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 MACP FOR CENTRAL GOVT EMPLOYEES

1. Overview of MACPS

The Modified Assured Career Progression Scheme (MACPS) is a financial upgradation scheme implemented for Central Government employees to mitigate career stagnation due to the lack of regular promotions. Introduced in 2008 and updated in line with the recommendations of the Seventh Central Pay Commission (CPC), the scheme is applicable from July 25, 2016.

 

Objective: To provide employees financial upgradations after certain periods of service when promotions are unavailable.

Ensures employee satisfaction and fair compensation despite limited promotional avenues.

Key Features:

Ø Three financial upgradations granted at 10, 20, and 30 years of service.

Ø Benefits are personal and not related to seniority or post status.

Ø Applicable to Group "A" (excluding Organized Group A services), Group "B," and Group "C" employees.

2. Financial Upgradations

Timeline for Upgradations:

Ø First upgradation: After 10 years of service in a single Pay Level or from the direct entry grade.

Ø Second upgradation: After completing 20 years of service.

Ø Third upgradation: After 30 years of service.

 

Criteria:

Ø If an employee is promoted during any of these intervals, the upgradation timeline adjusts accordingly.

Ø Financial upgradations only provide higher pay in the Pay Matrix and do not result in functional promotions or changes in designations.

 

Illustration:

Ø A Group C employee starts at Level 2:

Ø After 10 years (if no promotion), they move to Level 3 (first upgradation).

Ø After 20 years (if no promotion), they move to Level 4 (second upgradation).

Ø After 30 years (if no promotion), they move to Level 5 (third upgradation).

 

3. Applicability and Exclusions

Eligible Employees:

Ø Group "A," "B," and "C" employees of the Central Government.

Ø Includes regular staff appointed through direct recruitment, absorption, or re-employment.

 

Exclusions:

Ø Casual or ad hoc employees: Temporary workers and those on contractual appointments do not qualify.

Ø Organized Group A Services: MACPS does not apply to this cadre, as they follow their own promotional rules.

Ø Pre-appointment Training: The time spent in training before regular appointment is not considered part of qualifying service.

 

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4. Pay Fixation Rules Under MACPS

Pay Benefits:

Ø Pay is fixed in the next higher Pay Level in the Pay Matrix as per CCS (Revised Pay) Rules, 2016.

Ø The employee's pay is determined at a cell in the new level that is equal to or higher than the current pay.

 

Promotion vs. MACPS:

Ø Regular promotions allow additional pay fixation only when the new post is in a higher Pay Level than the MACPS upgradation.

Ø No further pay fixation is done if both MACPS and promotion occur within the same Pay Level.

 

Example: A postal inspector in Level 7 promoted to Level 8 receives pay fixation based on the next higher cell. If a higher post (Level 9) is later granted, pay fixation occurs again.

 

5. Conditions for Eligibility

Regular Service:

Ø Service counts from the date of regular appointment, excluding ad hoc or temporary periods.

Ø Continuous service in comparable Pay Levels across departments is included if there’s no break.

 

Performance Benchmark:

Ø "Very Good" is required for all MACPS upgradations after July 25, 2016.

Ø For periods before this date, earlier benchmarks apply (e.g., "Good").

 

Impact of Departmental Actions:

Ø Disciplinary actions or penalties may delay financial upgradations under MACPS.

Ø Deferrals affect subsequent upgradations proportionately.

 

6. Special Scenarios Under MACPS

Deputation:

Ø Employees on deputation are not required to return to their parent department to avail MACPS benefits.

Ø They may opt for pay fixation based on the MACPS upgradation or the deputation post, whichever is more beneficial.

 

Transfers:

Ø Regular service in the previous department is counted towards MACPS eligibility after a transfer.

Ø Past promotions in the old department are ignored if transferred to a lower post.

 

Surplus Employees:

Ø Employees declared surplus and redeployed in equivalent or lower posts retain eligibility for MACPS.

Ø Previous regular service is counted.

 

7. Refusal of Promotions

Impact of Refusal:

Ø Employees who refuse regular promotions before receiving MACPS upgradation lose their eligibility for further financial benefits until they agree to consider promotions.

Ø If an employee refuses a promotion after receiving MACPS benefits, future financial upgradations are delayed proportionately.

 

8. Reservation Rules

Financial Upgradations:

Ø Reservations do not apply to MACPS upgradations as they are personal benefits.

Ø However, reservations are maintained during regular functional promotions.

 

Seniority and Stepping Up of Pay: Senior employees drawing lower pay than their juniors due to MACPS implementation can have their pay stepped up to match their juniors' level, provided specific conditions are met.

