefits effective from 01-04-2006. The pay and allowances were last

revised with effect from 01-04-2012 based on the recommendations of the Official Pay

Committee(2011).

3. The principles generally considered for evolving new pay structures / pay scales of

Government employees include the qualifications and training for different posts, degrees of

responsibility, areas of jurisdiction, occupational hazards, levels of decision-making, avenues of

promotion, horizontal and vertical relativity in similar jobs in various Departments, and

historical relativities in pay scales evolved over a period of time.

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4. The fundamental objectives of Government comprise maintenance of law and order, provision of

basic social services and infrastructure, welfare of the vulnerable sections of the society, protecting the

environment, and promoting economic development. To achieve these objectives the State

Government has employed about 5.20 lakh employees in Government Departments at various levels

in the entire State (List of Government Departments and number of employees is enclosed). Of these

Employees, nearly 80% are employed in Police, Health, Education, Rural Development, Irrigation,

Agriculture and Social Welfare sectors. The number of retired employees/families of retired employees

receiving pension from the State Government is about 5.56 lakhs. During 2017-18 the estimated

expenditure on salary and pensions is Rs 25,406 crores and Rs.13,183 crores respectively. The

expenditure on pay amounts to 18% and on pension 9% of the State`s total revenues (tax+ non tax+

devolution). In addition, the State Government also provides grant-in-aid to meet the salary

expenditure and pension payments of about 1.46 lakh employees of Aided Educational Institutions and

Local Bodies, and Non- teaching staff of the Universities.

PAY AND ALLOWANCES

5. The existing pay scales have been evolved on the recommendations of the Official Pay Committee

(2011), linking them with the cost of living index at 191.5 points (AIACPI) (IW) 2001 series by merging

the Dearness Allowance obtainable on 01-01-2012. These scales are effective from 01-04-2012. A

master pay scale with 91 stages has been adopted by the State Government with 25 standard scales

segmented out of this master scale.

6. The existing total minimum emoluments paid to employees is Rs.17,050/- p.m., at Bengaluru and

Rs. 14,700/- in rural areas and the maximum emoluments is Rs.1,38,500/- in Bengaluru. These

emoluments include DA, HRA and CCA admissible to them. The present ratio between the minimum

pay in the lowest scale and the minimum pay in the highest scale is 1: 8.31. The ratio between the

maximum in the lowest scale and the maximum in the highest scale is 1 : 5.50.

7. The rates of annual increment range from Rs 200 to Rs 1,700 in different pay scales. Additional

increments are granted if a Government Employee stagnates in the same post without promotion on

reaching 20 years, 25 years or 30 years of service. Further, employees reaching the maximum of any

pay scale are given up to 8 stagnation annual increments, if they are not promoted.

8. Increases in cost of living are neutralized by revision in payment of Dearness Allowance (DA) twice a

year based on 12 monthly rise in AIACPI index. The admissible House Rent Allowance (HRA) and City

Compensatory Allowance (CCA) vary with the basic pay of the employee and the place of work

according to classification of cities/other places based on population. The present rate of HRA is 30%,

20% and 10% for places classified as A, B and C respectively. The rates of CCA in Bengaluru (BBMP

area) for Group-C and D employees is Rs.350/- and for Group-A and B officers Rs. 400/- per month. The

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rates of CCA in the Urban Agglomerations of Belagavi, Mangaluru , Mysuru, Kalaburagi and Hubballi-

Dharwada range from Rs.250/- to Rs.300/- per month.

9. Over a period of time Government have streamlined the re-imbursement of medical expenses by

including treatment availed in specified private medical institutions/ hospitals and also specifying the

rate of reimbursement of medical expenses for various types of ailments. This is in addition to payment

of medical allowance of Rs. 100/- per month to Group-C & D employees. Government has also

introduced a cashless scheme called ‘Jyothi Sanjivini’ which covers many procedures and surgeries for

the benefit of the employees and their families.

10. Employees with disabilities and employees’ children with disabilities are entitled to certain special

allowances. These include conveyance allowance for disabled employees at 6% of basic pay and 25 % of

the cost of the motorized / mechanical vehicle purchased as subsidy. Govt. employees’ children with

disabilities are given educational allowance/ maintenance allowance at Rs.500 per month per chiled for

two children only.

11. Other allowances paid for certain specified categories of posts include Conveyance Allowance,

Uniform Allowance, Risk Allowance, Fixed Traveling Allowance and Special Allowance at rates varying

from Rs.100/- to Rs.4,800/- per month. Government employees are also allowed encashment of earned

leave (EL) up to 15 days per year and a maximum of 300 days of accumulated leave on retirement.

Women employees are eligible for 180 days of maternity leave. Leave Travel Concession (LTC) for travel

anywhere in India is allowed twice during the service of Government employees.

