Payment of Salaries to the Staff of IRMNCH From Fixed Pay Package to Pay Scales dt 30.05.2024

Payment of Salaries to the Staff of IRMNCH From Fixed Pay Package to Pay Scales dt 30.05.2024

OFFICE MEMORANDUM

Subject: Salaries to the Staff of IRMNCH

I am directed to refer to the subject cited above and to state that O/o MAY 2014 inspectorate of Treasuries, & Accounts, Punjab, Lahore / District Accounts Officer, Bahawalpur has made a reference to this Department vide letter bearing No.IT.FD(TT)2- (Accounts), dated 19.07.2023 of CIOT&A and DAO, Bahawalpur letter bearing DAO/BWP/DHAP /HM/1457, dated 27.06.2023 (copy enclosed) which is self-explanatory.

2.  District Accounts Officer, Bahawalpur has raised objections as under:

1. That hiring of staff on lump-sum pay package in development project and fresh hiring of staff after creation of SNE in prescribed pay scales are two different issues. No doubt, there is no need for conversion of term & conditions of those employees who shall be recruited by the department after creation of SNE, framing service rules against the sanctioned posts in the prescribed pay scale in pursuance of policy dated: 23.07.2014, but the case of such existing employees recruited on contract in development mode before creation of SNE on the fixed pay package is totally different and requires approval of the finance Department to bring such appointment within the framework’s of Para 3(XIII)(i) of Contract Appointment Policy, 2004?
2. That conversion of term & conditions of those existing contract employees who were recruited on lump-sum pay package prior to creation of SNE and the department still extending the contract period of those recruited employees needs approval of the F.D for conversion and re-fixation of term & conditions from fixed pay package to prescribed pay scales (refer in Annex-A)?
3. That Program Director IRMNCH Program is at liberty and empowered to make recruitment in accordance with policy 23.07.2014 on prescribed pay scales (refer in Annex-C) but he is not empowered/competent to change or re-fix the term & condition existing employees already hired on fixed pay package in development/project without prior approval of the E.D?
4. That Program Director IRMNCH in his letter dated: 18.04.2022 (refer in Annex-M) intimated that extension in contract has been made by him in term of policy dated: 23.07.2014, whereas, perusal of the policy dated: 23.07.2014 revealed that there is no provision for change in term & conditions of appointment of the existing employees in the said policy. The policy bounds the department to immediately frame service rules and recourse the recruitment process in accordance with the law?

3.  The case has been examined in the Finance Department and this department observes that the view point of District Accounts Bahawalpur is correct and same is liable to be confirmed.

4.  In view of the above, Regulation Wing, S&GAD is requested to kindly furnish its valuable advice in the matter on the view point of DAO, Bahawalpur and response of Finance Department.

The topic “Payment of Salaries to the Staff of IRMNCH from Fixed Pay Package to Pay Scales (dated 30.05.2024)” discusses the transition in how salaries are paid to staff of the IRMNCH program (Integrated Reproductive, Maternal, Newborn & Child Health).

Explanation:

Previously, staff received a fixed salary, meaning everyone was paid the same amount each month, regardless of experience or role. The new system changes this by introducing pay scales, which determine salaries based on factors such as job position, experience, and qualifications.

Key Points:

1. Structured Payment: Under the new pay scales, salaries are determined by specific levels or grades, creating a clearer and more organized pay structure.
2. Growth Opportunities: Employees can expect salary increases over time as they gain more experience or are promoted.
3. Fairness: Pay scales ensure that employees with more qualifications or higher positions receive higher pay, unlike the fixed salary model where everyone earned the same.

Conclusion:

This transition to pay scales introduces a more structured and fair salary system. It provides opportunities for salary growth and better reflects the employees’ experience and roles within the IRMNCH program.