hi sir,thanks for the article...... i shall forward it to my sister..... who is a software engineer but total blindbeliver....if i remember ... ISRO had taken the space launching vehicle to tirupati...... for TIRUPATI TIMMMAPPA'S BLESSINGS....google search gave me following results...1. http://www.nonoscience.info/worldview-of-indian-scientists.html2. http://www.livemint.com/2008/06/05233638/For-Indian-scientists-no-conf.html3. http://news.oneindia.mobi/2008/04/28/609922.html4. http://www.deccanherald.com/Content/Jun152008/scroll2008061573637.asp?section=scrollingnews5. http://www.domain-b.com/organisation/isro/20070903_thrilling.html6. http://www.domain-b.com/people/in_the_news/20070901_s_krishnamurthy.htm
"ISRO officials usually go to the temple at Tirupathi to get Lord Venkateswara''s blessings before a rocket launch, by placing a replica of the rocket to be launched at the feet of the deity". regardsmeinvincible
Tuesday, August 5, 2008
Wednesday, July 30, 2008
SIMI
stands for Students Islamic Movement of India (SIMI)...........................................
THERE WAS a thought that educated muslims would change the trend of unemployed, illitreate young muslims joining the jehadi movement........................................
but despite more and more muslims being getting education.......................no respite from the onslaught to the society...................................
now educated muslims are using their literacy to sophisticate the terror activity................................
so the SIMI born..........................................................
SIMI is a student organisation who wants to recruit the the young intelligent , educated youths...........for jehadi purpose. it is responsible for many of the terror activities through out the india...........................
although it has been banned , SIMI is alive and kicking!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
just the provision of education to muslim youths do not mean anything!!!!!!!!!!!!!!!!!!
THERE WAS a thought that educated muslims would change the trend of unemployed, illitreate young muslims joining the jehadi movement........................................
but despite more and more muslims being getting education.......................no respite from the onslaught to the society...................................
now educated muslims are using their literacy to sophisticate the terror activity................................
so the SIMI born..........................................................
SIMI is a student organisation who wants to recruit the the young intelligent , educated youths...........for jehadi purpose. it is responsible for many of the terror activities through out the india...........................
although it has been banned , SIMI is alive and kicking!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
just the provision of education to muslim youths do not mean anything!!!!!!!!!!!!!!!!!!
terror strikes india.......................
yet again!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
were are running out of dates............................................. 9/11, 10/8.......................etc
ahemadabad blasts..........................and bangalore blasts!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
bangalore CHIEF MINISTER believes his government is being tested against .......................probably from the opposition party...................................how idiotic the karnataka chief minister's comment is
the terror strike is not specific to state my dear......................and this is global phenomenon...................................................................................
its shocking to know that terrorism is state subject.....................and all the state government is opposed to the idea that of centralised investigative agency....................
result?????????????????//.................................obvious: no sharing of information between the states..................................so terrorism is the rule of the day.....................................
were are running out of dates............................................. 9/11, 10/8.......................etc
ahemadabad blasts..........................and bangalore blasts!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
bangalore CHIEF MINISTER believes his government is being tested against .......................probably from the opposition party...................................how idiotic the karnataka chief minister's comment is
the terror strike is not specific to state my dear......................and this is global phenomenon...................................................................................
its shocking to know that terrorism is state subject.....................and all the state government is opposed to the idea that of centralised investigative agency....................
result?????????????????//.................................obvious: no sharing of information between the states..................................so terrorism is the rule of the day.....................................
