Known Corrupted Politicians of few

List of politicians in India charged with corruption
Name	Important Positions Held During Career	Charges	Trial Result
Kripashankar Singh	President of Congress - Mumbai chapter, Minister of State in Govt. of Maharashtra	Disproportionate Assets running into several hundred Crore rupees.[5]	The Bombay High Court directed the city police commissioner to prosecute him for "criminal misconduct" under the PC Act. [6][7]Investigation is in progress.
Bangaru Laxman	President of Bharatiya Janata Party (BJP)	Bribery in defence deal. He was caught accepting bribe in a Sting operation carried out by Tehelka magazine	Convicted by a Special CBI Court [8]
Prakash Singh Badal	Chief Minister of Punjab	Cheating, Disproportionate Assets	Acquitted after witnesses turned hostile[9][10]
Sukhbir Singh Badal	Deputy Chief Minister of Punjab	Cheating, Disproportionate Assets, Intimidating journalists[11]	Acquitted after witnesses turned hostile,[9][10] Other cases still pending
Ashok Chavan	Chief Minister of Maharashtra	Adarsh Housing Society Scam	Accused by CBI, trial pending[12]
Suresh Jain	Minister for food and civil supplies, Maharashtra	Corruption in Jalgaon District Co-operative Bank	Implicated by the Sawant Commission[13]
Balram Jakhar	Union Minister and Speaker	Hawala scandal	Acquitted of all charges[14][15]
C K Jaffer Sheriff	A senior leader of the Indian National Congress party from Karnataka. He was the Railway Minister in the Government of India from 1991-95.	Charged for causing loss to the public exchequer regarding his 1995 foreign trip.	Chargesheet filed by CBI. Charges framed by special CBI on 3 July 2012. Trial to begin on 21 August 2012.[16]
Pratap Singh Kairon	Chief Minister of Punjab	Corruption	Commission of inquiry Indicted him. Resigned. Finally assassinated
Suresh Kalmadi	Member of Parliament	CWG scam	Indicted and arrested, released on bail[17]
M. K. Kanimozhi	Member of Parliament	2G spectrum scam	Indicted and arrested, released on bail[18]
Jagir Kaur	Minister, Punjab Government	Conspiracy to murder her own daughter	Trial continuing[19]
Madhu Koda	Chief Minister of Jharkhand	Rs 4000 crore (USD 8.8 bn) graft money case	In jail since 2009, investigation continues[20]
R.Balakrishna Pillai	Minister, Kerala Government	Idamalayar Dam Graft case	Convicted, serving sentence[21]
A. Raja	Union Cabinet Minister for Communications and Information Technology	2G spectrum scam	Indicted and arrested, Awaiting trial[22]
Sukh Ram	Telecom Minister	1993 Telecom scam	Sentenced to three years rigorous imprisonment by sessions court in July 2002 which was upheld by Delhi High Court on December 21, 2011. Supreme Court granted him an interim bail till August 7, 2012.[23] In another related case sessions court on November 20, 2011 awarded him five years of rigorous imprisonment.[24][25]
P. V. Narasimha Rao (deceased)	Prime Minister	Alleged offering of bribes, alleged framing of V.P. Singh, and cheating Lakhubhai Pathak	Higher court overturned conviction in the first case and the trial court acquitted him in the other two cases[26][27][28][29]
Y. S. Jaganmohan Reddy	Member of Parliament	Disproportionate Assets	Chargesheeted by CBI, Awaiting prosecution[30]
Pinarayi Vijayan	Kerala State Secretary of CPIM	SNC-Lavalin case.	Awaiting prosecution[31]
Lalu Prasad Yadav	Chief Minister of Bihar, Minister of Railways	Fodder scam, others	Acquitted in 2006 in Disproportionate Assets case.[32][33] As of May 2012, Fodder scam cases still going on.[34] [35][36]
B. S. Yeddyurappa	Former Chief Minister of Karnataka	Illegal mining scam	Surrendered to Lokayukta court, was in judicial custody for 22 days, released on bail[37][38]
G. Janardhana Reddy	Member of Legislative Council, Government of Karnataka	Illegal mining scam	In judicial custody in Hyderabad[39]
Virbhadra Singh	Chief Minister of Himachal Pradesh, Union Minister of Micro, Small & Medium Enterprises	Misuse of official position (chief minister) and criminal conduct[40]	Chargesheet filed in court of special Judge BL Soni[40]
Tota Singh [41]	Education Minister (Govt of Punjab), Agriculture Minister (Govt. of Punjab)[41]	Disproportionate Assets: Misusing official position and possessing property worth 10 crore which was stated to be disproportionate to his known sources of income [42]	Convicted by trial court, gets 1 year jai

