Recommendation of the pay review committee of the UGC

October 3rd, 2008

Following is from

The Pay Review Committee after detailed deliberations has made the following recommendations about various aspects of revision of pay and allowances, service and working conditions of teachers, Librarians, Directors of Physical Education and other Academic Staff in colleges and universities recognized by the University Grants Commission.

I.          New Nomenclature for various teaching posts

Assistant Professor for   Lecturer

Assistant Professor (Senior Scale) for Lecturer (Senior Scale)

Assistant Professor (Selection Grade) for Lecturer (Selection Grade)

Associate Professor for Associate Professor

Senior Associate Professor     New Position

Professor for Professor

Senior Professor New Position

Professor of Eminence New Position

II.         New Scales of Pay and Allowances











Assistant Professor


8000-  275-13500

15600 – 39100



Assistant Professor 

(Senior Scale)

10000 – 325 – 15200

15600 – 39100



Assistant Professor

(Selection Grade)/

Associate Professor

12000 -420 – 18300

15600 – 39100






37400 – 67000



Senior Professor


New Post Proposed

 37400 – 67000







 Plus 4 Adv increments



Professor of Eminence

New Post Proposed

80000 (fixed)



Vice – Chancellor

25000 (Fixed)

80000 (Fixed)



Librarian/Director of PE





Deputy Librarian/Deputy Director of PE






Asstt. Librarian (Sr. Scale)/ Asstt Director of PE (Sr. Scale)





Asstt Librarian/

Asstt Director PE/Sports Officer/Physical Instructor









Assistant Professor


8000- 275-13500

15600 – 39100



Assistant Professor

(Senior Scale)

10000 – 325 – 15200

15600 – 39100



Assistant Professor

(Selection Grade)/

Associate Professor

12000 -420 – 18300

15600 – 39100



Senior Associate Professor

New Post Proposed

37400 – 67000




Professor in PG Colleges

New Post Proposed

37400 – 67000



a. Principal of UG College


b. Principal of PG College






Plus 2 Adv increments.



Plus 2 Adv increments






College Librarian /

Director of PE/

Sports Officer/ PI





College Librarian/

Director PE (Senior Scale)





College Librarian(S.G)/ Director of Physical Education (SG)





*Senior College Librarian (Selection Grade)Senior College DPE (Selection Grade)

New Post Proposed



* The eligibility condition for promotion for this position may better be decided by the UGC in consultation with the special committee heading by a Senior Professor of Library / senior professor of Physical education


Annual Increment

3% of the Basic Salary ( Basic Pay + Grade Pay) with compounding effect

4% of the Basic Salary(Basic Pay + Grade Pay)with compounding effect for 2 years for a select few 25% in the Pay Band Rs. 15600-39100 on the basis of better teaching and research performance.  Fresh appraisals are be made after two years.

Stagnation Removal

An incumbent after reaching the top of the scale in the pay band shall move to the next pay band without any change in the grade pay.

Increments for Higher Qualifications/ on Promotion.


Five advance increments instead of present four to a Ph.d degree holder at the time of recruitment as Assistant Professor.


Three advance increments instead of present two to an M.Phil degree holder at the time of recruitment as Assistant Professor.


Three advance increments to an incumbent holding M.Tech, M.D., M.S. L.L.M. degree at the time of recruitment as Assistant Professor.


Two advance increments to an incumbent who joins as Assistant Professor with basic M.A./MSc./M.Com etc. with NET/SET examination qualifications.


Two advance increments to an incumbent who joins as /Associate Professor in open selection.


Two advance increments to an incumbent on being promoted as /Associate Professor under CAS.


Three advance increments instead of present two to an in-service teacher on completing Ph.D. degree.


Two advance increments instead of present one to an in-service teacher on completing M.Phil degree.


A selection committee may recommend up to seven instead of present five advance increments to an incumbent with higher merit, better publications and more experience etc.