Thursday, June 12, 2008
SIXTH CENTRAL PAY COMMISSION
HI IT SAD BUT TRUE THAT....................................GOVERNAMENT EMPLOYEE IS AT RECIEVING END.............................ONE SIDE INFLATION IS UNSTOPPABLE AND OTHER END GOVERNMENT IS NOT RELEASING SIXTH PAY COMMISSION
HOPE THIS ................ENDS SOON.....................VERY SOON
I HERE BY GIVE SOME LINKS.......................................WHICH GIVES SOME IDEA OF SIXTH PAY COMMISSION
http://www.indianexpress.com/story/33560.html
ALARM: DRDO’s brainwave: hike salaries six-fold, need more benefits, perks, including sabbatical, royalty
Related Stories
Antony prevails over DRDO, gets Brahmos chief an extensionGovt orders review, revamp of DRDO, forms expert panelDRDO opposes it but House panel underlines: you need outside auditAim it rightDRDO delays: Antony for accountability, checks
New Delhi, June 13: Tucked away in a representation made to the Sixth Central Pay Commission by the Defence Research and Development Organisation are startling new figures that confirm how DRDO is not only unable to retain talent — it’s also not being able to attract it.
Records obtained by The Indian Express show that last year, the latest for which data is available, the number of scientists who resigned from the organization touched an all-time high of 321. Most of them were young scientists from the electronics and computer disciplines. While several factors have been cited, a majority of the scientists who have resigned attribute it to better career opportunities elsewhere and lack of professional challenge.
In fact, 2006 is the first year that the number of resignations at DRDO has surpassed the number of inductions, 300. In other words, induction is not keeping pace with attrition resulting in a significant shortfall of trained scientists.
This isn’t surprising given the steady fall in the number of applications to what is considered the government’s premier defence research institution — in 2003, while total applicants numbered 110,224, in 2006, that figure came down to less than a third of that: 31,810.
The DRDO’s representation to the Pay Commission underlines the need to build an efficient and talented pool of scientists dedicated for a minimum of 15 to 20 years considering the long gestation period for developing defence-warfare systems. Advocating more “freedom, flexibility and opportunities for self-development” to scientists, the proposal calls for rewards of recognition.
Towards this, the DRDO has proposed an entry-level scale of Rs 48,000-120,000 per month — almost six times the current level of Rs 8000-13000, going upto Rs 500,000 (fixed) per month at the highest level, advisor to the Defence Minister.
Besides this, other demands include sabbatical, intellectual capital pay, loyalty bonus and 40% share of royalty/fees earned due to commercialization of inventions and rewards.
Reasons for leaving
Better career opportunities 33.4%
DRDO just a stepping stone 20.13%
Lack of professional challenge 18.28%
Locational disadvantage 14.56%
Furtherance of qualification enhancement 8.4%
Poor authorship publication/ patents record 5.13%**********************************************http://india.gov.in/govt/respondent_report1.php?id=hiravi&name=ravi%20%20hi
Respondent Wise Responses
Printer Friendly Page Back
Sixth Central Pay Commission:Suggestions
User Name: ravi hi
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector? Yes there should be comparison, if there is comparison of work than there should also be comparison of pay.
Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector? As far as I know promotion chances are much better in private sector than in Government, as housing most of the people are not getting house which is entitled to them, as in our case ( in DRDO Bangalore) scientist are staying in one room residence while most are entitled for type–D, and it takes 18 to 20 years to get type D, E type quarts, now you can imagine how one person with his parents and wife and children can survive in one BHK residence, and HRA is merely 2500/- in which one can get only ½ bedroom house outside, while in private at same post people are getting around Rs 15000/- as HRA, even health scheme ( CGHS) is the worst is for name shake only, it takes so many procedure to get treatment, Doctors does not respond in proper manner, and most of the people are spending from there pocket for day to day medical need, while in private sectors its much better because of flexibility.
In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line? No it is not a fair comparison, when people compare our work ( in our case DRDO) whether they are compare with these people or with developed countries. Comparison should be on same level while one engineer is getting Rs 70000 in private in gov. at same level people are getting 20k with 1 bedroom house. In today’s date why many young brain are leaving Gov organisation because of all these things a) low salary b)small house c)In proper medical facilities etc…
International comparisons
Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable? No if some people are not honest, it is not the fault of others who are honest. This question suggest that if some one getting low salary he should try some unfair means to make money to live a respectable life. In my opinion dishonesty can not be considered in any situation.