Cadre Review of Supervisosry staff at OFB

SAVE ORDNANCEFACTORIES

20-102 Venkatapuram,Alwal,Secunderabad-500 015

(www.saveordnancefactories.blogspot.com)

To

The Secretary,

Ministry of De fence Production, South block, New delhi-110 011.

Sub- Anomalies of Merger of posts of CM II with CM I and AF,SH,FM with JWM,Group B Gazetted at Ordnance factories –

Sir,

The 6^th Pay commission merged the Pay scales and given GPs to the government employees .As per OFB, the merger of posts of CM II with CM I and AF, FM, SH with JWM were done by MOD and not by them. Here MOD treated the DGOF, which is an Industry with DGQA and DGAQA, which aare service departments. This is the first anomaly.

Merging of existing 4 functional posts of the supervisory cadre of Ordnance factories and leaving only 2 functional posts and allowing 5 functional posts to the industrial cadre and more than 7 functional posts to the IOFS cadre is a second anomaly. Here MOD/OFB broke the back bone supervisory staff.

The present merged JWM, Group b gazetted officers are bunch of qualified and un qualified persons of matric to degree holders in engineering. Most of the promoters are matriculates with experience and direct and UPSC candidates are Diploma/Degree holders. Here one JWM has to report to another JWM in the shop floor and at office duties. In other department this type of reporting not exists. No under Secretary Report to another US. Similarly no AWM reports another AWM in ordnance factories. Some cases a senior JWM with matriculation, controls the diploma/degree JWMs.  This is the third anomaly.

As faras CMs are concerned the CM II is merged with CM I post. After 3 years of service the CM II promoted to CM I post. In some factories the CM II not gets promotion even after 10 years. In some factories the CM II gets promotion to CM I after 3 years. After merger who is senior , the CM I  of 3 years promoted CM II or 10 years service of CM II is a question. The CM I was  taken higher responsibilities after promotion from the grade of CM II. This is the fourth anomaly.

                                                            

As on date the OFB is not prepared the seniority lists of CM and JWMs .

It is pertinent to mention here that the erstwhile Foreman, who is predestinated as JWM are used to draw more basic pay than the AWM (Group A Officer). The AWM used to draw the basic pay of an Asst.Foreman. He used to be the Head of Section and is responsible and accountable for the production of his shop. Now this post pay brought under the AWMs basic pay. This is the fifth anomaly.

There is an impression that MOD desires to privitise the ordnance factories and encourage the private/public sectors. That’s why they announced so many committees to study and recommend the remedial actions. In that plan first demoralize the Supervisory cadre by reducing their functional posts and pay pockets. Here we are grateful to the present De fence Minister Mr.Anthony and state minister Mr.Pallam Raju for their assurances that they are for the existence of ordnance factories and not going to privitise  the organization.

As on date there is no proper duties and responsibilities for these supervisory cadre other than the last point of following the superiors instructions. It is unfortunate to note that there is accountability for any one in the organization from CM to GM. If required CM will be blamed for all production issues and others are not having any responsibilities other than taking their pay perks.

If the MOD desires to destroy the Supervisory cadre then we are not having any other option other than approaching the court oa law.

If really MOD desires to strengthen the Ordnance factories, then they have to strengthen the Supervisory cadre by permitting to continue the past 4 functional posts with the basic pay of rs.9300 with GP's of Rs.4600,4800,5400 and 6600. Until that no further recruitment in the organizations be ensured.