All advance increments to be given on non-compounding basis



House Rent Allowance


30% of basic salary for Category X cities (A-1 earlier) population 50 lakhs and above)


20% of basic salary for Category Y cities (A, B-1, B-2 earlier) population between 5 and 50 lakhs)


10% of basic salary for Category Z cities (C and unclassified earlier) (population below 5 lakhs)

Transport Allowance


Rs. 3200/-plus DA thereon per month for A-1/A Class cities (13 notified cities)


Rs. 1600/- plus DA thereon per month for other Cities


Children’s Education Allowance (CEA)


Rs. 1000/- per child per month for upto a maximum of two children


Rs  3000/- per child per month for those residing in hostel, for upto two children.


However, both hostel subsidy and children education allowance cannot be availed of concurrently.

Academic Allowance


Rs. 1500/- per month for Assistant Professor, Assistant Professor(Senior Scale), Assistant Professor(Selection Grade)


Rs. 1200/- per month for Associate Professor, Senior Associate Professor, Professor and   Professor.


Special Compensatory (Hill Area) Allowance and Special Compensatory (Remote Locality) Allowance will be allowed as admissible to central government employees. 


Special (Duty) Allowance for Teachers Serving in North Eastern Region including Sikkim and Ladakh


The Committee recommends a Special (Duty) Allowance at the rate of 12.5% on pay plus grade pay to teachers serving in these areas as applicable to Central Government employees.  


Leave Travel concession


LTC travel to Home Town three times in a four year block, not exceeding once in a year.


LTC may be allowed for any place in India once in a block of four years. Thus four LTC in a block of 4 years but not exceeding one in any one year.


No encashing of LTC if not availed of during a block year.


LTC for family members may be allowed to be combined with seminars/workshops and other academic assignments being attended.


Modifications made by the VI Central Pay Commission as notified by the Government may be adopted for teachers as well.

Traveling Allowance


TA rules admissible to central Government employees wherein all those with grade pay of Rs. 5400 and above have been allowed air travel may also be extended to teachers as well. Teachers may also be allowed TA/DA as admissible from time to time to Central / State Government employees, as the case may be.


Medical Insurance


Medical Insurance for all teachers with a teacher contributing 30% of the premium and the rest to be contributed by the employer. UGC to negotiate with leading medical insurance companies to get a better all India deal.


Group Insurance


The VI Central Pay Commission recommendations of raising an employee’s contribution from Rs. 120/- to Rs. 720/- for a group insurance may be adopted for all university and college teachers throughout the country. UGC should once again negotiate with leading insurance companies to get a better deal for all institutions.



Teachers in universities and colleges should be encouraged to accept Consultancy, Directing Projects, registering patents, R&D products and technology transfers. Resources earned to be in the following manner:

Amount received upto 30% of the gross salary

(basic salary+grade pay+academic allowance) No sharing


Amount received beyond 30% and upto the Sharing of 

gross salary amount beyond 30% in the ratio 70% and

 30% between the teacher and the Institution


Amount receive beyond the gross salary 50-50 of the

amount received beyond the gross salary between the teacher and

the institution


This arrangement should work for five years thereafter it should be reviewed in view of future developments.


Superannuation, Reemployment, Pension, Provident Fund and Gratuity


The age of superannuation of all college and university teachers throughout India to be 65 years.


In the interest of students Individual teachers should however be allowed to continue as contract teachers till the end of academic session.


Reemployment of Teachers


Teachers may be reemployed selectively after superannuation on contract basis upto the age of 70 years.




Teachers should be eligible for full pension after 20 years of qualifying years .


UGC should take up the matter of restoring triple benefit scheme for teachers employed after 2004 with the Central Government.


The revised rates of family pension to the family of the deceased employee- minimum of Rs. 3500/- per month and a maximum of 30% of the highest pay in the Government of India should be extended to teachers as well.


Additional quantum of pension to senior pensioners and family pensioners should be allowed as notified by the Government of India.

Provident Fund


Teachers governed by Contributory Provident Fund should be given another chance to opt for General Provident Fund.



The upper limit of gratuity to be paid to teachers should be revised to Rs. Ten lakhs from present three and half lakhs as has been done for central Government employees by the government of India.


Ex-Gratia Lump sum compensation in case of Death on Duty


Sr. No.

Circumstances Justifying Compensation

Amount of Compensation


Death occurring due to accidents in the course of performance of duties.

