Highlights of CRPF Memorandum Submitted to 7th Pay Commission

Highlights of CRPF Memorandum Submitted to 7th Pay Commission

SYNOPSIS OF MEMORANDUM
CENTRAL RESERVE POLICE FORCE- INTRODUCTION

· World’s largest & India’s second oldest Paramilitary Force
· Multidimensional force tasked to tackle the entire aspects of internal security and assist States to deal with internal disturbances
· Specially trained & dedicated man power for specialized tasks like Riot control (RAF), Jungle Warfare to counter Left Wing extremism (CoBRA) & Disaster Management units as well as Mahila BNs etc.
· Men & women deployed in every part of country & in UN peacekeeping
· More than 80%-85% deployment in high Conflict Zones /Ops duty under serious threat to life and hostilities

Chapter – 2 ORGANISATION
· Infantry Command Model of Bn
· Ability to help public & local administration in all kind of crisis situation
· Over 22% expansion in last 10 years
· Still more than 6% vacancies
· Versatile and diversified demography of Force Personnel and strategic placement of Units / Institutions.

Chapter – 3 CRPF – A PROFESSIONAL GROUP
· Contributing in the development of nation by maintaining peace
· CRPF personnel are skilled and professional as their recruitment, training & work profile requires them to be so
· CRPF men have to mandatorily use discretion in difficult situations, and make supreme sacrifice for the Nation

CHAPTER – 4 Women in CRPF
· CRPF is the first Para-Military to have Mahila Bn in 1986
· There are 04 Mahila Bns & RAF Bns too have component of Mahila
· As on date there are 5125 Mahilas in CRPF
· Late CT (Mahila) Kamlesh Kumari earned unique honour of being awarded the ‘Ashok Chakra’ for her gallant role during attack on Parliament
· 03 other Mahilas awarded Gallantry Medals & 01 with Sena Medal
· Mahila Officers/Other Ranks deployed in high conflict zones
· Facing acute shortage of accommodation and proper basic amenities in the field areas
· During Maternity Leave they do not get Ration Allowance
· 90 days leave/rest in place of 45 days for miscarriage or other women specific health issues, is requested. Because of rigors and hardships in working condition, women are more prone to miscarriage.
· Enhanced Leave and Allowances in recognition of their service to the nation
· Lateral entry in State Police

Chapter – 5 PECULIAR WORKING AND SERVICE CONDITIONS OF CRPF
· Mostly deployed in highly disturbed areas in hostile & dangerous environment
· CRPF is facing almost 90% incidents of conflicts in country and made supreme sacrifice of 596 men and 5737 got injured in the path of duty during last ten years in internal strife – far more than war casualties
· On an average 12-14 working hrs, mostly no leave on Sundays, denial of leave when desired because of continuous emergency, frequent & unpredictable movements along with very slow promotion rate etc. leads to premature retirement, desertion & diseases
· Fighting against most violent militancies in all three theatres (J&K , LWE & NE)
· Facing threat from own countrymen, who can’t be even termed as enemy
· Utmost respect for Human justifys up to the extent that saving own life becomes last priority
· Management of Riots & Public Agitations efficiently and protecting airports, Parliament, PM house etc flawlessly
· Always ready to get deployed anywhere, anytime even without proper preparedness, logistic support and intelligence input to counter all challenges before nation
· Representatives of Indian government & First responders across more than thousand locations to manage disasters because of its geographical spread and determination to save people
· Saviours of Democracy- Playing the key role in free & fair elections throughout the country, on account of impartiality and being politically neutral
· A Trend Setter- Brought glory for the country by being the first Force in world to send Women Contingent to Liberia.
· Pathetic living conditions, separation from family etc are part & parcel of job which are causing harm to physical & mental health in the form of various diseases & stress
· Separation causes disruption in family life which leads to infertility, frequent miscarriages along with poor education & matchmaking for children
· All these not only due to the action of the anti-social elements, but also because of the need to operate in hostile terrain and in difficult weather conditions which strain their physical and mental resources to the breaking point. The high incidence of suicides, mental disorders, T.B., Malaria, Heart attack and Cancer cases proves the point. All these result in 2920 deaths and 3253 illness in last 5 years
· Performance in such conditions deserves more remuneration to attract suitable talent

Chapter – 6 CONSIDERATION FOR DETERMINING SALARY FOR CRPF
· CRPF performs very special and distinct role to safeguard the security and integrity of the Country
· Force is expected to exercise control in sensitive, quite often dangerous, sometimes explosive situations often at considerable risk to themselves. As such, Service Condition needs to be improved
· CRPF personnel do not have a prescribed professional mechanism to represent their cases through a Union or Association

CHAPTER – 7 GRANT OF CRPF SERVICE PAY
· There are factors in addition to risk which needs to be considered while comparing with other services
· Prolonged duty hours, poor living conditions & continuous environment of operational hazards & hostilities
· Maintenance of at least three to four establishments
· Additional expenses
· Emotional isolation causing psychological problems
· Absence of the headman in the family leads to dependency to relatives or hiring services which ultimately results in extra expenditure
· High professional commitment during festivals – disappointment for family
· Countless sacrifices including life & health to meet the high standard & expectation
· Therefore request to appropriately compensate the additional work & suffering due to special service conditions of CRPF by granting Service Pay, which should be at least 25% of (Basic pay + Grade pay)

