Cadre Review of Supervisory Staff at OFB

T To The Chairman/DGOF Ordnance Factory Board, 10 A SK Bose Road, Kolkotta-700 001. Sub:- Submitting Cadre Review proposals for middle management/Supervisory cadre -  Regarding. R/Sir,        The central executive committee of this association directed the undersigned  to bring the following suggestions for the cadre review/career progress of middle management cadre in ordnance factories to bring the old glory of the organization.         The NDNGSA feels that the 6th pay commission has done injustice to the middle management/supervisory cadre. Pay Commission reduced the existing 4 grades functional posts in middle management/supervisory to 2 grades without any hierarchy which is being felt now in all the ordnance factories. The recommendation was felt as if there is  no GOVT industrial establishment.            Any GOVT/PSU/PRIVATE industrial establishment posses more than two supervisory cadre  for maintaining hierarchy as well as different level of supervision by which responsibility and accountability increase to the supervisory cadre. Keeping only two cadres there is a big problem of reporting to the same cadre which creates lack of commands upon juniors.          NDNGSA proposing a two new posts in the supervisory cadre to meet the demand for smooth running of the organization, further these two posts will fulfill the vacuum created by the 6th CPC in the career prospects of the supervisory cadre, namely  SENIOR ENGINEER (SE) AND  SECTION MANAGER(SM). The Senior Engineer will execute the work as assisting to Assistant Section Manager in all the activities of section as then Assistant Foreman. The SECTION MANAGER  will function as Head of Section (HOS) and  like erstwhile Foreman to bring back the glorious period of ordnance factories like previous. The proposed   career progress, grade pays are furnished below with justification for your kind consideration at the earliest please. Proposal for career prospects of Supervisory cadres. Designation Next promotion / Entry Level Eligibility Pay Scale Remarks     - Junior Engineer/ Junior Superintend Diploma or Degree in Engineering for Technical and Degree for Non Technical. Rs 9300/- with grade Pay of 4200/- a) promotion from Lower Grade ( Ratio to be fixed ) b) Direct Recruitment through OFB with Diploma/Degree and above qualification ( Ratio to be fixed) JE/JS Senior Engineer   ( T)/ Senior  Superintend Minimum 6 years of  Regular Service in the Grade of JE/JS Rs 9300/- with grade Pay of 4600/- 100% promotion from JE/JS SE/SS Assistant Section Manager a)Minimum 4 years of Regular Service in the grade of SE/SS b) By direct recruitment through UPSC Rs15600 with Grade of Rs5400/- in PB-3 a)60% promotion from SE/SS b) 20% Direct Recruitment through UPSC with Degree/ Equivalent /above Degree qualification c)20% through LDCE ASM Section Manager (HOS) Minimum 5 years of Regular Service in the grade of Assistant Section Manager Rs 15600 with Grade pay of 6600/-in PB-3 100% promotion from Assistant Section Manager SM DGM (G.O) Minimum 6 years of Regular Service in the grade of SM Rs 15600 with grade Pay of Rs 7600/- in PB-3 100% promotion from Section Manager DGM AGM (C.O) Minimum 6 years of Regular Service in the grade of DGM Rs 37400-  67000    in PB-4 with GP 8700/- 100% promotion from DGM AGM GM(H.O.D) Minimum 4 years of Regular Service in the grade of AGM Rs67000-  79000 with GP 8700/- 100% promotion from AGM GM MEMBER Minimum 4 years of Regular Service in the grade of GM Rs67000-  79000/-  with GP 10000/- 100% promotion from GM MEMBER DGOF Minimum 2 years of Regular Service in the grade of GM Rs75000-  80000/- DGOF -     Minimum 2 years of Regular Service in the grade of MEMBER Rs80,000/- fixed   a) JUSTIFICATION OF CHANGE OF NAME/DESN OF CHARGEMAN & For  creation of    SENIOR ENGINEER POST              OFB is an Industry which is to deliver the defence goods as per the requirement projected by ARMY  by manufacture & assembling at various units spread all over INDIA and is purely comes under manufacturing sector. The role of middle management is very high, as any policy for implementation or any technology for development is being done by the middle management only. However the career growth of this cadre is comes to strand still in the last two decades and the morals of this cadre are going down on passing day by day as no ray of light is seen in any form till date.         In case of  CSS a person entered in supervisory cadre is reaching to a level of SECRETARY within a time bound period and the same in state governments also.        Similarly under the same Ministry Of Defence under R&D groups a person entered in supervisory cadre is reaching to a level of Scientist ”E” within a time bound period.           On the other side in the same organization an Industrial Employees ( ITI & below ITI/Matriculate) are becoming JWMs which post require minimum entry qualification  Degree i.e. BE/Degree in science/Arts/Commerce (there are 100 of instances already  ), through promotion channel (SS-SK-HS-MCM-CM1-CM2-AF-JWM),            A  technical employee (SS-SK-HS-MCM) having qualification less than diploma but having more than 15 years qualifying service in such a giant  industrial establishment as OFB can’t  be designated as an Engineer. It is not justified that only those who are having certificate of Diploma/Degree can be called an Engineer. It is nothing but to demoralize the people by designating as Supervisor, Chargeman, and Foreman, which is given by British system. b) JUSTIFICATION FOR CHANGE NAME TO AWM & FOR CREATION OF SECTION MANAGER (SM) POST –             It is relevant to mention that the senior most JWM of the section is working as head of section and other JWM are reporting to HOS. Previously it was the post of FOREMAN which was taking care of all the responsibility