 

9. Benefits and Exclusions

 

Terminal Benefits: Pay drawn under MACPS is used for calculating terminal benefits, including pensions and gratuity.

 

Exclusions:

Ø Employees cannot demand additional financial benefits based on MACPS upgradation alone.

Ø No change in designation or cadre hierarchy occurs under MACPS.

 

10. Department-Specific Provisions

 

Department of Posts:

Ø MACPS replaces earlier schemes like TBOP (Time Bound One Promotion) and BCR (Biennial Cadre Review) from September 1, 2008.

Ø Drivers in the Department of Posts are excluded from MACPS.

 

Junior Engineers in CPWD: Implementation of MACPS for Junior Engineers and Assistant Engineers resumed after a temporary suspension.

 

11. Frequently Asked Questions (FAQs)

 

Q.1 What is the benchmark for MACPS eligibility?

Ans. "Very Good" is the performance benchmark for all levels after July 25, 2016.

Q.2  MACPS change an employee's designation?

Ans. No, the scheme provides only financial benefits without affecting designations.

Q.3 Can pre-appointment training be counted for MACPS?

Ans. No, it is excluded from the calculation of regular service.

Q.4 Is MACPS applicable to Autonomous Body employees?

Ans. It can be extended, subject to conditions prescribed by the DoP&T.

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Conclusion

The MACPS serves as a critical framework to ensure fair financial progression for Central Government employees facing career stagnation. By focusing on structured timelines and personal benefits, the scheme addresses the challenges of limited promotional opportunities while maintaining operational efficiency. The provisions balance the aspirations of employees with organizational objectives, aligning with the recommendations of the Seventh CPC.

MULTIPLE CHOICE QUESTIONS

1.    What does MACPS stand for?
a) Modified Assured Career Progression Scheme
b) Modern Assistance and Career Plan Scheme
c) Maximum Assured Career Progression Strategy
d) Modified Allocation and Career Planning Scheme
Answer: a)

2.    How many financial upgradations are provided under the MACPS?
a) One
b) Two
c) Three
d) Four
Answer: c)

3.    At what intervals are financial upgradations granted under the MACPS?
a) 5, 10, and 20 years
b) 10, 15, and 20 years
c) 10, 20, and 30 years
d) 15, 25, and 35 years
Answer: c)

4.    Which of the following employees are eligible for MACPS?
a) Casual employees
b) Contract-based employees
c) Regular Group "A," "B," and "C" employees (except organized Group "A")
d) Adhoc employees
Answer: c)

5.    What is the effective date of the MACP Scheme?
a) 01.01.2006
b) 01.09.2008
c) 01.01.2016
d) 01.01.2010
Answer: b)

6.    What is the minimum APAR benchmark required for financial upgradation under MACPS from 2016?
a) Good
b) Very Good
c) Excellent
d) Outstanding
Answer: b)

7.    What happens to the designation after receiving financial upgradation under MACPS?
a) It remains the same
b) It changes according to the pay level
c) It is upgraded to the next rank
d) It is demoted temporarily
Answer: a)

8.    What is the maximum pay level for financial upgradations under MACPS?
a) Level 12
b) Level 15
c) Level 10
d) Level 18
Answer: b)

9.    Who is responsible for resolving doubts regarding the scope and meaning of MACPS provisions?
a) Comptroller and Auditor General of India
b) Department of Personnel and Training (DoPT)
c) Ministry of Finance
d) Central Administrative Tribunal
Answer: b)

10. How often should the Screening Committee meet to review MACP cases?
a) Once a year
b) Twice a year
c) Every quarter
d) As required
Answer: b)

11. Does MACPS apply to employees under contractual appointments?
a) Yes
b) No
c) Only if the contract exceeds 5 years
d) Only for temporary status employees
Answer: b)

12. What is the benchmark APAR grading for employees in Level 12 and above under MACPS?
a) Good
b) Very Good
c) Outstanding
d) Excellent
Answer: b)

13. Under MACPS, what is the effect of refusing a regular promotion?
a) No effect on MACPS benefits
b) MACPS upgradations are deferred
c) The financial upgradation is withdrawn
d) The employee becomes ineligible for MACPS
Answer: b)

14. Which pay rules does the MACPS follow for financial upgradations?
a) CCS (Revised Pay) Rules, 2006
b) CCS (Revised Pay) Rules, 2016
c) CCS (Promotion Pay) Rules, 1999
d) CCS (Pay and Allowances) Rules, 2021
Answer: b)

15. Which of the following periods is considered as "regular service" under MACPS?
a) Casual service
b) Deputation service
c) Service on probation
d) Service as a trainee
Answer: b)

