7th CPC MACP SCHEME
7th Pay Commission Modified Assured Career Progression Scheme
ACP and MACP Schemes are Promotional Schemes for Central Government Employees. ACP was introduced by the 5th Central Pay Commission and MACP was further modified the earlier scheme of ACP and recommended by 6th CPC.
ACP Scheme was applicable for the employees who were not granted any promotions in 12 and 24 years’ service. Whereas, the MACP Scheme was applicable for the employees who were not granted any promotions or upgrdations in 10, 20 and 30 years’ service.
7th Pay Commission Recommendations on MACP: The Modified Assured Career Progression (MACP) scheme has been further modified.
It is expected that the present formulation will address the widespread dissatisfaction prevailing in the earlier system, in which the gain or progression through the MACP was considered inadequate.
The remuneration package is such that employees would feel that they are valued and they are fairly paid and their remuneration is not less than a person who is similarly situated in another organisation.
While addressing this aspirational need, we are also conscious of the fact that such employees who have outlived their utility, their services need not be continued, and the continuance of such persons in the system should be discouraged.
Demands on Modified Assured Career Progression (MACP): Although a number of demands were received for increasing the frequency of MACP as well as to enhance the financial benefit accruing out of it, this Commission feels that the inherent issues in the existing pay structure owing to which there was widespread resentment have been set justify by way of rationalisation of pay levels, abolition of pay band and grade pay and introduction of a matrix based open pay structure.
Hence, there is no justification for increasing the frequency of MACP and it will continue to be administered at 10, 20 and 30 years as before.
In the new Pay matrix, the employees will move to the immediate next level in the hierarchy.
Fixation of pay will follow the same principle as that for a regular promotion in the pay matrix.
MACP will continue to be applicable to all employees up to HAG level except members of Organised Group `A’ Services where initial promotions up to NFSG are time bound and hence assured.
There is, however, one significant aspect where this Commission feels that a change is required.
This is with regard to the benchmark for performance appraisal for MACP as well as for regular promotion.
The Commission recommends that this benchmark, in the interest of improving performance level, be enhanced from ‘Good’ to ‘Very Good.’
In addition, introduction of more stringent criteria such as clearing of departmental examinations or mandatory training before grant of MACP can also be considered by the government.
MACP : In almost all the memoranda received in the Commission, the inadequacy of the benefit accruing from the present MACP formulation has been underscored.
As per the existing dispensation, upward movement in this scheme is through the grade pay hierarchy and the financial benefit as a result of this progression is equivalent to one increment plus the difference in grade pay between the existing and next level.
It has been stated by employees that this amount is very meagre especially when the difference in grade pay is as low as Rs. 100.
Further, progression through the MACP scheme can take place only when ten years have lapsed after the previous promotion/MACP upgrade, making the position even starker.
Comparisons are also made of the MACP introduced post VI CPC with the ACP scheme introduced post V CPC. In the case of earlier ACP scheme, although it was available with lesser frequency i.e., after the passage of 12 and 24 years of service, the upgrade that was given was in the promotional hierarchy.
Therefore the monetary benefit to the employee was sizeable as compared to that under the present MACP. Numerous demands have therefore been received in the Commission to rationalize the progression of grade pay, to increase the frequency of administering MACP and to make the progression follow the promotional instead of the grade pay hierarchy.\
Withholding Annual Increments of Non-performers after 20 Years: There is a widespread perception that increments as well as upward movement in the hierarchy happen as a matter of course.
The perception is that grant of MACP, although subject to the employee attaining the laid down threshold of performance, is taken for granted. This Commission believes that employees who do not meet the laid down performance criterion should not be allowed to earn future annual increments.
The Commission is therefore proposing withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a regular promotion within the first 20 years of their service.
This will act as a deterrent for complacent and inefficient employees.
However, since this is not a penalty, the norms for penal action in disciplinary cases involving withholding increments will not be applicable in such cases.
