PRIS Incentive Scheme Details (Sixth Pay Commission) for Central Government Employees: Finance Trading Times

PRIS Incentive Scheme Details (Sixth Pay Commission) for Central Government Employees

Details about Performance Related Incentive Scheme PRIS for Sixth Pay Commission Recommendations
One of the major recommendations from the Sixth Pay Commission was the introduction of the PRID System or the Performance Related Incentive Scheme as reccommended by the Sixth Pay Commission primarily for the Central government Employees. The good news is that this has been moving forward and we will very soon see some more developments on implementation of the PRIS system. Sixth Pay Commission

What are the major developments for PRIS Performance Related Incentive Scheme Sixth Pay Commission?
The most important development is that a Committee of Secretaries (COS) has been constitueted which has recently approved the broad parameters for PRIS.
The next steps will be for the Department of Expenditure and Performance Management Division to work out the framework and come up with the guide-lines for the PRIS scheme to be implemented.

Performance Related Incentive Scheme PRIS Details for Sixth Pay Commission Recommendations


Which government departments will qualify for PRIS Performance Related Incentive Scheme Sixth Pay Commission
There are a few rules which need to be met for qualification for PRIS.
A bio-metric attendance system should be there in department offices, there is a minimum score of 70% required on the results framework document, are some such needs to be fulfilled in case a department needs to qualify for PRIS.
In the initial phase, the amount of incentives paid out to the employees will be taken from the savings made by the department.

What is PRIS Performance Related Incentive Scheme under the Sixth Pay Commission
PRIS or Performance Related Incentive Scheme under the Sixth Pay Commission is a kind of monetary as well as performance rating system which will be implemented in selected departments of the central governments based upon the set criteria of fulfillment of the required conditions.
Since this is a department wide incentive program based on performance of the entire department, all the eligible employees of the entire department will get the benefit under PRIS. However, the amount of incentives received by the various employees will vary as per the ranks and levels within the department
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How will the PRIS system incentives vary as per the ranks within departments?
As per the info available now, the amount for performance incentive will cover all employees of the department.
The secretaries of the department will get the incentives based upon the overall performance of the department.
the Join secretaries will be paid based on some weighted average of their individual division's performance measure as well as the department's performance measure and the incentives paid to the rest of employees will be solely based on the individual performance.

Will there be any appraisal process for employees for PRIS Performance Related Incentive Scheme Sixth Pay Commission
Yes. Each individual employee needs to go through the appraisal process and the guidelines for that will be based on the Results-Framework Document (RFD).

When will the PRIS come into effect ?
Atleast 2 rounds of RFD are required. For qualifying for RFD, the department needs to fulfill the necessary requirements. Hence, it might take some time for the actual incentives to be paid to the individual employees. Expected from 2012-13, but the good news is that things are moving forward.

What are the concerns and problems with PRIS ?
Nothing comes without concerns.
The biggest concern is - whether this system be able to judge the performance of an individual or the division or the entire department properly?
Even the private sector or the corporate world today does not have an efficient appraisal system.

Then comes the other problems - the influence. It is a concern that certain ministeries and departments have more influence on the works and outputs of the other departments. How will that effect be mitigated for a fair and efficient PRIS?
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