Impact on other organizations
Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees? In my opinion salary should be decided based on work not the excuses that state government can not pay that are why we can not pay. Think if for same amount of work some one is getting 4 times of his salary than what anyone will prefer, gov or private ( this is I am talking about engineers who are working in gov organisation like ISRO, DRDO etc and getting only ¼ salary that of his counterpart in private)
Salaries
How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets? Main criteria of salary should be comparison of type and amount of work, means what is the salary for same type and amount of work in private sector. Salary should be performance based, and if appointment to post on a contractual basis is a very good idea.
What should be the reasonable ratio between the minimum and the maximum of a pay scale? There should not be any pre defined ratio it should be based on performance.
Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government? No it is not at all necessary to persist with a pre-determined minimum-maximum ratio, more important to ensure efficient administration.
Group-A Services
Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement ? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services? In my opinion there should be two separate streams for technical and non-technical services because working style and type of work are different.
Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government? What is the most important is performance based hike in salary, while in private sector one can get doubled his salary in two to three year span in government he will get only Rs 275 increment in his salary irrespective of his performance.
Professional personnel
Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case? Yes for these departments compensation should be as par with private to retain good scientists but salary also should be based on performance.
Classification of posts
Presently, civilian posts in the Central Government are classified into four Groups (A, B, C and D) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications? From my side ant classification is good
Revision of pay scales
Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance? Yes its not only inflation but also the comparison of the salary with private sector for same type and amount of work.
How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former There should be two increment factor, one fixed and other performance based.
Compensatory Allowances
Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates. suggest the revised basis and rates. CCA is very funny thing in government employees salary, for Bangalore CCA is RS 300 can this Rs 300 compensate extra expenses because in costly cities. CCA should be difference in cost of one month home need in small city and cost of one month home need in big city. HRA should be as equal to the rent of same size of house for which any one is entitled and government is not able to provide the house of same type which is entitled.
Pay and perquisites for Armed Forces
What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights? For armed forces pay should be compare to other countries armed forces pay.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented? In my opinion performance should be linked with salary.
New concepts
Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees? Exactly all these things should be introduces as early s possible.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced? This can be introduced but in my opinion work done should be count not hour spent in office.
What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.? All these things should be introduced as early as possible.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ? Yes good idea but to the extend it should not affect the organisation interest.
It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree? Again a good idea all these things should be introduced.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document? Yes appraisal report should be open to make this process transparent, and to know who is working how much, and it should made twice or thrice a year.
How far has the introduction of self-assessment helped in the process of appraisal? It should be both self and assessment by someone else here one more thing by making ACR open every one will know where he stands.
Should appraisal be done for an entire team instead of for individuals? No appraisal should be done for individual.
Holidays
Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals. Now day every one ( most of the private industry like IT sector, BPO etc…) are working five-day a week. Holiday should be only on National holiday and for other festival it is not necessary to declare holiday instead of that give some flexi festival leave ( may be 5 in a year) and one should take these leave as on when he wants.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these. Link performance to salary.
HOPE THIS ................ENDS SOON.....................VERY SOON
I HERE BY GIVE SOME LINKS.......................................WHICH GIVES SOME IDEA OF SIXTH PAY COMMISSION
http://www.indianexpress.com/story/33560.html
ALARM: DRDO’s brainwave: hike salaries six-fold, need more benefits, perks, including sabbatical, royalty
Related Stories
Antony prevails over DRDO, gets Brahmos chief an extensionGovt orders review, revamp of DRDO, forms expert panelDRDO opposes it but House panel underlines: you need outside auditAim it rightDRDO delays: Antony for accountability, checks
New Delhi, June 13: Tucked away in a representation made to the Sixth Central Pay Commission by the Defence Research and Development Organisation are startling new figures that confirm how DRDO is not only unable to retain talent — it’s also not being able to attract it.
