The implications of and the controversies on the recommendations of the Sixth Central Pay Commission (CPC) are going to be much larger compared to any of the earlier five CPCs because of the philosophy and the principles that guided the Sixth CPC work. They have voiced resent-ment at lower grades/scales for Group C employees and greater disparity between the Officers and the Clerk grades on the other, opening the way for contracts of Government jobs at both ends.

On its part, the Commission has made some categorical observations about its recommendations to the Government to take note of. To justify its approach on restructuring and rationalization of Central administration, the Sixth CPC compared its own functioning with that of the Fifth CPC. This approach facilitated expeditious decision making and the Commission was also able to finish its task well within the time frame.

The Commission says it was able to achieve its target with a very small staff complement because the work processes in the Commission were reoriented to have result-oriented approach with emphasis on output rather than processes. The terms of reference envisaged transforming the central government organization into modern, professional and citizen-friendly entities that are dedicated to the service of the people. The terms also made it incumbent upon the Commission to harmonize the functioning of the Central Government organizations with the demands of the emerging global scenario.

 Some of the prominent CPC recommendations need to be mentioned here. The highest monthly pay in the Government has been pegged at Rs 90,000 for the Cabinet Secretary, going up from Rs 30,000 at present. It cannot be more, it is said, since the President’s pay is Rs 1, 00,000. The proposed salary of the Secretary is Rs 80,000 -raised from the existing Rs 26,000. Similarly, the Army chief’s salary goes up from Rs 30,000 to Rs 90,000. The minimum salary is Rs 6,660.
Group D is to be eventually eliminated. They are to be trained to be promoted to Group C. This also means reduction of staff. There is to be no further recruitment to Group D. Since the proposal is to train and promote Group D to Group C. there may be no or only limited recruitment to Group C too.

The Commission says that for fixing the minimum salary, it has mainly been guided by factors like ensuring wage keeping in view the capacity of the Government to pay, the inflationary impact of such increase on the economy in general and on the stale governments, various autonomous bodies and other organizations which follow the Central Government pattern of pay and the fact that the minimum salary in the Government can only be available at the entry level when an employee is single or married with a nuclear family.

The Commission has also recommended performance-related incentive scheme (PRIS). It is stated to be a new concept and the Commission has tried to devise a model for practical implementation of the scheme.1t envisages a pecuniary component over and above salary, for higher performance "that is to be judged by improved delivery to the end user by an external agency. All this will improve the work culture in the Government.