ARTICLES

Sixth Pay in Technical Education of India: A Critical Policy Analysis

Guest Author’s Profile:-

Dr. Vinod Kumar Yadav is an Assistant Professor in HRM & OB, Department of Humanities and Social Sciences in Harcourt Butler Technological Institute, Kanpur. Prof Yadav has over a decade of teaching experience and he has been  a member of NIPM (UP Chapter) Executive Body 2010-12, IndiaLife Member, National Institute of Personnel Management, India (NIPM)Member, Performance Measurement Association, Cranfield, UK. He was a co-chair at an international conference of ‘National Centre for Quality Management’ in association with ‘ITM, Mumbai, India. He was also a technical editor for Current Research Journal of Social SciencesCRJSS and Asian Journal of Business Management. Prof Yadav has presented papers in national and international conferences. His papers have been published in national and international publications.
 

Article:-

Introduction

The state level technical institutions are in no way less important to Indian economy as compared to central level technical institutions. This has become a widely established facts now that the students of centrally funded technical  institutions are more likely to contribute to foreign country’s economy rather than Indian economy whereas the alumni of state level institutions finds a suitable place / employment within country and contribute to Indian economy significantly. In other words, they seem to be more important with respect to industrial, economy as well social development. The policy makers, while deciding the policy statements, forget this underlining fact and formulate the policy to keeping into central technical institutions in focus while state level technical institutions are left on their fate.

A CRITICAL ANALYSIS OF SIXTH PAY IN TECHNICAL INSTITUTIONS IN INDIA  

An assistant professor in CFTIs starts with Rs. 38, 000/- as basic as compared to state level assistant professor start with Rs. 21600 basic. Why, at all, this difference at entry level positions when there is uniform policy for the per week work load? This seems to be violating the norms of equal pay for equal work.   On one hand, government focus in education development of India especially in rural in planning commission report, on other hand, the policy maker frame these type of policy which de-motivate the talent not to come in technical education as a contributor (means as a faculty). Even, the fifth pay was quite encouraging. The comparison between fifth pay and sixth pay scale of an assistant professor (Lecturers before sixth pay) very clearly speaks about the complete injustice to them especially assistant professor having more than 6 year service. The facts mentioned here are eye opening to the policy makers whether they accept or not.   

AT ENTRY LEVEL POLICY

Table 01 exhibits the comparison between fifth pay and sixth for an assistant professor at various level as well as associate professor and Professor. On contrary to government’s effort to retain talent in teaching, the salary scale in sixth pay disappoints very much. In fact, an existing assistant professor feel cheated with this kind of treatment.  The actual change in salary of assistant professor has been only 2.7 times whereas associate professor has been given red carpet treatment with 3.86 times more salary. Even the 5th pay had 3.63 times increase from 4th pay for Lecturers.  It is important to mention here that associate professor now need only 03 years to become professor, whereas 03 more years are now required for an assistant professor to become associate professor. This seems to be complete injustice to the assistant professors. This will, definitely, add to the faculty problem in coming years and create acute shortage of assistant professor at entry level in universities and colleges in India.

Further, it becomes more serious in case of CAS, as the universities / institutions are not in position to conduct the interviews at right time due to red tapism or lack of will power at top level especially in universities and state level institutions. Most of the anomalies in sixth pay are related to the career advancement scheme. 

Table 01: Comparison between Fifth and Sixth Pay in Technical education

Position/

Level

Fifth Pay (Basic)

Sixth Pay (including AGP)

Actual Change

Service in years

Fifth Pay

Service in Years

Sixth Pay

Remark

Assistant* Professor

8000

21600

(6000 AGP)

2.70 times

00

 

Actual change from 4th to 5th pay was 3.63 times

Assistant professor (Sr. Scale)

10000

25320

 

(7000 AGP)

2.52 times

04 with Ph.D.

05 with M. Tech

06 with B. Tech.

04 with Ph.D.

05with M. Tech

06 with B. Tech.

 

Assistant Professor (Selection Grade)

12000

30360

 

(8000 AGP)

2.53 times

05 years after Sr. Scale

05 years after Sr. Scale (7000 AGP)

 

Associate** Professor

12000

46400

3.86 times

05 years after Sr. Scale

03 years after 8000 AGP

03 more years required in sixth pay

Actual change from 4th pay to 5th pay was 3.24 times

Professor

16400

53390

3.25 times

05 years as Assistant professor

03 years on 9000 AGP

01 more year required in sixth pay

Actual change from 4th pay to 5th pay was 3.6 times

*Assistant Professor in fifth pay means Lecturer; figures are in Rs.

