In its memorandum submitted to the Commission recently, the NC-JCM has argued that the current MACP framework has failed to provide meaningful career advancement because financial upgrades are linked to the Grade Pay hierarchy rather than the promotional hierarchy.

It noted that the earlier Assured Career Progression (ACP) scheme was more beneficial as it was aligned with promotional avenues.

Highlighting the plight of several Group C cadres, the memorandum said,  “Employees such as Multi-Tasking Staff (MTS), firefighters, drivers, clerical staff, storekeepers, stenographers, EDP personnel, telephone operators, artisans, drawing office staff, tradesman mates, cooks, industrial canteen workers and Auxiliary Nurse Midwives (ANMs) often receive fewer than three promotions during their entire service careers. As a result, most are forced to depend on MACP benefits, which they contend do not adequately address career stagnation.”

Structured Promotion System 

To address the issue, the NC-JCM has proposed a structured time-scale promotion system for all Group B and Group C employees, similar to the time-bound promotion mechanisms available to Group A officers.

It has also argued that promotional opportunities in many cadres are severely restricted due to limited higher-level posts and stagnant cadre structures, resulting in employees recruited in the same batch remaining in the same position for years.

The employees’ organisation has recommended that every Central government employee should be assured a minimum of five promotions during a 30-year service career. To achieve this, it has sought the introduction of five financial upgradations in the promotional hierarchy under a revamped ACP or Non-Functional Upgradation framework.

The proposed schedule includes the first financial upgradation after six years of service, followed by subsequent upgradations after 12, 18, 24 and 30 years from the date of appointment. According to the memorandum, employees who do not receive regular promotions within these timelines should automatically be granted ACP benefits in the promotional hierarchy.

Eliminating Cadre-Based Disparities 

The NC-JCM said the proposed system would significantly improve employee motivation, retention and efficiency while providing meaningful relief from career stagnation. It also argued that the reforms would help eliminate cadre-based disparities in promotion opportunities across departments.

Additionally, the staff side has sought enhanced financial benefits during promotion or financial upgradation. It proposed the grant of two additional increments during pay fixation, subject to a minimum monetary benefit of Rs 10,000.

The memorandum has also requested to revive the recommendation of the 6th Central Pay Commission to allow all eligible employees, irrespective of grade or post, to compete for higher positions through Fast Track Promotions conducted via Limited Departmental Competitive Examinations (LDCEs).

Further, the NC-JCM has called for a review of the existing residency periods and qualifying service requirements prescribed by the Department of Personnel and Training (DoPT), arguing that the current timelines are excessively long and inconsistent with the proposed time-scale promotion framework.

The staff side maintained that the reforms would create a more equitable and transparent career progression system across Central government services while addressing long-standing concerns over stagnation and limited promotional opportunities.