Benchmark for financial upgradation under MACP
In order to maintain consistency, the existing methodology and benchmarks for promotion, as enumerated in the Railway Board’s letters, shall continue to be in effect until further orders. This benchmark for regular promotion and MACP (Modified Assured Career Progression) helps to ensure that employees are evaluated fairly and are given opportunities for career advancement based on their performance and years of service. By adhering to these established benchmarks, the Railway Board is able to maintain a fair and transparent system of promotion for its employees.
RBE No.20/2017
GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
RAILWAY BOARD
No.E(NG)I-2008/PM1/15
New Delhi,dated 03.03.2017
The General Managers (P)
All Indian Railways & PUs.
(As per standard list)
Sub: Revised classification and mode of filling up of non-gazetted posts – Scheme for filling up of vacancies after 31.12.2016.
Ref: Board’s letters of even no dated 03.09.2009, 07.06.2010, 21.11.2011, 23.05.2012, 15.1.2013, 24.05.2013, 03.01.2014, 16.06.2014, 31.12.2014 & 09.02.2016 on the above subject.
Attention is drawn to Board’s order issued on 03.09.2009, consequent upon implementation of 6th CPC recommendations, regarding mode of filling up of Non-gazetted posts consequent upon merger of grades. The above scheme of such mode of filling up of non-gazetted posts has since been extended from time to time, last validity being till 31.12.2016.
2. 7th CPC, in its report in para 5.1.45 has recommended that benchmark for performance appraisal for MACP as well as for regular promotion be enhanced from ‘Good” to ‘Very Good’. While recommendation for MACP has been accepted by Government and instructions in this regard have been issued vide Board’s letter No.PC-V/2016/MACPS /1 dated 19.12.2016 (RBE No.155/2016), the issue regarding benchmark for regular promotion is still examination in consultation with DoP&T.
3. Accordingly, it has been decided by the Board that till such time instructions for benchmark for regular promotion are issued, the existing methodology and benchmarks for Promotion, as enumerated in the Board’s letters referred to above, may continue till further orders.
Please acknowledge receipt of this letter.
(P.M.Meena)
Deputy Director-II/E(NG)
Source: AIRF
Check other updates on MACP:
- Clarification on Benchmark grade in ACR – DoPT issued on 9.7.2019
- Clarification regarding benchmark for MACP after 25.07.2016
- Clarification on MACP Benchmark to Railway Employees – RBE No.86/2019
- MACP Grading – Enhancement of Benchmark
- Benchmark for Regular Promotion and MACP
- 7th CPC on MACP – NFIR opposes the benchmark ‘Very Good’
- Dopt orders on MACP – Benchmark to be enhanced from ‘Good’ to ‘Very Good for all the posts
The benchmark for regular promotions and MACP is “Good” which is equivalent to a score of 50% in the performance appraisal report.
All employees within a particular grade or level are eligible for regular promotion and MACP, subject to meeting the required benchmark and other eligibility criteria.
The benchmark for regular promotion and MACP is determined by the respective organization and can vary from one organization to another.
Yes, a provision for relaxation in the benchmark for regular promotion and MACP is available for employees who face extenuating circumstances such as medical or compassionate grounds. The relaxation of the benchmark is subject to approval from the competent authority.
Regular promotion is the promotion granted to an employee by the regular selection process for a higher position. MACP, on the other hand, gives employees financial and career progression within the same Grade Pay or Pay Level based on their length of service.
For civilian Central government employees, 3 years Apar are taken and for Railway protection force central government employees 5 years Apar are taken for Macp fitness, This is very injustice for Force?