of production, maintenance, safety and quality of the whole section. Now also the JWM is functioning as head of section but without any financial benefit OR change of designation. More over the head of section (HOS) is answering all the production related matter in the production meeting chaired by head of the unit. In the recent times many newly posted AWMs still under probation are posted as DIVISIONAL OFFICERS of the section, which is creating a tussle between the senior most technically sound person & the junior most person having undergoing practical training under the well experienced and qualified senior most persons working as HEAD OF SECTIONS. Therefore it is proposed  to create  a post of SECTION MANAGER to make head of section in the factories to maintain the hierarchy and to remove the post of Divisional Manager as the same is to be covered under the head of section. The name of AWM id to be changed as ASM ie ASSISTANT SECTION MANAGER.            It is relevant to mention that till 4th Central Pay Commission (1994) erstwhile Foreman which was an important post as a section head (now JWM) were granted higher basic pay than of a Direct Entry group A cadre. During that period a FM was bestowed with all financial benefits like OTA, NDA, BONUS and he worked wholeheartedly for the organization. During those periods there was a owner ship of Foreman towards the section by which he used spent more than the required time in the section for better productivity. In 1994 the cadre was re designated as JWM and all the financial benefits were slashed slowly resulting in demoralization. The comparative studies of pay scales of erstwhile Foreman and AWM (group A Entry) are furnished below.                              Post Pay Scale 2nd CPC Pay Scale 3RDCPC Pay Scale 4TH CPC           Awm                     (Group A) 355-480 700-1600 2200-4000                 Foreman/ JWM 450-580 840-1600 2375-3500   Therefore the cadre who sacrifices its whole service towards the organization should be placed in that height. It is justified that after gaining experience from our giant industrial organization as a supervisory cadre the SECTION MANAGERS should be placed at 6600 GP in PB III.. The entry grade of Group A (ASM) which is placed in PB III with GP of 5400 either through promotion from Senior Engineer Or Direct Recruitee or LDCE. The direct recruited youngster ASM & LDCE will be trained  in the organization well to suit the requirement and on need basis for better growth of the organization by the SECTION MANAGER and he may take care of administration of the section and give innovative ideas for modernization of the plant and machinery and RD activities with consultation with experienced SECTION MANAGER and put his study experience in to practical application.   It is the fact that when the entire cadre is involved in the only goal of productivity we forget about modernizations and R&D activities which is a most important factor for sustaining the organization for long periods. The newly recruited AWM will have better training under the leadership of most experienced SECTION MANAGERs. This will help for an SM to manage the whole factory when he became as General Manager in his future course of time.   The LDCE for ASM should be either from JE or SE after completion of minimum 06 year of service with required qualification for direct recruit SM. c)   Promotional aspects for SECTION MANAGER (HOS) The most experienced SECTION MANAGER which is have highest experience in the section and posted as HOS should be promoted to DEPUTY GENERAL MANAGER (DGM).Therefore the number of  posts at DGM in ordnance factory should be increased.   d) JUSTIFICATION FOR Abolition of JT.GM  POST  . The functioning of this post is creating a lot of hurdles in smooth functioning of the section as the planning and all other activities will be carried out a section level and the same will be forwarded to G.O and then to C.O & then to GM. The role of Jt.GM is only for signature and his responsibility and in accountability in section activities is not measurable. d) . D.O duties will be carried by HOS: the duties & responsibilities of HOS & DO are inter linked hence HOS will be the DO of the section and as well as HOS. The performance of the section will be increased in respect of the movement of the noting, reports etc. e) . Allowances to the HOS: HOS in OF organization is a vital post as the achievement of target is fully dependent on the planning, developmental activities of the section. In this process of achievement target the HOS should have the qualities of leadership, motivation skills, tactfulness, training qualities, updating of latest technologies, able to  lead the entire team members of the section towards the achievement of the goal by executing the communications skills effectively. Hence it is proposed that HOS is to be paid at least 15% of the basic pay as Allowance.  f) . Orderly Officer Duty: In OF  Organizations all  duties are  carrying with additional pay in the form allowances as in case of duties like over time duty, temporary duty, escort duty, night duty, risk duty, cash duty,  faculty duty  etc., but in case of orderly officer duty no allowance is paid till date even though the orderly officer duty involvers in high risk as the officer has to be present inside the factory & estate round the clock and it should be more vigilant in order to  take immediate remedial steps in the event of unforeseen situation. Hence, it is proposed to an amount of Rs.2000 as orderly officer allowance. f)  PYRAMID STRUCTURE OF ORDNANCE FACTORY BOARD AND REPORTING CADRE WILL BE AS FOLLOWS- DGOF MEMBER GM ( HEAD OF THE DEPARTMENT) AGM DGM ( GROUP OFFICER) SECTION MANAGER (TECH/NT) ( HOS) ASSISTANT SECTION MANAGER SENIOR ENGINEER/SUPERINTEND JUNIOR ENGINEER/SUPERINTEND NIES INDUSTRIAL EMPLOYEES T