16. Can an employee on deputation benefit from MACPS?
a) Yes, without any changes
b) Yes, with options for pay fixation
c) No, only after returning from deputation
d) No, unless approved by the parent department
Answer: b)

17. If an employee is declared surplus and transferred to another department, what happens to their MACPS eligibility?
a) Previous service is ignored
b) Service is reset to zero
c) Previous service is counted
d) Only partial service is counted
Answer: c)

18. Which of the following benefits is linked to financial upgradation under MACPS?
a) Change in designation
b) Higher status
c) Pay fixation benefits
d) Reservation in promotion
Answer: c)

19. What is the key purpose of MACPS?
a) Provide functional promotions to employees
b) Ensure financial relief for employees lacking promotion opportunities
c) Grant new designations with financial benefits
d) Implement a uniform reservation policy for promotions
Answer: b)

20. Which of the following is true regarding financial upgradation under MACPS?
a) It guarantees a functional promotion with new responsibilities.
b) It ensures movement to the next pay level in the Pay Matrix.
c) It is applicable to all Group "A" officers without exception.
d) It allows stepping up of pay for senior employees in all cases of anomaly.
Answer: b)

21. Under MACPS, if an employee refuses a regular promotion, what happens?
a) The employee forfeits all future MACPS benefits.
b) The financial upgradation is deferred until promotion is accepted.
c) The MACPS remains unaffected, provided the refusal is justified.
d) The employee receives financial benefits but no promotion.
Answer: b)

22. Which condition does NOT qualify for regular service under MACPS?
a) Deputation or foreign service
b) Service rendered on an adhoc basis
c) Period spent on study leave sanctioned by a competent authority
d) Approved leave of absence
Answer: b)

23. What is the prescribed benchmark APAR grading for MACPS upgradations for Level 11 and below from the year 2016-17?
a) Good
b) Very Good
c) Outstanding
d) Satisfactory
Answer: b)

24. Under MACPS, what happens when an employee is transferred on their own request to a lower post?
a) Previous service is fully counted.
b) Previous promotions are ignored for MACPS.
c) MACPS benefits are granted immediately upon transfer.
d) The employee must restart qualifying service from zero.
Answer: b)

25. What does the term "stepping up of pay" under MACPS imply?
a) Equalizing pay between senior and junior employees when specific conditions are met.
b) Automatically raising the pay of all senior employees above their juniors.
c) Providing additional increments to senior employees at all levels.
d) Granting a one-time financial benefit without impacting seniority.
Answer: a)

26. Which of the following scenarios will disqualify an employee from MACPS eligibility?
a) Regular service in the same grade for 10 years.
b) Refusal to accept a regular promotion before financial upgradation.
c) Completion of probation after a transfer.
d) Deputation to a post in the same pay level.
Answer: b)

27. Financial upgradation under MACPS is purely personal to the employee. What does this imply?
a) It does not impact the employee’s seniority in the cadre.
b) It does not count towards determining retirement benefits.
c) It applies uniformly to all employees regardless of service conditions.
d) It allows skipping of promotions due to personal reasons.
Answer: a)

28. If an employee receives their first financial upgradation under MACPS after 10 years and then earns a regular promotion 5 years later, when is the second financial upgradation due?
a) After 5 more years of service
b) After 10 more years of service
c) After 15 years from the date of regular promotion
d) The second upgradation is forfeited
Answer: b)

29. Under the MACPS, how are financial upgradations regulated for an employee already in a higher pay level due to the 7th CPC recommendations?
a) They remain in the same level but receive additional allowances.
b) They are granted the next higher level strictly based on the Pay Matrix hierarchy.
c) They are allowed a merger of pay scales without additional financial benefits.
d) The upgradation depends on the date of notification of the Recruitment Rules.
Answer: b)

31. In what cases is no stepping up of pay allowed under MACPS?
a) When the junior’s pay is higher due to MACPS upgradation.
b) When the senior’s pay is less due to refusal of a promotion.
c) When the junior’s higher pay results from advance increments.
d) Both b and c.
Answer: d)

32. What is the primary difference between MACPS and regular promotion?
a) MACPS involves a change in designation; promotion does not.
b) MACPS is based on seniority, while promotion is based on merit.
c) MACPS grants financial benefits, while promotion changes job roles.
d) MACPS applies to all employees without exceptions; promotion does not.
Answer: c)

33. Under MACPS, how is pay fixation handled at the time of financial upgradation?
a) Pay is fixed as per Rule 13 of CCS (RP) Rules, 2016.
b) Pay is directly linked to the employee's APAR grades.
c) Pay is fixed only after departmental screening.
d) Pay fixation is optional for employees in Levels 10 and below.
Answer: a)