Rs. 10 Lakhs


Death occurring due to accidents in the course of performance of duties attributable to acts of violence by terrorists/ anti social elements etc.

Rs. 10 Lakhs



Financial Support for implementation of the Pay Review Committee recommendations.


Central government to provide 100% assistance for additional expenditure for five years for implementing the recommendations of the Pay Review Committee.


Addition assistance to the extent of 50% for next five years for only those states that implement the recommendations successfully in toto. UGC to review the implementation in the fifth year for the additional assistance.

Implementation from a single date


All recommendations to be implemented in toto as a package with effect from 1.1.2006.


However, various allowances except DA to be admissible with effect from 1.9.2008.

Service and Working Conditions of Teachers       


All institutions should fill vacant positions on urgent basis.


All bans on recruitment of teachers imposed by states should be lifted immediately and UGC should monitor this situation.


UGC to make special efforts from attracting persons from socially challenged sections to teaching.

Contract Teachers


Teachers should be appointed on contract only if absolutely necessary and their qualifications and procedure of selection should be the same as for a regularly appointed teachers.


The fixed emoluments to be paid per month to a teacher on contracts should not be less than the monthly gross salary of a regularly appointed teacher.


Guest Teachers / Part Time Teachers


If there is a need for appointing a teacher as a guest teachers/part time teachers, he should be paid @ Rs. 1000/- per teachers and the total payment during a month should not exceed Rs. 25000.


Retired teachers could also be involved in teaching as guest teachers.


Eligibility Conditions for Appointment in Universities and Colleges


Besides the other qualifications laid down by the UGC for the post of Assistant Professor, qualifying in the NET/SET examination shall be essential for being eligible to apply for the post of Assistant Professor.


However, those who possess a Ph.D degree in the subject shall be exempted from the NET/SET qualifications, provided the Universities, however, carry out reforms to raise the standard of Ph.D. degrees.


Those possessing M. Phil degrees shall be no more exempt from qualifying the NET/SET examination.

Selection Process/ Selection Committees 

The UGC should draw up exhaustive lists of experts in each subject and put them up on their website. It should be incumbent on institutions holding selections to include at least one of the subject experts on the selection committee from this list.


The UGC should monitor this for compliance.

New Positions


Positions of Professor should be sanctioned for direct recruitment in colleges for disciplines which have post graduate teaching.


There should be at least one post of Professor in each of these disciplines where there is post graduate teaching.


The basic qualifications and the procedure for selection of Post of Professor in colleges shall be the same as for the post of Professor in a university department, chaired by the Vice-Chancellor or his nominee.


Position of Adjunct Professor and Concurrent Professor should be created in universities in order to encourage mobility between institutions and industry/corporate world and also between one institution and another.


Up to 15% of the total strength of the teaching faculty in a university may be Floating Positions for making appointments in a department where no vacancy exits.         

Promotion of Teachers through Career Advancement Scheme (CAS)


A new position of   Associate Professor should be created as a third avenue for promotion for college teachers under CAS.


A new position of Senior Professor should be created in the universities for promotion of Professors.


The title of Professor of Eminence may be conferred on not more than 10% of the total strength of professors in a university.

Process of Promotion of teachers under CAS


The process of promotion of a teacher under CAS should be started at least three months before s/he becomes eligible for promotion.


For College teachers, greater emphasis should be laid on class room teaching, holding tutorials, conducting examinations and evaluating answer scripts and less on research work while considering their cases for promotion under CAS.

Various Kinds of Leave admissible to teachers


The duration of leave admissible to teachers under FIP for pursuing a Ph.D programme may be increased from present three years( two +one) to four years (three+ one)


Also restricting such leave up to the age of 45 years should be removed. A teacher may be able to get this leave any time in her/his career till five years before the superannuation.


A teacher in a university or a college should be entitled to study leave for a span of two years to pursue an approved research project.


A teacher would be entitled to study leave only once in her/his career.


Both university and college teachers should be entitled to Sabbatical leave which should be available to any teacher for a year after six years of teaching or for a semester after three years of teaching.


A teacher should be entitled for sabbatical for only two years or four semesters during her/his entire career.


