OROP and NFU

Dear Veterans,

 

     The definition of OROP, which has been agreed by by IESM and many other ESM Organisations, is the same which has been agreed to by two Parliaments, based on the recommendations of two Parliamentary Committees, the Judiciary and two Govts.

     Any deviation from this approved definition at this stage, proposed by any one will only help in taking the demand of OROP to the blue print stage. If the Govt is going to implement OROP, as per its own interpretation, and if some Veterans suggest that  UFESM which is spearheading the agitation with IESM in the Van Guard, then let us not term it as OROP implemented, but Implementation of Modified Parity or any such name. OROP will then continue to be an unresolved demand from ESM, which may help our future course of action either through negotiation or legal course.

Let us see the progress of our Military pay structure.

     We have had rank wise pay scales in 3rd CPC ; Integrated scales in 4th CPC ; back to rank wise scales in 5th CPC ; and  now again Integrated scales in 6th CPC !!!! Did our Services HQs have any say on any of these fundamental changes in Pay and consequently the Pension benefits, directly affecting the serving soldiers and Veterans?

     What will the 7th CPC recommend ? Will they stick to the integrated ( and bifurcated ) pay scales ; or revert back to rank wise pay scales ? Are we confident that the 7th CPC will stick to the concept of OROP at all? That is the reason why OROP should be treated as a live issue, till the time it is fully implemented as per the definition.

 As far as the NFU is concerned, it should be scrapped for all Services whether Civil or Military, for the following reasons:-
    

     It comes out of a misplaced  feeling of entitlement: If you get recruited for a job, then, you have a right to continuous progression in career or at least progression in compensation, whether you are :-

    1. doing the job or not.
    2. accountable to higher responsibility or not.
    3. capable of fulfilling the higher responsibility or not.

 The IAS and Group A Services had managed to influence the 6th CPC, as if the officers of their respective cadres are superseded for promotion only due lack of vacancies. It is far from the truth. Lack performance and capability  are the main reasons for many of them lagging behind, as applicable to any other organisation. In an Ordnance Factory or any other organisation can we have a General manager with a designation General Manager (Non Functional) and General Manager (Functional)?

   Such a scheme has been devised by the Sixth CPC, by the bureaucrats, only to promote self interest and self preservation at the cost the National interests and promoting  mediocrity, which can never contribute to the efficiency of the organisations or the Institutions. Will any corporate adopt such a devious scheme to promote employees satisfaction, at the cost of their share holders? Here we are talking about the Tax Payers money being distributed to promote inefficiency. The result is there for every one to see. 

     Introduction of Non Functional Financial Up gradation (NFFU) for Civilian Officers in the 6th CPC must be scrapped, at least in the 7th CPC. The same bar should apply to Para Military Forces and the CPF. Let merit alone take the drivers seat.

 

Col (Retd) TN Raman

[TriservicesIndia]