**Assistant Professor (SG) with 03 years, fresh assistant Professor in fifth pay.

It is a matter of great concern that if a faculty (with M. Tech.) who joins any technical institution in 2003 will get Rs. 25060 as basic as on July 2010 in sixth pay where as if same faculty joins in 2006 gets 25790 as basic on July 2010. This is complete injustice to the existing faculty members. The 03 years experience not only becomes zero, but, it becomes a big reason of dissatisfaction. Therefore, in order to rectify this problem, there must have been some advance increments for existing faculty members on 01.01.2006.

POLICY ON CAREER DEVELOPMENT

There was an enhancement of 25% in basic of Sr. Scale in fifth pay (Rs. 8,000 to 10,000) whereas sixth pay increases only 17.2% in Sr. Scale. This also causes dissatisfaction to the faculty members at this level.  Further, there was Rs. 2,000 difference in basics of lecturer and Sr. lecturer whereas in 6th pay, this has been reduced to Rs. 1,000 only (only AGP increases from 6000 to 7000). This has also been very disappointing for the assistant professor waiting for sr. scale interview to be implemented from back (between 2006 to 2008). The effective loss expected to be around Rs. 2, 000/month.
The total length of service to move from assistant professor to associate professor is now increased to 12 years (03 more years) whereas it has been reduced to 03 years (02 years less for associate professors) to become Professor. Hence, a faculty  who join as direct associate professor in sixth pay after 05 years as a lecturer in fifth pay  become eligible for professor in 03 years that means after total service of 08 years, one become Professor. It is worth mentioning here that Ph.D. Scholar usually devotes 6-8 years to get Ph.D. Degree and become eligible for assistant professor. This is also not seemed to be justified in view of that a normal faculty is given 06 years to get Sr. Scale.  

POLICY FAILS AT ENTRY AS WELL AS TOP LEVEL

It is pertinent to underline the major causes of dissatisfaction on policy level.  A fresh professor starts with approx. Rs. 72,000/ month and associate professor with approx. Rs.  63,000/ month, whereas an assistant professor starts with only Rs. 29,000/ month (DA @35%).  The salary payable to the different cadres of faculty is not seemed to be in proportion to the job profile and teaching assignment. The entry level package fails to attract the bright talent in teaching at entry level which in other words, reflects policy failure at entry level. On other side, an associate professor, now, see only Rs. 1000/ increase in professorship even the annual increment at this level is much more.  This is in no way motivates him / her to make efforts of high level research to become professor. This indicate that new pay policy also fails in pooling up the talent in research and increased number of Professors in India in coming years. Therefore, the entry level and top level of input in Indian universities and state level institutions not seems to be encouraging. This may, also, lead to acute shortage of professors thus good education administrators in India.

WHAT NEXT?

The new pay in technical education in India especially in state level technical institutions fails completely to serve the objectives laid down in ‘vision 2020’. The government in no way seems to be in correcting mode. The trend indicates that private institutions are cashing on policy loop holes by offering attractive package to the bright talents. It is visible in most of the institutions of national repute. The applications for the voluntarily retirement, premature retirement, on lien, on leave etc. from the senior faculty members indicates their economic concerns. The private players in technical education have their own pay package system not only to retain talent but to attract the senior faculty from IITs and IIMs also whose package seems to be quite satisfying as compared to state level technical institutions. The similar indications are also shown in national level ranking of technical institutions in India (Outlook ranking, Dec. 2010). The private institutions are stepping up in rank consistently giving a tough competition to the top level institutions of India. 

REFERENCES:

1.    Government gazette for fifth and sixth pay reports on state level technical  institutions
2.    Sixth Pay Gazzette for degree level technical institutions
3.     The fixation table for sixth pay commission used is common to all for sixth pay
4.    Outlook Ranking of technical institutions in India, Dec. 2010.

Show More

Related Articles

23 thoughts on “Sixth Pay in Technical Education of India: A Critical Policy Analysis”

  1. very few colleges are implementing 6th pay in AP. Govt. is not taking any action against this. even the colleges not giving 5th pay.

Close