There should be no bar on a teacher getting both sabbatical and study leave against approved research projects.


Maternity leave may be granted to a female teacher for 180 days and twice in one’s career.


Paternity leave of 15 days may be granted to teacher father.


Child care leave for 2 years (730 days) may be granted to a female teacher.


Admissibility of other kinds of leave remains unchanged.


Teaching Workload


A teacher must spend five hours everyday for five days in a week in the institution for teaching, holding tutorials, guiding research or carrying out co-curricular activities.


The practice of dual workload—one for directly appointed teachers and another for promoted teachers—in a particular category is abolished. All teachers in a category should carry out the same workload prescribed for their category.


UGC must make large scale inputs to improve the infrastructure and support services for teaching and research in institutions, particularly in post graduate colleges.

Evaluation of Teachers’ performance and academic accountability


Multi-source evaluation—self assessment, assessment by students who have been taught a course by the teacher and assessment by the academic head/s.


Multiple parameters like regularity in class room teaching, holding tutorials, availability to students for consultation, participating in faculty meetings, guiding and carrying out research, and participating in other academic activities like seminars, etc should be taken into consideration while assessing a teacher’s academic accountability.


The assessment should be made once a year and should be made available to the teacher concerned.


The assessment should be placed before the selection  committee at the time of the teacher’s promotion.


UGC should evolve parameters relevant to universities and colleges respectively for carrying out such evaluations uniformally throughout the country.


Librarians and Directors of Physical Education


Deputy Librarians and Deputy Directors of Physical Education should be considered for promotion to Librarian and Director of Physical Education respectively under CAS.


The senior most Librarian and Senior most Director of Physical Education should be redesignated as Chief Librarian and Chief Director of Physical Education respectively.


In colleges, College Librarian (Selection Grade) and College Director of Physical Education (Selection Grade) should be eligible for promotion to Senior College Librarian (Selection Grade) / Senior College DPE (Selection Grade) six years’ service in the grade.


Those Sports Officers and Physical Instructors who possess qualifications equivalent to Directors of Physical Education and who have been selected against regular posts according to the procedure laid down by the UGC should be given the UGC scales and should also be redesignated as College Director of Physical Education.


Principals of Colleges


The scale of pay of a Principal of an undergraduate college should be equivalent to that of a Associate Professor. His basic pay should be fixed after granting her/him two advance increments.


The scale of pay of a Principal of a postgraduate college should be equivalent to that of a Professor and the basic pay should be fixed after two advance increments.


The essential qualifications for the post of a principal for an undergraduate college should be Ph.D. plus ten years’ teaching /research experience.


The essential qualifications for the post of a principal for a postgraduate college should be Ph.D plus fifteen years’ teaching/research experience.


Appointment and Scale of Pay of Vice Chancellor


Appointment of a Vice Chancellor should be made through a search-cum selection committee.


The Committee should, among others, hold consultations with the senior faculty of the institution.


The term of appointment of a Vice-Chancellor should uniformally be for five years and no person should hold the term of Vice Chancellor for more than twice altogether—whether in the same institution or elsewhere.

The scale of pay of Vice Chancellor should be Rs. 80000/-


A Vice-Chancellor may be allowed lump sum terminal benefit on prorata basis of Rs. 1.00 lakh for every completed year of service as Vice-Chancellor.


Anomalies and Non-Implemented Parts of the last PRC


All teachers should be given the benefits of the last pay revision w.e.f. 1.1.1996.


Teachers should be paid arrears of salary w.e.f. 1.1.1996.


Teachers who were in the scale of Associate Professor/Assistant Professor(Selection grade) on 1.1.1996 and who completed five years between 1.1.1996 and 27.7.1998 should be placed at Rs 14940/- basic.


Dual emoluments of Associate Professors under CAS and MPS should be abolished and all teachers should be placed in the same scale of pay of Associate Professor.


All teachers who are promoted as Associate Professor under CAS should be given two advance increments at the time of promotion.


Teachers promoted under CAS should be given the news scales of pay with effect from the date of their eligibility and not from a later date.


All those teachers who were promoted earlier under MPS should be considered eligible for a subsequent promotion  under CAS.