RETIREMENT BENEFITS:

12. The age of retirement of Government employees is 60 years and it is on par with the retirement age

of Central Government employees. Retiring employees who have completed 33 years of qualifying

service are eligible for full pension at the rate of 50% of the last basic pay drawn and proportionate

pension in cases where service rendered is less than 33 years. As per the existing rules, an employee

with 15 years of qualifying service or who has completed 50 years of age can seek Voluntary

Retirement. On retirement, employees receive Death Cum Retirement Gratuity subject to a maximum

of Rs.10 lakhs or 16.5 times of basic pay.

13. Family Pension is admissible on death of an employee / pensioner at 30% of the last pay drawn

subject to a minimum of Rs. 4,800/- and a maximum of Rs.23,940/-per month. Retiring employees are

also permitted to commute 1/3rd of their pension to receive a lump sum amount at the time of

retirement.

288

14. New Pension Scheme (NPS) :- All Government employees joining government service on or after 1st

April 2006 are mandatorily covered under a contributory pension scheme called the ‘New Pension

Scheme’ with a contribution of 10% of basic pay plus DA and equal contribution from the Government

to be invested in a pension fund. The retiring employees receive the lump sum and annuities from the

accumulated funds so invested. Government has no other obligation towards pension, family pension

and Death cum retirement gratuity for employees covered under NPS.

15. In the light of the above, the Commission would like to invite responses from the general

public, Government employees and pensioners, recognized associations of employees, and

Universities, Local Bodies and Aided Educational Institutions. Further, responses are being sought

from Hon`ble MPs/MLAs/MLCs and other important elected representatives and senior

functionaries in Government including Additional Chief Secretaries/Principal

Secretaries/Secretaries to Government and Heads of Departments separately.

16. The responses of Government employees and pensioners are to be submitted in the format

containing Questionnaire-A. Questionnaires - B and C are meant for responses from Additional

Chief Secretaries/Principal Secretaries/ Secretaries to Government and Heads of Departments.

Universities, Local Bodies and Aided Educational Institutions are required to submit their responses

to the questions in Questionnaires - D, E and F respectively. The responses of the general public

are invited in Questionnaire-G appended to this note.

17. Responses to Questionnaires A and G may be submitted by individuals, recognized associations

of employees and pensioners, associations of persons and non-governmental organizations or any

other interested body of persons. The Commission would like all respondents to disclose their

complete postal address e-mail Id and contact telephone numbers. Replies to the questionnaires

and Memoranda, if any, should be sent to the Secretary, 6th

State Pay Commission, Ist. Floor,

Coffee Board Building, Dr. Ambedkar Veedhi, Bengaluru-560001 so as to reach on or before 21st

August 2017.

- o -

289

E¯ÁSÉUÀ¼À ¥ÀnÖ ªÀÄvÀÄÛ PÁAiÀÄð¤gÀvÀ ºÀÄzÉÝUÀ¼À ¸ÀASÉå

(2017-18 DAiÀÄªÀåAiÀÄ CAzÁf£ÀAvÉ)

List of Departments and Working Strength

(as per 2017-18 Budget Estimates)