CHAPTER – 8 PAY-GENERAL DUTY (NON-GAZETTED OFFICERS INCLUDING TRADESMEN)
The Constable
· Performs a variety of jobs which not only requires training & skill but also involves high amount of risk
· Many a times deals with situations where he has to use discretion as in case of VIP security, bomb diffusion or sniper shooting etc.
· No 8 hour fixed duty, he is supposed to be ready on a short notice even when he is off duty
· His job demands not only physical exertion & mental toughness but also highest degree of discipline & commitment
· He possesses the knowledge of not only latest weapons, equipments like GPS etc & tactics but also have the substantial awareness about Law & Human justifys
· Frequent change in place & nature of job is a unique feature of his working
· Risk factor is highest
· He must be treated as a Professional & not only a High Skilled Worker
· He deserves special consideration for grant of higher Pay Head Constable
· Leads field operations, impart training & provide psychological support to the men
· Ensures maintenance of Kote, Store, Mess and other Institutions.
· Exercises judgment with regard to use of force under provisions of the law Subordinate Officers
· ASI is the first Commander, commands section of 12 men.
· Sub Inspector is Platoon Commander and commands around 40 personnel
· He is involved in disbursement of mess cash; ensures proper provisioning & administration of mess
· Inspector- 2-I/C of a Company. Discharge all his duties in the absence of Coy Commander
· Subedar Major eyes and the ears of the Bn, a friend and guide to all NGOs, heads Regimental duties and link personnel for execution of orders and various welfare measures.
· Prayer before Commission:-
· Cadre Review of NGOs
· To remove the stagnation in various ranks of NGOs, eligibility period of MACP be changed to Residency Periods prescribed for respective Promotions
· In respect of isolated ranks not having promotional avenues in CRPF, MACP Scheme may be granted on completion of 06, 12,18, 24 years service
· Difference in Grade Pay in r/o CT, HC, SI and Inspector for next rank promotion needs to be enhanced
· Pay Fixation benefit under FR-22 should be allowed on promotion as SM

CHAPTER – 9 PAY – GROUP ‘A’ OFFICERS (EXECUTIVE)
· Group ‘A’ Officers in CRPF are critical leaders who discharge diverse duties of varying nature and magnitude; like tackling militancy and terrorism, countering extremism as well as VIP security duties, disaster relief, election etc with expectations of no failure.
· Performance of the CRPF directly depends on the ability of the officers to train, prepare and supervise men under their command at very short notice, without resources for mobilisation/infrastructure and desired operational inputs of crisis situation.
· The task, role and duties of an Officer in CRPF are much more difficult than any other service as most of the time they have to work in crisis
· The intake of Officers is at the level of Assistant Commandant through UPSC, and by promoting Inspectors and through (LDCE)
· Capacity to lead from the front
· Job transparency and multiple accountability
· Stress due to changing roles and hostilities faced during deployment
· Officer a higher value target of anti national forces to demoralize the Force
· Managing crisis situations in spite of odds
· Absence of Organized Service resulted in stagnation, frustration, disappointment, high attrition
· Suggested Awards …….
a. Non functional upgradation – NFU was extended only to organised Group ‘A’ services, and Group ‘A’ officers of CRPF having more rigours, hard and risky services conditions deprived of the benefit of NFU though they are facing severe stagnation
b. The benefits of DACP have been granted to the Medical Officers of CRPF who form only an ancillary service in CRPF and not an Executive cadre
c. Change in scale of Second-In-Command and inclusion in PB 4
d. Formal recognition of Organized Service
e. Specialized/Professional courses overseas/ reputed institutions for proper growth and exposure
f. The benefit of FLP and free accommodation may be extended to Group-A Officer.
g. Deputation Quota of Group-A Officers may be re-looked.

CHAPTER – 10 MEDICAL CADRE
· CRPF has 628 Medical Officers and 2305 Para-medical staff
· The Medical Officers along with Para-Medical staff are deployed in the field and even in high risk zones
· Removal of anomaly of Pay and Allowances of Para-Medical staff
· Demands for career progression, upgraded pay scales, enhancement of Nursing allowance, and Cadre Review of Para-Medical staff.

CHAPTER – 11 PAY-SIGNAL CADRE
· Reliable communication is the backbone of all operations. Hence Signal personnel are deployed along with operational troops
· They require technical skill of higher order to handle costly and sophisticated equipments.
· HC/RADIO OPERATOR normally works without any guidance or supervision for about 16 hrs a day without availing Sundays & holidays It takes about 16 years for his promotion to ASI (RO)
· They are exposed to same risk & hardships as Executive CRPF personnel but with an additional responsibility & load. It is therefore suggested that he is brought to a higher scale of pay
· SUB. INSPECTOR (TECH) TO INSPECTOR (TECH) – work of overhauling and maintenance of radio equipments to ensure operational worthiness requires technical capability of higher level which comes through rigours training, having very limited promotional avenues
· Special Allowance to Inspectors, ASI (RO/Crypto) & ASI/SI (Tech)

CHAPTER – 12 PAY- MINISTERIAL CADRE
· Total secretarial work whether related to administration or field operations are executed through them
· Needs special attention on stagnation level in Ministerial Cadre
· Anomalies in pay be removed

CHAPTER – 13 SPECIAL PAY/ALLOWANCES
· Special Pay/Allowances to the Special Appointees are granted for additional tasks / responsibilities which are critical in nature, needs
meticulous planning and timely execution
· It is an incentive which work as great motivation for NGOs, Special Appointee feels honoured
· Such motivational schemes may continue with adequate compensation (At least 10 % of the pay).