A teacher who has applied for an open position should not be debarred from applying for a position under CAS.


Other Academic Categories   


System Analysts who possess qualifications equivalent to that of a Assistant Professor or MCA/ M.Tech.(Computer Science or Information Tech.) should be placed in the scale of pay of Assistant Professor and be considered for promotion under CAS as has been recommended by the Committee for Librarians and DPEs.

Entry Filed under: India,UGC

11 Writeup

  • 1. Professor A. Vaishampayan, UGC Career Awardee  |  October 8th, 2008 at 10:53 am

    I appreciate Prof. Chaddha Commission’s Report to redress the anomaly of previous pay commission, by recommending to grant promotion under MPS/CAS (along with arrears) from date of eligibility and not from 27.07.1998 in view of the implementation of the whole 5th pay package from 01.01.1996, as the earlier arbitrary decision (to give promotion from 27.07.1998) spoiled the professional career of all those university teachers who were already eligible for promotion on or before 01.01.1996, as per UGC criteria, and faced tough screening and selection process but still got the promotion with effect from not earlier than 27.07.1998 without any rhyme and reason. This may please be clarified to be equally applicable for teachers being promoted both as a Reader and Professor under CAS/MPS to be uniformly effective from the date of eligibility. After the due justice to the sufferers, as above, their redressed salary arriving at on 01.01.2006 may please be considered for fixation under the new UGC pay scale, recommended by Prof. Chaddha.
    Furtrher, Prof. Chaddha deserves hearty appreciation to recommend granting the designation of Senior Professor to the teachers in a university who have been consistently serving as a Professor for 10 years. It is, however, extremely important to please see that this well-deserved incentive is extended to all those who have been in position for 10 years as a Professor (or whenever they complete 10 years) without any pick and choose, if nothing is known against their character and conduct as a Professor. It would be nice if at least 4 advanced increments are permitted on completion of 10 years as a Professor while being re-designated as a Senior Professor (as has been recommended for Pro-V.C.s). This will be the minimum courtesy from the MHRD to honour this highest literate position under the Govt. of India who builds up and shapes the able human resources through this noble profession to carefully and graciously command different spheres of the whole nation.
    Further, I do agree with Professor Chaddha that teachers’ periodical appraisal and emphasis on the maintenance of discipline, morality and sense of integrity should be the part and parcel of the new pay package.

  • 2. arun shandilya  |  October 17th, 2008 at 3:12 am

    The UGC Pay Review Commission under the Chairmanship of Professor Chaddha submitted his report to the UGC on Oct 3rd 2008. The PRC considered a few suggestions of the university and college teachers of the country, but the recommendations lacks in various ways and could not succeed to fulfill the major demands of teachers for higher pay scales, better promotion scheme and suitable working conditions to attract and retain the talent in the teaching profession.

    Chaddha Commission accepts and recommended some good things for the betterment of the teaching profession and higher education system, which are as follows:
    • A uniform designation pattern for whole teaching community of higher education in India.
    • Benefit of increments for Ph.D. M.Phil. etc. at entry level and on acquiring such degree for in service teachers after implementation of this report.
    • Creation of post of Senior Professor, Professor of Eminence .

    The teaching community of the country was expecting much more not only because of their sufferings of past many decades but because of fast changing global scenario, recommendations and acceptance of the sixth pay commission and competence of designated members of the Chaddha Commission. Their many lacunae and unjust recommendations in PRC 2008, some of which are as under:

    • In different all India Services (IAS, IPS, IFS, etc), the officers get promotions at the interval of 4, 9, 13 and 16 years of service (and some more promotions above these scales). These promotions are given to them on basis of counting period from the date of entry in the service. These promotion levels considered (by past UGC PRCs) a little or more equivalent to Lecturer/Assistant Professor, Lecturer/Assistant Professor (Senior Scale), Lecturer/Assistant Professor (Selection Grade)/ Associate Professor, and Professor; but here:
    (i) The time period for the promotions is not counted from the date of entry in service and
    (ii) The time period for promotion is more, in comparison to various All India Services.