This will be treated as an “efficiency bar”. Additionally, for such employees there could be an option to leave service on similar terms and conditions as prescribed for voluntary retirement. [Para 5.1.46 in 7th CPC Report]
7th CPC MACP Illustration: Suppose, Ms. ABC, who, after having been fixed in the Pay Matrix, is drawing a Basic Pay of Rs.28,700 in Level 4. She is upgraded to Level 5 (either regular promotion or through MACP). Then her salary will be fixed in he following manner…
1. She will first be given one increment in her current Level 4 (to Rs.29600 in this case).
2. Then she will be placed in the Level 5 at a Level equal to or next higher compared to Rs.29600, which comes to Rs.30,100 in this case.
NC JCM STAFF SIDE DEMANDING FIVE PROMOTIONS IN THE SERVICE CAREER
Career progression: Grant five promotions in the service career.
For the efficient functioning of an institution, the primary pre-requisite is to have a contended workforce. It is not only the emoluments, perks and privileges that motivate an employee to give his best.
They are no doubt important. But what is more important is to provide them a systematic career progression.
The present system of career progression available in the All India Services and the organised group A Civil services attracts large number of young, talented and educated persons to compete in the All India Civil Service Examination.
No different was the career progression scheme available in the subordinate services in the past.
Persons who were recruited to subordinate services were able to climb to Managerial positions over a period of time.
The situation underwent vast changes in the last two decades. In most of the Departments, stagnation has come to stay. It takes decades to be promoted to the next higher grade in the hierarchy.
It was the recognition of the lack of promotional avenue in the subordinate services that made the 5th CPC to recommend a time bound two career progression scheme.
The three time bound scheme of MACP instead of improving the situation has been found less beneficial and has therefore not gone to address the inherent problem of de-motivation that has crept in due to the high level of stagnation.
In most of the Departments, the exercise of cadre review which was considered important was not carried out. Any attempt in this regard was restricted to Group A services.
The discontent amongst the employees in the matter is of high magnitude today. The VII CPC therefore, should recommend that the cadre reviews are undertaken wherever not done sofar to ensure five hierarchical promotions to all employees in their career on the pattern obtaining for Group A Officers.
Top Developments on 7th CPC MACP Scheme
- 7th Pay Commission MACP Scheme for CG Employees June 13, 2019 Read more...
- Clarification on MACP Benchmark to Railway Employees – RBE No.86/2019 May 30, 2019 Read more...
- MACP to SSE-Drawing (formerly Diploma Holder Tracers) appointed against DR quota vacancies as Assistant Draftsman May 22, 2019 Read more...
- Grant of 1st, 2nd and 3rd Financial Up-gradation under MACP – PCAFYS Orders May 20, 2019 Read more...
- Modified Assured Career Progression Scheme (MACPS) – Collection of DoPT Orders May 8, 2019 Read more...
- MACP for Group ‘C’ and ‘D’ Telecommunication Employees – Orders issued on 30.4.2019 May 8, 2019 Read more...
- Pay Fixation on MACP from the DNI – Clarification Orders issued by MoD May 3, 2019 Read more...
- MACP to to Station Master category in Railways – NFIR April 15, 2019 Read more...
- DoP Clarification on MACP Benchmark March 14, 2019 Read more...
- GP 6600 after 20 years to ACP Inspectors – Hyderabad CCA March 9, 2019 Read more...
- MACP Bench Mark – High Court of Delhi Circular March 7, 2019 Read more...
- MACP Grading – Enhancement of Benchmark January 18, 2019 Read more...
- Not feasible to extend the Benefits of MACP during Jan to Aug 2008 January 11, 2019 Read more...
- 7th CPC MACP Anomalies- NFIR December 28, 2018 Read more...
- Grant Non Functional GP 5400 to Inspectors under ACP/MACP – CBDT Orders dt.6.12.2018 December 8, 2018 Read more...
- Upgradation of Pay – CAT Principal Bench Judgement November 30, 2018 Read more...
- Bombay High Court Judgement dt. 15.10.18 on MACP November 22, 2018 Read more...
- Bombay High Court Judgement On MACP October 23, 2018 Read more...
- MACP in Promotional Hierarchy – AlCAEA October 12, 2018 Read more...
- Option for Fixation of Pay on MACPS – Finmin Orders dt.18.6.2018 October 5, 2018 Read more...