Introducing the MACP Scheme: Eligibility and Pay Fixation: The MACP Scheme, or Modified Assured Career Progression Scheme, has made changes to the pay matrix which has been well-received by Central Government employees. The scheme allows employees to move to the immediate next level in the hierarchy, regardless of whether the post is isolated or not. However, Organized Group “A” Services are not eligible for this scheme.
To be eligible for the MACP Scheme, Central Government employees must have served continuously for ten years or more without a promotion. As for pay fixation, on the date of grant of MACP, the Basic Pay will be fixed in the next level, either on the same figure (if it exists) or the next higher figure. Increased TA (if applicable) will also take effect from the grant date. Then, on 1st July (date of the annual increment), one annual increment will be given in the previous level.
The Modified Assured Career Progression Scheme (MACP) is a career progression scheme for government employees in India. It was introduced in 2008 and is applicable to all Central Government employees, except for those in the Armed Forces. The scheme aims to provide financial benefits and career progression opportunities to employees who have been stagnating in their current positions.
How does the MACP Scheme work?
Under the MACP Scheme, an employee is entitled to three financial upgradations in their career. These upgradations are granted after completing 10, 20, and 30 years of continuous service. The financial upgradation is granted in the form of higher pay scales and is subject to certain conditions.
To be eligible for the MACP Scheme, an employee must have completed 10 years of continuous service in the same grade pay. The employee will then be placed in the next higher grade pay and will receive a financial upgradation. If an employee has already received a regular promotion, they will not be eligible for the MACP Scheme.
| Topic | MACP Scheme Rules |
| Aims | Financial Benefits & Career Progression |
| Beneficiaries | Central Govt Employees |
| Promotion | 10, 20 & 30 Years |
| Benefit | Financial Upgradation |
Benefits of the MACP Scheme
The MACP Scheme provides several benefits to government employees. It ensures that employees who have been stagnating in their current positions are given opportunities for career progression. This helps to boost employee morale and motivation, which in turn leads to increased productivity.
The scheme also ensures that employees are financially rewarded for their years of service. This helps to attract and retain talented employees within the government sector. Additionally, the scheme provides a sense of security to employees, as they know that they will be financially rewarded for their years of service.
Option for fixation of pay on promotion from the date of next increment PDF
MACP Latest Order 2022
The MACP Latest Order 2022 has brought in new changes for Central Government Employees under the ACP and MACP Schemes. Introduced by the 5th Central Pay Commission, ACP was a promotional scheme that has now been modified into the MACP scheme, recommended by the 6th CPC. If you have not been granted any promotions between 12 and 24 years of service, you may have been eligible for the ACP Scheme. However, the MACP Scheme is now applicable for employees who have not been granted any promotions or upgradation in 10, 20, and 30 years of service. Stay up-to-date with the MACP Latest Order 2022 for further updates.
Latest Clarification on MACP Scheme
The Modified Assured Career Progression (MACP) scheme has undergone recent modifications to address the widespread dissatisfaction of employees with the earlier system. The latest formulation has been designed to ensure that employees feel valued and fairly paid in comparison to similarly situated individuals in other organizations.
It is our priority to address the aspirational needs of employees while also recognizing that individuals who have outlived their utility should not continue in the system. We discourage the continuance of such persons and ensure that their pay is fixed upon promotion after 1.1.17.
With the latest clarification on the MACP scheme, employees can feel confident that their remuneration package is equitable and satisfactory, while the system discourages unnecessary retention of individuals who have outlived their usefulness.
Latest and Important Supreme Court Judgement on MACP PDF
The Latest and Important Supreme Court Judgement on MACP PDF has brought about significant changes in the pay structure of employees. The demand for increasing the frequency and financial benefit of MACP was rationalized by the abolition of pay band and grade pay and introduction of a matrix-based open pay structure. The new Pay matrix ensures that employees move to the immediate next level in the hierarchy, with pay fixation following the same principle as regular promotion. MACP will continue to be administered at 10, 20, and 30 years, and it applies to all employees up to the HAG level. However, the benchmark for performance appraisal has been enhanced from ‘Good’ to ‘Very Good’ to improve performance levels. The Latest Supreme Court Judgement on MACP Scheme has also recommended more stringent criteria such as clearing departmental examinations or mandatory training before the grant of MACP, as per the latest orders on MACP by Dopt.