    o From Lecturer to Lecturer (Senior Scale) 4yrs with Ph.D.(5 yrs to M.Phil and 7 yrs to non Ph. D.);
    o From Lecturer(Senior Scale) to Lecturer (Selection Grade)/ Associate Professor, 5yrs with Ph.D.(6yrs to M.Phil and 8 yrs to non Ph. D.); and
    o From Associate Professor to Professor 8yrs with Ph.D

    (iii) Officers of All India Services are less educated (graduation is required education level), whereas in higher education PG plus NET or SET / MPhil/Ph,D. is minimum qualification. So, when the teachers in higher education are more educated, working most important job of nation building than why should they get less salary, discrimination in promotion and poor working conditions.

    • In the recommendations of the Sixth Pay Commission all the scales are categorized in only in four Pay Bands. Many of the pay scales has been merged and are placed at one place and given the same grade pay. But in the case of teachers of higher education reverse phenomenon is recommended. The teachers working as Lecturer/Assistant Professor (Selection Grade), Associate Professor, Vice Principal and Principal (UG College) were working in 12000-18300 scale, has been divided and placed in Pay band 3 and 4. The teachers working in all these scales should have been placed in Pay Band 4, and if any difference was to be created than it should have been only in the form of higher grade pay and additional increments.

    • Sixth Pay Commission recommendations ensure to give minimum three promotions to all the employees. The officers of All India Services usually get 5 to 6 promotions. But the Chaddha Commission explicitly downgraded university and college teachers by the recommendations which denied them promotion till professor’s grade,and he does not ensure to give even third promotion. The Chaddha Commission should have recommended to ensure the promotions of the teachers up to the level of professors. The teacher who performs better in teaching or in research must be given early promotion, but no teacher should be debarred to get promotion. The posts of Senior Professor, Professor of Eminence, Pro Vice Chancellor and Vice Chancellor should be the only selection posts.

    • The Chaddha Commission recommended to sanction the post of Professor in PG departments of colleges. In this regard it is to submit that

    (i) There must not be requirement of sanction of post for CAS candidates.
    (ii) The post may be sanctioned for only open posts and for fresh appointments.
    (iii) There shall be no restriction on number of posts; every eligible teacher must be given promotion on completion of required period.
    (iv) There shall be no discrimination between a UG or PG College, with regard to the post of professor because:
    o An individual teacher has no role in having UG or PG status of department. Every body in higher education know that UG or PG level of the department depends upon administration (including Govt.), Principal, need of the place and many other factors which are not under control of an individual teacher)
    o A senior teacher (i.e. Reader / Professor) required not only to teach PG but to UG also.

    • Similar to the post of Senior Professor thre should have been a post of Senior Principals scale for those principals who have already completed eight to 10 years of service.

    • The Chaddha Commission recommendations disappointed by leaving the issue of recruitment of Lecturer at entry level. It is quite satisfactory that a Lecturer would get handsome initial salary with other allowances. But, how the youngsters would get entry when in appointment process at colleges and university is not impartial and provides chances of favoritism to their own candidates and outsiders faces negativism at departmental or local or regional level. In many states PSCs recruit Lecturers for Government colleges, which comparatively better than recruitment many universities. So, for an impartial and better recruitment process, it is felt that there must be an All India recruitment process through UPSC. There must be a centralized recruitment process for all central and state universities and colleges (receiving grants from UGC or Central/state governments); according to the merit candidates could be given priority of their choices.

    • There were many anomalies after the implementation of UGC PRC 1996. Chaddha Commission has considered but still there are some grievances:
    (i) Recommendations of the PRC 1996 were implemented from 1.1.96. The CAS was the part and parcel of the recommendations but the carrier advancement scheme was implanted from an arbitrary and unreasoned date of 27.07.98. Due to this reason many senior faculty members who were already eligible for promotion on or before 01.01.1996, or became eligible between the period from dt. 1.196 to 27. 07.98, as per UGC criteria 2008, could not get the promotion earlier than 27.07.1998 without any logical reason. This way the highest qualified community was befooled by the patron of highest education i.e. University Grants Commission.
    (ii) Posts of Professor were recommended for colleges also but it was not done.
    (iii) The arrears of the teachers were not given in time and most of the amount was deposited in the PF and restrictions were laid down to ban the withdrawal for 5 yrs. Etc.