Records obtained by The Indian Express show that last year, the latest for which data is available, the number of scientists who resigned from the organization touched an all-time high of 321. Most of them were young scientists from the electronics and computer disciplines. While several factors have been cited, a majority of the scientists who have resigned attribute it to better career opportunities elsewhere and lack of professional challenge.
In fact, 2006 is the first year that the number of resignations at DRDO has surpassed the number of inductions, 300. In other words, induction is not keeping pace with attrition resulting in a significant shortfall of trained scientists.
This isn’t surprising given the steady fall in the number of applications to what is considered the government’s premier defence research institution — in 2003, while total applicants numbered 110,224, in 2006, that figure came down to less than a third of that: 31,810.
The DRDO’s representation to the Pay Commission underlines the need to build an efficient and talented pool of scientists dedicated for a minimum of 15 to 20 years considering the long gestation period for developing defence-warfare systems. Advocating more “freedom, flexibility and opportunities for self-development” to scientists, the proposal calls for rewards of recognition.
Towards this, the DRDO has proposed an entry-level scale of Rs 48,000-120,000 per month — almost six times the current level of Rs 8000-13000, going upto Rs 500,000 (fixed) per month at the highest level, advisor to the Defence Minister.
Besides this, other demands include sabbatical, intellectual capital pay, loyalty bonus and 40% share of royalty/fees earned due to commercialization of inventions and rewards.
Reasons for leaving
Better career opportunities 33.4%
DRDO just a stepping stone 20.13%
Lack of professional challenge 18.28%
Locational disadvantage 14.56%
Furtherance of qualification enhancement 8.4%
Poor authorship publication/ patents record 5.13%**********************************************http://india.gov.in/govt/respondent_report1.php?id=hiravi&name=ravi%20%20hi
Respondent Wise Responses
Printer Friendly Page Back
Sixth Central Pay Commission:Suggestions
User Name: ravi hi
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector? Yes there should be comparison, if there is comparison of work than there should also be comparison of pay.
Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector? As far as I know promotion chances are much better in private sector than in Government, as housing most of the people are not getting house which is entitled to them, as in our case ( in DRDO Bangalore) scientist are staying in one room residence while most are entitled for type–D, and it takes 18 to 20 years to get type D, E type quarts, now you can imagine how one person with his parents and wife and children can survive in one BHK residence, and HRA is merely 2500/- in which one can get only ½ bedroom house outside, while in private at same post people are getting around Rs 15000/- as HRA, even health scheme ( CGHS) is the worst is for name shake only, it takes so many procedure to get treatment, Doctors does not respond in proper manner, and most of the people are spending from there pocket for day to day medical need, while in private sectors its much better because of flexibility.
In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line? No it is not a fair comparison, when people compare our work ( in our case DRDO) whether they are compare with these people or with developed countries. Comparison should be on same level while one engineer is getting Rs 70000 in private in gov. at same level people are getting 20k with 1 bedroom house. In today’s date why many young brain are leaving Gov organisation because of all these things a) low salary b)small house c)In proper medical facilities etc…
International comparisons
Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable? No if some people are not honest, it is not the fault of others who are honest. This question suggest that if some one getting low salary he should try some unfair means to make money to live a respectable life. In my opinion dishonesty can not be considered in any situation.
Impact on other organizations
Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees? In my opinion salary should be decided based on work not the excuses that state government can not pay that are why we can not pay. Think if for same amount of work some one is getting 4 times of his salary than what anyone will prefer, gov or private ( this is I am talking about engineers who are working in gov organisation like ISRO, DRDO etc and getting only ¼ salary that of his counterpart in private)
Salaries
How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets? Main criteria of salary should be comparison of type and amount of work, means what is the salary for same type and amount of work in private sector. Salary should be performance based, and if appointment to post on a contractual basis is a very good idea.