PÀæ.¸ÀA. E¯ÁSÉ Department

PÁAiÀÄð¤gÀvÀ ºÀÄzÉÝUÀ¼ÀÄ

Working

Strength

1 PÀÈ¶ Agriculture 6899

2 vÉÆÃlUÁjPÉ Horticulture 1610

3 gÉÃµÉä Sericulture 1803

4 ¥À±ÀÄ ÀAUÉÆÃ¥À£É Animal Husbandry 10347

5 «ÄÃ£ÀÄUÁjPÉ Fisheries 649

6 DyðPÀ Finance 10138

7 ¹§âA¢ ªÀÄvÀÄÛ DqÀ½vÀ

¸ÀÄzsÁgÀuÉ E¯ÁSÉ

Department of Personnel &

Administrative Reforms

7697

8 M¼ÁqÀ½vÀ Home 85701

9 ¸ÁjUÉ Transport 1594

10 UÁç«ÄÃt C©sªÀÈ¢Þ ªÀÄvÀÄÛ

¥ÀAZÁAiÀÄw gÁeï

Rural Development &

Panchayat Raj

16072

11 CgÀtå Forest 8304

12 ¥Àj¸ÀgÀ ªÀÄvÀÄÛfÃ«±Á¸ÀÛöç Ecology & Environment 11

13 ¸ÀºÀPÁgÀ Cooperation 3221

14 ¥Àj²µÀ× eÁwUÀ¼À PÀ¯Áåt Scheduled Castes Welfare 5337

15 ¥Àj²µÀ× ¥ÀAUÀqÀUÀ¼À PÀ¯Áåt Scheduled Tribes Welfare 635

16 »AzÀÄ½zÀ ªÀUÀðUÀ¼À PÀ¯Áåt Backward Classes Welfare 4728

17 C®à ÀASÁåvÀgÀ PÀ¯Áåt Minorities Welfare 424

18 ªÀÄ»¼Á ªÀÄvÀÄÛ ªÀÄPÀÌ¼À C©sªÀÈ¢Þ Women & Child Development 3987

19 ªÁvÉð Information 330

290

20 ¥ÀçªÁ¸ÉÆÃzÀåªÀÄ Tourism 80

21 AiÀÄÄªÀd£À ÉÃªÉUÀ¼ÀÄ Youth Services 159

22 DºÁgÀ ªÀÄvÀÄÛ £ÁUÀjÃPÀ ÀgÀ§gÁdÄ Food & Civil Supplies 1436

23 PÀAzÁAiÀÄ Revenue 21525

24 ªÀiÁ»w vÀAvÀçeÁÕ£À ªÀÄvÀÄÛ eÉÊ«PÀ vÀAvÀçeÁÕ£À Information Technology &

Bio Technology

22

25 G£ÀßvÀ ²PÀët Higher Education 11948

26 ¥ÁçxÀ«ÄPÀ ªÀÄvÀÄÛ ªÀiÁzsÀå«ÄPÀ ²PÀët Primary & Secondary Education 241251

27 PÉÊªÀÄUÀÎ ªÀÄvÀÄÛ dªÀ½ Handloom & Textiles 52

28 ¨sÁj ªÀÄvÀÄÛ ªÀÄzsÀåªÀÄ PÉÊUÁjPÉ Major & Medium Industries 185

29 ¸ÀtÚ PÉÊUÁjPÉ Small Industries 1613

30 UÀtÂ Mines 443

31 £ÀUÀgÁ©sªÀÈ¢Þ Urban Development 531

32 ¯ÉÆÃPÉÆÃ¥ÀAiÉÆÃV Public Works 8639

33 ¨sÁj ¤ÃgÁªÀj Major Irrigation 1041

34 ¸ÀtÚ ¤ÃgÁªÀj Minor Irrigation 2012

35 DgÉÆÃUÀå & ªÉÊzÀåQÃAiÀÄ ²PÀët Health & Medical Education 39365

36 PÁ«ÄðPÀ Labour 2195

37 PË±À®å C©üªÀÈ¢Þ Skill Development 2859

38 EAzsÀ£À Energy 250

39 PÀ£ÀßqÀ ªÀÄvÀÄÛ ÀA¸ÀÌÈw Kannada & Culture 381

40 AiÉÆÃd£É, ¸ÁATåPÀ, «eÁÕ£À ªÀÄvÀÄÛ vÀAvÀçeÁÕ£À Planning, Statistics, Science &

Technology

953

41 PÁ£ÀÆ£ÀÄ Law 13425

42 ¸ÀA À¢ÃAiÀÄ ªÀåªÀºÁgÀUÀ¼ÀÄ Parliamentary Affairs 977

MlÄÖ Total 520829

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List of Officers / Officials of 6th State Pay Commission

Sl.NoName of Officers and Officials

Sri/Smt Designation

1 M. Manjunath Naik, I.A.S Secretary

2 D.N. Naik I.A.S ( Rtd) Advisor

3 K. Janardhan Rao I.A.S (Rtd) Advisor

4 Honnalingappa Y.B Deputy Secretary

5 GopalKrishna K.S Consultant

6 Ramdurg K.R Consultant

7 Jagadeesh B.N Consultant

8 Rajalakshmi Consultant

9 Shantha Kumar K. M Consultant

10 Ramamurthy G.R Consultant

11 Sangmesh S Sr.Manager (Tech )

12 S.R. Rajagopal Consultant

13 Suknaya Personal Assistant

14 Vahab Khan E.M Deputy Manager

15 S.H Shivashekara Accountant

16 Ramamurthy.V Administrative Assistant

17 S. Gopichandra Section Officer

18 Manjula Nataraj Section Officer

19 Raju.H Asst. Statistical Officer

20 Sunitha. H Sr.Assistant

21 Basavaraja.H.G Sr.Assistant

22 Chandrika H.D Stenographer

23 Shruthi.P Stenographer

24 Nagarathna .V Data Entry Operator

25 Kishore Kumar Data Entry Operator

26 S.D.Madhuri Receptionist

27 Gangadhar.M Attender

28 Y.E.Madhu Attender

29 Girish.S.P Attender

30 D.S.Sunil Attender

31 Annu Pujari Driver

32 Syed Azgar Driver

33 S.Santosh Driver

34 Nagaraju. B.G Driver

337

karnataka 6th pay commission report 6th pay commission report

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