MACP Rules Regulations PDF for Central Government employees
In the current scenario, the MACP scheme has been regarded as inadequate by many Central Government employees. It has been observed that the financial benefits from this scheme are often meagre, especially when the difference in grade pay is as low as Rs. 100. This is even more concerning as progression through the MACP scheme is only possible after ten years of the previous promotion/MACP upgrade.
In comparison to the ACP scheme, which was introduced post-V CPC, the MACP introduced post-VI CPC has been viewed as less beneficial. Under the earlier ACP scheme, employees received a upgrade after the passage of 12 and 24 years of service, and the upgrade was in the promotional hierarchy. This resulted in substantial monetary benefits to the employees.
Numerous requests have been made to rationalize the progression of grade pay, increase the frequency of administering MACP, and follow the promotional hierarchy instead of the grade pay hierarchy. To ensure complete clarity on the benchmark for MACP Financial Upgradation, it is essential to understand the 3rd MACP when two promotions are earned.
MACP Calculator, Case Status
Are you aware of the MACP calculator and case status?
There is a common belief that employees automatically receive annual increments and promotions. However, the grant of MACP is contingent upon meeting performance thresholds. The 7th CPC recommends that employees who fail to meet performance criteria should not receive future increments.
To discourage complacency and inefficiency, the Commission proposes the withholding of annual increments for those who do not meet MACP or promotion benchmarks within their first 20 years of service. This serves as an “efficiency bar” rather than a penalty, and disciplinary norms for penal action do not apply.
For such employees, there may be an option to depart on terms similar to those for voluntary retirement. The withholding of increments serves as an incentive for better performance and ensures that only deserving individuals receive promotions. Keep track of your MACP calculator and case status to ensure you meet the necessary benchmarks and earn the increments you deserve.
MACP Pay Fixation Rules and Illustration
Suppose Ms. ABC is currently drawing a Basic Pay of Rs. 28,700 in Level 4, having already been fixed in the Pay Matrix. In the event that she is upgraded to Level 5, either through a regular promotion or through MACP, her salary will be subject to the MACP pay fixation rules and illustration. These rules outline the manner in which her pay will be fixed and illustrate the process. Ensure a smooth transition by adhering to the MACP pay fixation rules and illustration when upgrading employees.
The MACP Pay Fixation Rules and Illustration can be explained based on the following steps:
1. The employee will receive an increment in their current Level 4, boosting their salary to Rs.29600.
2. Next, the employee will be placed in Level 5 at a level equal to or higher than Rs.29600. In this case, the employee’s salary will be fixed at Rs.30,100.
3. The MACP Pay Fixation Rules and Illustration apply to PB-1 (5200-20200) with GP-1800, 1900, 2000, 2400, and 2800, with EP-7000, 7730, 8460, 9910, and 11360, respectively.
4. The five different levels in this pay band are Level-1, Level-2, Level-3, Level-4, and Level-5.
5. The corresponding index values for these levels are 2.57, 2.57, 2.57, 2.57, and 2.57.
6. The minimum and maximum salaries for each level are as follows:
- Level 1: Rs.18000 to Rs.19900
- Level 2: Rs.18500 to Rs.20500
- Level 3: Rs.19100 to Rs.21100
- Level 4: Rs.19700 to Rs.21700
- Level 5: Rs.20300 to Rs.32900
7. In summary, the MACP Pay Fixation Rules and Illustration explain the steps required to determine an employee’s salary based on their pay band, grade pay, and level.
Pay Fixation on Promotion after MACP in Higher Grade Pay
The Modified Assured Career Progression Scheme (MACP Scheme) is a significant career progression initiative introduced by the Department of Personnel and Training (DOPT) on 19.5.2009. According to the DOPT notification, all Central Government Departments are required to constitute a Screening Committee to evaluate the case for granting financial upgradations under the MACP Scheme.
The Screening Committee comprises a Chairperson and two members. The Committee members must hold positions that are at least one level above the grade under consideration and must not be below the rank of an Under Secretary equivalent in the Government. The Chairperson should ideally be a grade above the Committee members.