  • 3. Dr. T.SAVADAMUTHU  |  October 30th, 2008 at 10:13 pm

    The qualification for the post of Lecturer in the College of Education (to teach B.Ed. & M.Ed.) is as follows:
    (1) Master’s degree in any related school subject
    (2) M.Ed. / M.A. (Education) with B.Ed.
    The pass in two master’s degree is an essential qualification for the post of lecturer to be appointed in a college of education apart from NET/SLET/Ph.D in Education, Hence it is to suggest two addl increaments may be given.

  • 4. Suresh Andhare  |  November 22nd, 2009 at 10:56 am

    (Recognized by Government of Maharashtra vide G.R.-RGA-1003/C.N.4/2003/16-A Dt.3.3.03)
    (Affiliated to M.S.Federation of Gazetted Officers)

    Secretary Dr.H.A.Hudda President S.S.Andhare
    Address: Vidyut Nagar, V.M.V.Road, Amravati-444604
    Date: 21.11.2009

    Subject-Amendment of Clause XXII of paragraph 7 regarding Incentives for Ph.D/M.Phil.


    1) Government of Maharashtra Higher & Technical Education Department, Resolution No.NGC 2009/(243/09)-UNI-1, Mantralaya Annex, Mumbai–400032. Date: 12th August 2009.
    2) Government of India Department of Higher Education, Ministry of Human Resource Development, New Delhi. Letter No.1-32/2006-U.II/U.I (i) dated 31.12.2008.

    Respected Sir/Madam,

    G.R. and Letter at 1 and 2 above variously extended the benefit of advance increments for possessing Ph.D./M.Phil and other higher qualifications.
    Clause XXII of paragraph 7 regarding ‘incentives for Ph.D/M.Phil and other qualifications’ in above reads as under.

    “For posts at the entry level where no such advance increments were admissible for possessing Ph.D/ M.Phil. under the earlier scheme, the benefits of 5 advance increments for possessing Ph.D./ M.Phil. shall be available to only those appointments which have been made on or after the coming into force of this Scheme.”

    The above clause is unjust, insufficient and ambiguous in the light of following. Persons on any post other than Assistant Professor who acquired Ph.D./M.Phil degree either before entry in service, or during service, are appointed either by nomination or promotion with due permission of UGC, on the post of Assistant Professor and the benefit of protection of pay is extended to them as per rules of State. But consequent upon protection in pay, no benefit of 5/2 advance increments for Ph.D/M.Phil. is accorded to them on the assumption that they are not freshers and therefore their pay is not fixed on lowest (initial) pay in the pay scale meant for the post due to limited coverage (shortfall) of clauses I and II of para-7 of G.R./Letter cited in reference.
    Similarly they are not entitled for 3/1 advance increments as per clauses IV and VIII, as Ph.D/M.Phil.degrees are not acquired during their service career as Assistant Professor.
    Though the clause XXII a little bit covers the interests of said class of persons, but it leaves so many things unexplained therefore it appears to be unjust, insufficient and ambiguous. In order to cover the said class of persons undoubtedly under the umbrella of clause XXII it is requested to amend the clause XXII to give it the following shape and sense.

    “For persons holding any post in previous (past) service cadre where the provision of award of advance increment for possessing Ph.D/M.Phil.was not available either at entry level or in-service career, under any earlier scheme i.e. Pay Commission, the benefit of 5/2 advance increments for possessing Ph.D/M.Phil respectively, shall be available to only those appointments either by nomination or promotion which have been made on or after the coming into force of this scheme.”

    If the clause XXII is amended to this effect as mentioned above, it would benefit all the concerned persons including the members of this Association who have been promoted from junior college lecturer to Assistant Professor after 01.01.2006.Further it would be crystal clear leaving no room for doubt in future.