Awaiting your favorable instructions.

                                                                                                                                                       M.S.HARI

                                                 for Save Ordnance Factories.

Copy to

1.Hon’ble Minister of Defence, New Delhi

2.Chairman/OFB Kolkotta

                                                                              

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

APPEAL

Dear Readers,
Please contribute articles for the development of Ordnance factories and the problems faced by the Employees. At the same time all JWMs are requested to send their problems/harassment met by them from the managements. They can contribute any corruption cases also for publication with authentic documents. M.S.HARI

OPINION OF ONE JWM OF OFB

When there was 4 grade structure the promotions were continious. If a person appointed as CM- II, generally he retires as JWM after gaining 3 promotions. Now one CM has to satisfy with one promotion in his life time to JWM. Where as IOFS and IEs  cadre are assured with 4 or more promotions in total service

 

this is to be sightly modified as " When there was 4 grade structure the promotions were continious. If a person appointed as CM- II, generally he retires as JWM after gaining 3 promotions with atmost dissatisfaction as his future is in dark in the absence of promotional prospects for JWM. Now one CM has to satisfy with one promotion in his life time to JWM. Where as IOFS and IEs  cadre are assured with 4 or more promotions in total service"

 

as publishing with  point simply retires will not bring the real hurdles  faced by JWM cadre.

cadre review Annexture

Proposed Upgradation/improvisation in existing grade structure of Group-B(NG/G) Cadre in OFB Organisation

TECHNICAL

NT/(OTS)

NT(STORES)

PROPSOED GRADE PAY

EXISTING

PROPOSED

%

RP

EXISTING

PROPOSED

%

RP

EXISTING

PROPOSED

%

RP

CM

CM Gr.A

40

3

CM/OS (NT/(OTS)

Jr. Office Superintendent

40

3

CM (NT/ST)

Jr. Store Holder

40

3

4600(PB-2)

CM Gr.B

30

4

Sr.  Office Superintendent (New post)

30

4

Sr. Store Holder (new post)

30

4

4800 (PB-2)

JWM

JWM Gr.A

20

5

JWM

JWM Gr.A

20

5

JWM

JWM Gr.A

5

5400  (PB-2) *

JWM Gr.B

10

JWM Gr.B

10

JWM Gr.B

10

6600 (PB-3) **     (HOS)

Notes :-

1)      Existing Two Tier system may be restructured in Four Tier Structure as proposed above in view of better functional as well as promotional aspects in Group-B(NG/G) Cadre.

2)      #:-MCM are already given GP:4200. Hence,GP:4600 for CM(JE/JOS/JSH) is justified in view of their higher responsibilities/workload and entry qualification(Diploma/Graduation) as compared to MCM .

3)      $:- This new Post may be created with GP 4800/- to avoid stagnation in CM and smooth functioning of office/workshop due to sharing of workload/responsibilities between two supervisory cadres . 

4)      *:- Newly promoted/recruited JWM (redesignated as JWM Gr.A with GP:-5400(PB-2)

5)      **:- This new post i.e. JWM Gr.B (GP:6600 in PB-3) may be created to avoid functional hindrance & stagnation in existing huge strength of JWMs.  Moreover, Foreman(present JWM) were given more pay than newly recruited AWM upto 3rd

OFB - Questioneer

Sub:- Comments on Cadre Review of Gr.-B(NG/G)-reg.

Ref:-(1) No-1318/UA/Vig Dtd:-29/05/2012

       (2) D.O. No-AGM/E&M/CR-Gr.B/BF Dated:-18/05/2012

Respected Sir,

                     With reference to the above, this association wish to bring the  following comments in connection with Cadre Review of Gr.B(NG/G)

(i)   Whether the recommendation of 6th CPC and its implementation by the Govt. to bring the grade structure in the Group-B(NG/G) cadre to two tier in place of erstwhile four grade structure in Ordnance Factories presently, caters to the functional requirement of any improvement in structure/hierarchy .

Comments:-

              No. It has created a negative impact on the whole production units under OFB as under.