What should be the reasonable ratio between the minimum and the maximum of a pay scale? There should not be any pre defined ratio it should be based on performance.
Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government? No it is not at all necessary to persist with a pre-determined minimum-maximum ratio, more important to ensure efficient administration.
Group-A Services
Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement ? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services? In my opinion there should be two separate streams for technical and non-technical services because working style and type of work are different.
Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government? What is the most important is performance based hike in salary, while in private sector one can get doubled his salary in two to three year span in government he will get only Rs 275 increment in his salary irrespective of his performance.
Professional personnel
Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case? Yes for these departments compensation should be as par with private to retain good scientists but salary also should be based on performance.
Classification of posts
Presently, civilian posts in the Central Government are classified into four Groups (A, B, C and D) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications? From my side ant classification is good
Revision of pay scales
Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance? Yes its not only inflation but also the comparison of the salary with private sector for same type and amount of work.
How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former There should be two increment factor, one fixed and other performance based.
Compensatory Allowances
Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates. suggest the revised basis and rates. CCA is very funny thing in government employees salary, for Bangalore CCA is RS 300 can this Rs 300 compensate extra expenses because in costly cities. CCA should be difference in cost of one month home need in small city and cost of one month home need in big city. HRA should be as equal to the rent of same size of house for which any one is entitled and government is not able to provide the house of same type which is entitled.
Pay and perquisites for Armed Forces
What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights? For armed forces pay should be compare to other countries armed forces pay.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented? In my opinion performance should be linked with salary.
New concepts
Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees? Exactly all these things should be introduces as early s possible.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced? This can be introduced but in my opinion work done should be count not hour spent in office.
What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.? All these things should be introduced as early as possible.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ? Yes good idea but to the extend it should not affect the organisation interest.
It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree? Again a good idea all these things should be introduced.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document? Yes appraisal report should be open to make this process transparent, and to know who is working how much, and it should made twice or thrice a year.
How far has the introduction of self-assessment helped in the process of appraisal? It should be both self and assessment by someone else here one more thing by making ACR open every one will know where he stands.
Should appraisal be done for an entire team instead of for individuals? No appraisal should be done for individual.
Holidays
Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals. Now day every one ( most of the private industry like IT sector, BPO etc…) are working five-day a week. Holiday should be only on National holiday and for other festival it is not necessary to declare holiday instead of that give some flexi festival leave ( may be 5 in a year) and one should take these leave as on when he wants.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these. Link performance to salary.
Wednesday, June 11, 2008
AARUSHI
sun's first ray of light while sun is rising....................................................how beautyful is the name if kept for a person.!!!!!!!!!!!!!!!!!!!!!1
however, in NOIDA girl aarushi's case................her life had become great tragedy even beyond anybody's guess.
the murder mystery where even her caring father has been......................a prime suspect.................but even the top investigation agency in INDIA is unable to crack the case.......................has left public fuming.
let us hope the murderer get nailed early and aarushi's soul rests in peace
however, in NOIDA girl aarushi's case................her life had become great tragedy even beyond anybody's guess.
the murder mystery where even her caring father has been......................a prime suspect.................but even the top investigation agency in INDIA is unable to crack the case.......................has left public fuming.
let us hope the murderer get nailed early and aarushi's soul rests in peace
OUTSTANDING JOURNALISM.............BREAKING NEWS!!!
HI IAM PRESENTING YOU THE BEAUTIFUL COLLECTIONS OF BREAKING NEWS FROM INDIAN ELECTRONIC MEDIA (as forwarded into my mail.box)
oh!!!!!!
che!!!!!!!!!!!che!!!!!!!!!!!!!1
god!!!!!!!!!!!!!
rahul????????????????
oh!!!!!!
che!!!!!!!!!!!che!!!!!!!!!!!!!1
god!!!!!!!!!!!!!
rahul????????????????
HI I AM POSTING A BEAUTIFUL COLLECTIONS.................( AS FORWARDED INTO MY MAIL BOX)
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