    Amravati Date-21.11.2009

    Yours faithfully

  • 5. N.B.Sarkar  |  December 13th, 2009 at 11:02 am

    I have joined in Viswa Bharati University(UGC) as an Lab assistant in the 6th pay commissin scale of Rs. 5200 to 20200 with Grade pay of Rs.2800 in August 2009, with 5 advance increment( subjected to the approval of Executive mentioned in my appointment letter) being inteviewed by Expart committe. I am Graduated in MA(fine fine art) First class also qualifed NET , having more tha 5years experiences in research a documentaion in fine art. I am waiting for the approval.
    I like to know whether i am eligible to get those increments.Your advice will cetainly benefit me.

  • 6. Ritika  |  March 15th, 2010 at 8:25 am


    In Punjab Govt Colleges, NET/UGC qualified lecturers given only Rs.7000/- per month only for six months as guest faculty lectuers. On the other hand they work all the year.

    We have read in various newspapers that NET/UGC qualified lectuers will be given Rs. 25,000/- month.

    Sir, Please take action to give justice those fully qualified lecturers working in Punjab Govt. Colleges.

    Thanking you,

    Yours sincerely,


  • 7. Nagaraja R  |  March 22nd, 2010 at 12:06 pm

    For contract teachers , arrears will be given or not
    your faithfully

    thanking you

  • 8. sukhwinder kaur  |  June 14th, 2010 at 11:20 am

    Sir,pl tell me if the punjab govt considers PGCTE from CIEFL,Hyderabad equivalent to one UGC Refresher course or not

  • 9. Dr.R.SRIDHAR RAO,Regional joint director,(retired)Govt of A.P  |  July 12th, 2010 at 6:00 pm

    Anamoly in 1996 ugc pay revision:-
    I joined govt degree colleges service ingovt of Andhra pradesh in the year 1968 as Asst lecturer.I was REDESIGNATED as READER in 1986 revision as I obtained Ph.d in 1981 and completed 18 years service by that time.I did not get any service weightage or Increments.By 1996 I completed 10 years service as READER.In 1996 ,UGC neglected senior readers working in Degree colleges and recommended Professor scale for University Readers who have completed 8 years service.Professor posts were restricted to Universities and Autonomous colleges only. As there are no Professor posts in degree colleges Govt of Andhra pradesh also neglected my 10 years service in the cadre of Reader. I was fixed at Rs.14940/-with out any weightages on par with juniors in service.As recommended by ugc,I was not sanctioned 2 Advance Increments for Ph.D obtained in 1981. After serving for 32 years I was promoted as Principal,but kept in the old selection grde lecturer scale.As per ugc recommendations ,I am fully qualified and eligible for Professor grade scale. But it was denied. due to which I reached STAGNATION in 2002.Again I was promoted to the post of REGIONAL JOINT DIRECTOR OF COLLEGES in 2004,in the stagnated pay.As A.P govt did not extend the retirement age to 62 years ,I retired in the age of 58 in October 2004.
    I suffered a loss of nearly 10 increments for serving degree colleges for 36 years.THIS IS DUE TO THE ANOMALY IN 1996 ugc pay revision as Ugc forgot about Senior Readers like me in Degree colleges. For the last 10 years I have been appealing to UGC and Govt of A.P to fix my scale in Professor scale from 1/1/96 or give me Runnig scale with consequencial benifits and pay the arrears with interest. But neither ugc nor A.P. govt responded due to which I suffered great loss in pay and pensionary benifits. I pray UGC to do justice.
    There is no discrimination in 1986 and 2006 pay revision.Then why disrimination in 1996 pay revision in between University Readers and Degree college Readers who are eligible for Professor scale .
    I request elite to respond and help.

  • 10. shruthi .T  |  April 20th, 2011 at 4:44 pm

    sir plz tell me if the govt of karnataka considers PGCTE from CIEFL Hyderabad equivelant to one UGC refresher course

  • 11. Lt Col B K Sodhi ( Retd. )  |  February 21st, 2013 at 2:30 am

    Please make me wiser, with the present latest UGC grade, of a Pro Vice Chancellor – Technical University, and his Role and Duties, with respect to the Vice Chancellor?
    An early response will be highly, appreciated.

    With Best Wishes & Regards,

    Lt Col B K Sodhi ( Retd. )
    Mobile : 09316103062


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