34. What is the consequence of not meeting the "Very Good" benchmark for APAR grading under MACPS?
a) The financial upgradation is withheld.
b) The employee is demoted to the previous pay level.
c) The employee must wait until the next cycle for reconsideration.
d) Both a and c.
Answer: d)

35. What is the key responsibility of the Screening Committee in MACPS?
a) Approve financial upgradations directly.
b) Assess eligibility and recommend cases for approval.
c) Fix pay levels and issue orders for MACPS.
d) Resolve disputes related to MACPS implementation.
Answer: b)

36. Which of the following employees is NOT eligible for MACPS benefits?
a) Work-charged employees with comparable service conditions
b) Employees on deputation in a higher pay level
c) Casual employees with temporary status
d) Employees in autonomous bodies under the control of a ministry
Answer: c)

37. If a senior employee's pay is less than a junior’s due to MACPS upgradation, under what condition can the pay be stepped up?
a) Both belong to the same cadre and pay level.
b) The anomaly is due to Fundamental Rule 22 or similar rules.
c) The junior has received advance increments.
d) Both a and b.
Answer: d)

38. What is the purpose of granting financial upgradation under MACPS?
a) To address stagnation due to lack of promotion opportunities.
b) To align the pay scales of all employees.
c) To replace functional promotions entirely.
d) To implement a performance-based incentive structure.
Answer: a)

39. How is regular service calculated for MACPS eligibility after a transfer?
a) Regular service in the previous department is ignored.
b) It includes regular service in both old and new organizations.
c) Service starts from the date of joining the new department.
d) Only the new department's probationary period is counted.
Answer: b)

40. What is the key factor for granting a third financial upgradation under MACPS?
a) Non-functional promotion in the same level.
b) Completion of 30 years of service without three promotions.
c) Merger of pay scales due to CPC recommendations.
d) Fulfillment of APAR benchmarks for at least 5 years.
Answer: b)

41. If an employee is granted a financial upgradation under MACPS and subsequently promoted to a post in the same pay level, what happens to their pay fixation?
a) Pay is refixed at the next higher level.
b) No further pay fixation is allowed.
c) Pay is revised only if the new post is higher.
d) Pay remains unchanged until the next MACP.
Answer: b)

42. How are promotions granted under the MACPS different from regular promotions?
a) MACPS provides functional promotions with added responsibilities.
b) Regular promotions occur earlier than financial upgradations under MACPS.
c) MACPS provides non-functional financial benefits without role changes.
d) Regular promotions require no APAR benchmarks.
Answer: c)

43. Under MACPS, when an employee is promoted to a higher post, but no cell is available at their current pay level, what happens?
a) They remain in the current pay cell.
b) They are placed in the next higher cell in the promoted level.
c) Their promotion is delayed until a suitable cell is available.
d) Pay is adjusted based on prior service length.
Answer: b)

44. Which employees are excluded from the MACPS benefits?
a) Regular Group "C" employees
b) Organized Group "A" service officers
c) Deputationists in foreign service
d) Employees on probation
Answer: b)

45. What happens if an employee refuses a regular promotion after receiving a financial upgradation under MACPS?
a) The financial upgradation is withdrawn.
b) The employee becomes ineligible for further upgradations until accepting promotion.
c) The financial upgradation is unaffected, but further MACPS is deferred.
d) Both b and c.
Answer: d)

46. Which of the following services is NOT counted toward regular service under MACPS?
a) Deputation service
b) Absorption without break in service
c) Service on a contractual basis
d) Approved leave of absence
Answer: c)

47. In the case of surplus employees, how is service continuity managed under MACPS?
a) Regular service is reset upon transfer.
b) Service in the previous organization is fully counted.
c) Only probationary service in the new organization is considered.
d) The employee must restart from the entry-level grade.
Answer: b)

48. What is the implication of merging pay scales for MACPS eligibility?
a) Financial upgradations are automatically adjusted based on the new hierarchy.
b) Promotions granted in merged pay scales are ignored for MACPS purposes.
c) Employees must wait for revised Recruitment Rules before becoming eligible.
d) Both b and c.
Answer: d)

49. What is the primary requirement for financial upgradation under MACPS if the employee is under disciplinary proceedings?
a) Immediate approval from the Screening Committee.
b) Delay of financial upgradation until proceedings conclude.
c) Provisional financial benefits subject to future adjustments.
d) Automatic eligibility after 10 years.
Answer: b)

50. Which of the following is NOT a valid criterion for stepping up senior employees' pay under MACPS?
a) Both junior and senior employees must belong to the same cadre.
b) The junior employee's pay must result from advance increments.
c) The anomaly must arise due to pay fixation rules.
d) Senior employees must be in the same pay level as juniors at the time of MACPS.
Answer: b)