The Screening Committee must follow a time schedule and meet twice in a financial year. To ensure proper and timely processing of cases, the Committee should meet in the first week of January and July of a year, respectively. Cases maturing during the first half (April/September) of a particular financial year shall be considered by the Screening Committee meeting in the first week of January. On the other hand, cases maturing during the second half (October-March) of the same financial year shall be processed by the Screening Committee meeting in the first week of July.
The first Screening Committee under the MACP Scheme must be constituted by the Cadre Controlling Authorities within a month from the date of issue of these instructions. The first Committee shall consider cases maturing up to 30th June 2009 for the grant of benefits under the MACPS.
The MACP Scheme provides financial benefits and placement on a personal basis in the immediate higher Grade pay. However, it does not imply the actual functional promotion of the employees concerned. Therefore, the MACPS benefits extend uniformly to all eligible SC/ST employees, and no roster or reservation orders shall apply to it.
While considering cases for regular promotions, the rules of reservation shall apply to ensure fairness. However, it is not mandatory to associate members of SC/ST in the Screening Committee meant to consider cases for financial up-gradation under the MACP Scheme.
The Screening Committee shall consider the cases of individuals holding higher positions purely on an ad hoc basis, along with others. They may be allowed the benefit of financial up-gradation on reversion to the lower post, or if biennial vis-à-vis the pay drawn on an ad hoc basis.
MACP Pay Fixation Example 7th CPC
The Importance of MACP Pay Fixation Example 7th CPC in Promoting Career Progression
- To ensure the efficient functioning of an institution, it’s crucial to have a happy and motivated workforce. While emoluments, perks, and privileges are essential, systematic career progression is equally important. The current career progression system for All India Services and organized Group A Civil Services attracts a large pool of talented, educated, and young aspirants to compete in the All India Civil Service Examination. However, the subordinate services’ career progression scheme has undergone significant changes in the last two decades, with stagnation becoming a prevalent issue.
- It takes many years for an employee to be promoted to the next higher grade in the hierarchy, and the lack of promotional avenues in the subordinate services has led to demotivation. The 5th CPC recognized this issue and recommended a time-bound two-career progression scheme. However, the three-time bound scheme of Modified Assured Career Progression (MACP), instead of improving the situation, has been found to be less beneficial.
- The high level of stagnation has resulted in discontent among employees, especially since most Departments have not carried out cadre reviews, which were considered essential. Any attempts in this regard were restricted to Group A services. As such, the VII CPC should recommend that cadre reviews be undertaken wherever they have not been conducted to ensure five hierarchical promotions for all employees in their career on the pattern obtained for Group A Officers. MACP pay fixation example 7th CPC is necessary to promote career progression, and it’s crucial to address the issue of stagnation to ensure a contented workforce.
Who are eligible for MACP
NFIR has written to Railway Board on 20.3.2021 seeking early settlement on granting financial upgradation under MACPS to Station Master category in Railway. As per the latest guidelines, Grade Pay of Rs. 4200 and Level 6 of 7th CPC Pay Matrix are considered as the entry Grade pay for MACP to Station Master GP 4200 Pay Level 6. But,
who are eligible for MACP?
- If you are a Central Government employee in continuous service for ten years without a promotion, you are eligible for the MACP Scheme. ACP, on the other hand, is a promotional scheme recommended by the 5th pay commission for employees who have not availed of any promotion in 12 and 24 years of service.
- MACP and ACP are similar but differ in terms of service tenure. While ACP considers 12 and 24 years of service, MACP requires 10, 20, and 30 years of continuous service without promotion. If you meet the first requirement of 10 years of continuous service without promotion, you can apply for MACP.
- If you are eligible for MACP, your pay fixation on promotion is based on revising all salary elements according to the higher grade. A Screening Committee assesses entries and gradings in ACRs/APARs with reference to the prescribed benchmark for MACP purpose. Stay updated with the latest news on 7th Pay Commission for Central Govt Employees to know more about your eligibility for MACP.
Conclusion
In conclusion, the MACP Scheme is an important career progression scheme for government employees in India. It provides financial benefits and career progression opportunities to employees who have been stagnating in their current positions. The scheme ensures that employees are rewarded for their years of service and helps to boost employee morale and motivation. Overall, the MACP Scheme is an important tool for attracting and retaining talented employees within the government sector.