CHAPTER – 14 RISK / HARDSHIP ALLOWANCE OF JOB RELATED RISK & THREAT -NATIONAL GRID
· Different criterion for granting compensation for similar conditions is highly injudicious and discriminatory
· CRPF personnel are subjected to an alarming amount of risk round the clock & suffer peace time casualties too
· In protecting the internal security CRPF is facing IEDs and other weapons used by regular armies, which is a challenge nowhere less than Defence personnel are facing
· Sacrifices & casualties while fighting these proxy wars, insurgency, protecting vital installations & responding to emergencies are much more in number than the Defence personnel
· That CRPF personnel are working under maximum risk is not an exaggeration, therefore justice & logic both demand appropriate Risk / Hardship Allowance, judiciously compensating & considering the factors of hardship, risk & remoteness
· National Grid System is proposed and needs to be introduced to determine risks/hardship for the purpose of granting Risk/Hardship Allowance.

CHAPTER – 15 OTHER BENEFITS AND AMENITIES
· Widows & dependants of CPMF personnel sacrificed their life on duty must be considered for Compassionate appointments liberally
· CRPF personnel should be included in Old Pension Scheme
· In case of injury incurred on active duty treatment period to be treated as duty for all purposes
· Denial of promotion on account of operational injury
· Child Care Allowance to widower
· Death-cum-retirement gratuity should be enhanced Allowances
· Children Education Allowance should be enhanced and be admissible up to graduation with Hostel subsidies. It is more essential for Force personnel as they are not able to keep families & guide their children
· Family Accommodation Allowance or HRA should be admissible to all personnel who do not get family accommodation. This should be admissible to Force personnel at the station of choice since Force personnel are frequently deployed at different places at short notice
· Pool/General Pool Accommodation for CRPF personnel deployed in the area
· Additional LTC and Railway concessions are required to avail leave frequently to meet family and thus remain stress free on duty
· 50% Rail concession to CRPF personnel.
· Ration Allowance should be admissible to all ranks as during deployment / operational needs of all are to be catered without any discrimination
· Ration Allowance should be admissible during all kinds of leave
· Force personnel should be granted Uniform Allowances. This will improve their turn-out and de-engage huge man power & resources
· Transport Allowance should be admissible to all Force personnel in true spirit of the recommendation of 6th Pay Commission
· Leave Encashment limit should be enhanced to 500 days as leave to Force personnel is denied due to exigencies of services. So present scheme is double loss for Force personnel
· Force personnel should be granted additional leave for compensating working on holidays, GHs, Saturday and Sundays or additional pay if leave is denied.
· Medal Allowance should be enhanced to make it an honorable allowance. Medal Allowance for Meritorious and Distinguished service Medals
· Kit Maintenance Allowance should be enhanced to Rs. 1000/- per month
· Enhancement of Training Allowance @ of 30% uniformly
· Officiating Allowance equivalent @ 10% of Basic Pay should be granted
· Facility of Security-aide which is essential for operational / admn requirement of Commanders should be restored
· Special Allowance for personnel working in PDG
· Special Allowance for Cooks, Water Carrier, Washer man and Safai Karmachars for tedious task they do 24 X 7
· Professional Up-Gradation grant to motivate personnel to upgrade their knowledge, skills and attitude
· Denial of SCA in North East Region to unit personnel whose HQr is not located in North East Region.
· Transfer Benefits should not be denied to Force personnel in the name of Notional HQ.
· Annual Increment should be @ 5% of Pay.

CHAPTER – 16 RETIREMENT BENEFITS
· Enhancement of age of retirement from the age of 57 to 60 years upto the rank of Commandant.
· Pension and Family pension should be increased from 50% to 65% and 30% to 40% respectively
· Merger of DA in Pension
· One Rank and One Pension scheme should be introduced.
· Liberalized Family Pension be granted to those who die due to Cerebral Malaria also.
· Full Disability Pension for disability beyond 50%
· Death–cum-Retirement Gratuity ceiling of Rs. 10 lacs should be removed
· Restoration of full pension on completion of 12 years from the date of commutation of pension
· Medical Allowance @Rs.3000/- per month for all retiree

DEMAND OF ‘ONE AREA ONE ALLOWANCE’ TO 6 PARAMILITARY FOCES – CRPF, BSF, ITBP, CISF, SSB and NSG

HOSPITALIZATION AS ‘ON DUTY’ AND HARD AREA ALLOWANCE TO CRPF