  (a)  When there was 4 grade structure ,an absolute pyramid structure was maintained, thereby a distinction between seniors and juniors were well recognised. The orders were effective in right direction vis CM II -> CM I -> AF-> JWM . Now due to reduction from 4 grades to 2 grades this channals were totally disturbed . This resulted same status to both JWM of 10 year service and the  JWM of 35 year service. This has brought down the morality and dedication of the senior JWM/HOS on whom most of the responsibility and contribution lies.

  (b)   The new situation was created as JWM to report JWM which diluted the authority of the cadre.

©     Again this situation forced managements to detail gazetted status JWMs to work at par with CMs  &  MCMs    

(d)    Supervisory responsibilities of existing CM has violently increased due to abolition of the post of CM-I/AF/FM/SH.

                               -2-                          

(e)  Productivity level of CM/JWM has deteriorated due to lower pay package as compared to monthly pay packet of IEs who are working in same shop floor.

(ii)   There is any difficulty in the deployment of Chargemans & JWMs

     Comments:   Yes

(a)   Previously group of Chargeman –II were under the control of  one CM-I, which means single CM-I has controlled many processes/buildings under him. Now no such controls were found which  adversely  affects  the required supervision in production lines.

(b)   Previously  JWMs were deployd only for managerial/Officers/HOS duties because of their experience and abilities gained during their long service. Due to removal of AF cadre, the  JWMs are required and being detailed for supervisory work at par with CM and MCM . In this process JWMs are loosing their morality and unable to contribute their best towards Organisation and on the otherside organisation loosing the utilisation of their talents.  

.

(iii)   Whether Career progression of the incumbents of existing two tiers will be affected adversely by the present set-up and distribution of posts .Suggestions if any for rearrangements so that Careers related aspirations of the incumbents can addressed appropriately.

Comments:-

       Yes the career progression has been terribly affected.

(a)   When there was 4 grade structure the promotions were continious. If a person appointed as CM- II, generally he retires as JWM after gaining 3 promotions. Now one CM has to satisfy with one promotion in his life time to JWM. Where as IOFS and IEs  cadre are assured with 4 or more promotions in total service.

(b)     Though the grades were reduced, no future promotional avenues were planned. The present sanctioned posts in NG cadre (both T & NT ) are as under.

                 AWM –  375

                 JWM -  7694

                   CM – 12085

           For 7694 JWMs only 188 posts of AWM are available ( other 188 posts -50% comes through UPSC as DR ). So there must be unmanagable statgnation at JWM level and resulted detrimental effect on CM’s promotions.

(vi)    Whether there is need of making the cadre with more grades for proper distribution and finalisation of work smoothly .If so, how the grades may be created.

Comments:-Yes, more grades are required as past.

(a)  The NDNGS Association made all side effort from submitting representations to stage Dharna at New Delhi to maintain the 4 grade structure for the betterment of the organisation and the cadre, pointed out the future

                                            -3-

implications. But the same was ignored by the authorities. Now our apprensions are comes true. There is total break down of functions at all levels of factory shop floors. General Managers are well aware of the situation and facing lot of problems on day-to-day production activities.

(b)  The proposed Cadre Review is enclosed as  Annex.A

           

(v)   Is there any apprehension about stagnation in any grade in future and if so, possible remedies can be suggested.

Comments: Yes, existing trend (two tier structure) will result in severe stagnation in CM as well as JWM Cadre. The anticipated position is explained in para(iii)  and remedial measures at para (iv) (b) ,so as to  avoid such stagnation.

    (vi)   The impact of any change in the existing structure on the cost of    

            supervision and productivity

Comments:   Nil Impact

For the last 20 years (after 4th  &  5th CPC)  4 grade structure in ordnance factories was successful and there was no compliant either from employer or employees.  The condensation of 4 grades to 2 grades has created the all round problems starting from production to welfare. Revival of 4 grade structure as proposed herewith, will put back the present derailment in a correct track for effective supervision  and  total productivity.

 

          Submitted for kind perusal & necessary onward action please.

           With  regards

     Encl:-Annexure-A                                     

                                                                      Prepared by