IRTSA Proposes New Salary Structure for Railway Technical Employees
New Salary Revision Proposal by IRTSA
The Indian Railway Technical Supervisors' Association (IRTSA) has called on the 8th Pay Commission to rethink its approach to salary adjustments for railway technical staff. Moving away from the standard fitment formula utilized in previous pay commissions, the association suggests implementing a tiered system with distinct fitment factors tailored to various employee levels. This recommendation emerges as numerous central government employees and pensioners are keenly observing the ongoing discussions surrounding the 8th Pay Commission and potential salary adjustments.
In its submission to the 8th Pay Commission, IRTSA contended that a uniform fitment factor fails to reflect the diverse responsibilities and working conditions experienced by different employee categories. Instead, the association has proposed five distinct fitment multipliers for various pay levels.
The Suggested Fitment Factors Include:
- Level 1-5 — 2.92
- Level 6-8 — 3.50
- Level 9-12 — 3.80
- Level 13-16 — 4.09
- Level 17-18 — 4.38
According to IRTSA, the introduction of varied multipliers would foster a more equitable and balanced pay structure for employees across junior, middle, and senior levels. Under the previous 7th Pay Commission, all central government employees experienced salary adjustments based on a uniform fitment factor of 2.57.
Revised Wage Structure for Railway Technical Supervisors
IRTSA has also put forth a new cadre framework for technical supervisors within the Railways, proposing significantly enhanced starting salaries for various roles. The recommended pay structure includes:
- Junior Engineer – Level-7 – Rs 1,57,400
- Senior Section Engineer (Gr-B) – Level-8 – Rs 1,66,800
- Assistant Manager (Gr-B) – Level-9 – Rs 2,01,600
- Manager (Gr-B) – Level-10 – Rs 2,13,000
- Senior Manager (Gr-A) – Level-11 – Rs 2,57,000
IRTSA argues that the pay structure for technical supervisors in Railways should mirror the five-grade pay system used in Central Public Sector Enterprises (CPSEs) like ONGC. The association emphasizes that the compensation for technocrats, particularly those in Railways, should be distinctly separate from non-technocrat employees to adequately reflect the hazards, additional working hours, and unique service conditions they face.
In addition to salary revisions, IRTSA is advocating for modifications to the Modified Assured Career Progression (MACP) scheme, proposing five financial upgrades throughout a 30-year service period. The proposal suggests that employees should receive financial advancements after completing 6, 12, 18, 24, and 30 years of service. Furthermore, IRTSA has indicated that employees in safety-critical roles within the Ministry of Railways should benefit from higher indexing of fitment factors starting from Level 6 due to the nature of their responsibilities.
Potential Impact of Proposed Fitment Factors on Salaries
The fitment factor serves as the multiplier utilized by pay commissions to determine revised basic salaries for government employees. Should the new proposal be accepted, railway technical employees could experience significant salary increases. For example:
- A Level 1-5 employee with a basic pay of Rs 20,000 could see their revised salary rise to Rs 58,400 using the 2.92 fitment factor.
- A Level 6-8 employee earning Rs 45,000 could receive Rs 1,57,500 after applying the proposed 3.50 multiplier.
- A Level 13-16 employee with a basic pay of Rs 1,20,000 could see their salary increase to Rs 4,90,800 using the proposed 4.09 factor.