Hi, I'am working as the HR Head for a reputed C.B.S.E school.My concern is that as per the 6th pay commission, we need to have certain defined payscales for the teaching staff.Some of the staff are below that, which we would bring them to par level during the next increment.For .e.g. there are many people who are at a range of around 30k or 32k per month, whereby the rule says they should be getting around 36k p.m.,and this would be done..
Now there are already some employees who because of experience are drawing more than the others i.e. around 40 k or above.This year when we do appraisals, the one below the 6th pay would be getting a good push but same cannot be done about the others.So in what way can we balance the payscale and increments??
From India, Jalalpur
Now there are already some employees who because of experience are drawing more than the others i.e. around 40 k or above.This year when we do appraisals, the one below the 6th pay would be getting a good push but same cannot be done about the others.So in what way can we balance the payscale and increments??
From India, Jalalpur
If employees working in the same rank have been getting higher salary solely because of experience, then later appointee of the same rank has to draw lesser salary otherwise it will be discriminatory. However, by laying down higher qualification for the said post, a sort of selection grade in the same rank, can be incorporated wherein later appointee if possess higher qualification can draw higher salary.
Thanks
Sushil
From India, New Delhi
221Thanks
Sushil
From India, New Delhi
Dear Ms. Puja,
Pls understand the management practice in your organization change and improve where you required (appropriately). In your organisation Pay Scale discrimination would be experience wise - not having a proper system. You can use grade system. You may change grade for experienced persons so that you can get balance in pay scale. Increment should be depend upon the work performance and quality (I meant overall rating) . Many organizations (Directors) increment practice on "favoritism" and "politics". As HR Head, you can prepare rules and regulations/policy for your company and it should be helpful for organization/business and employees - a harmonious/productive work life.
P.S. Remember, you are the main key of your organization. All the best.
Yours Sincerely,
Mohan Nair,
HR Head/Director.
From India, Mumbai
Pls understand the management practice in your organization change and improve where you required (appropriately). In your organisation Pay Scale discrimination would be experience wise - not having a proper system. You can use grade system. You may change grade for experienced persons so that you can get balance in pay scale. Increment should be depend upon the work performance and quality (I meant overall rating) . Many organizations (Directors) increment practice on "favoritism" and "politics". As HR Head, you can prepare rules and regulations/policy for your company and it should be helpful for organization/business and employees - a harmonious/productive work life.
P.S. Remember, you are the main key of your organization. All the best.
Yours Sincerely,
Mohan Nair,
HR Head/Director.
From India, Mumbai
Thanks for your valuable advice.
coming back to my querry, because of governemnt rules as per 6th pat commisiion, the ones on the lower salary band, irrespective of their performance would be brought to level as per govt.norms but the ones who are already above that band, would definitely feel that despite good performance their increment has not been right, so to give them an average increment which balances the ones lower the band and above the band, I would need to average it out somehow and that is the help i need...How to average it out.For e.g. employee a is gettin 30k, as per band i would have to push him to 36k....But at the same tiome employee B for the same work is already getting 40k..I cannot give him a rise of 6K ....so how do i average it out.
From India, Jalalpur
coming back to my querry, because of governemnt rules as per 6th pat commisiion, the ones on the lower salary band, irrespective of their performance would be brought to level as per govt.norms but the ones who are already above that band, would definitely feel that despite good performance their increment has not been right, so to give them an average increment which balances the ones lower the band and above the band, I would need to average it out somehow and that is the help i need...How to average it out.For e.g. employee a is gettin 30k, as per band i would have to push him to 36k....But at the same tiome employee B for the same work is already getting 40k..I cannot give him a rise of 6K ....so how do i average it out.
From India, Jalalpur
Merely because an experienced person is getting higher emoluments does not mean that later appointee in same band has to be given higher salary or same salary. The former is getting higher salary because of increments he earned for same work. To please the later appointee you cannot practice discriminatory attitude. It will be struck down judicially. That is why even a junior grade officer of lower grade in the late fifties draw higher salary than a new appointee in higher grade.
Thanks
Sushil
From India, New Delhi
Thanks
Sushil
From India, New Delhi
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