Posts tagged "Pay"

Pay Roll Software in Excel

This Excel based Pay Roll software is more useful to all West Bengal Govt employees or West Bengal Govt Concerned who are prepared the Pay Bill as manually. This Excel Based Pay Roll Software can Prepare at a time the Employees Pay Inner Sheet + Pay Outer Sheet + GPF Schedule + Bill Extract + all the Papers as required by the Treasury Office for payment of Salary of Govt Employees.

Click Here To Download Pay Roll Software in Excel for W.B.Govt Employees

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Posted by Hrformats - July 24, 2012 at 6:53 AM

Categories: HR   Tags: , , , , , , ,

Fixation of Pay

I have Attached Fixation of Pay

In terms of G.O. No/5142-J/JD/L/2S/23/24 DT 20.07.2009 of the Govt of West Bengal. Judicial Department issued by the concurrence with the finance department under their U.O.No/1561-Gr P (service) dated 01.06.2009 in compliance with the direction of the order of the Honorable Supreme Court of India passed in IA No, 71A.135-136.137-138 and 142 in WP (C) No. 1022/1989 and in view of the office order no   65    dated 03.03.2012        Sri Dilip Kumar Sanyal U.D. Asstt is declared and updated in Group II category in the pay scale of Rs 4500-9700/- with effect from 01.04.2003  Thus his pay is fixed in the following manner


Basic pay as on 01.04.2003             Rs7650/-

Fixed on the next stage above as

Per Rule 42(1) (i) W.B.S.R.PART I        Rs150/-

Total              Rs7800/-

Next date of increment will fall on the 1st day of April each and every year

Sri Sanyal is again promoted to Group I post in the scale of Rs4800-10925/-since 01.05.2003   vide order No      64        dated 03.03.2012 of Ld District Judge Hooghly


In terms of the above order the pay of Sri Sanyal is again refixed in the following manner

From 01.05.2003


Pay as on 01.05.2003                     Rs7800/-

One increment Under Rule

42 A (1) of W.B.S.R. part 1           Rs200/-

Total       Rs8000/-

Stage Gap                                       Rs225/-

Total       Rs8225/-

The increment will fall due on 01.05.2004

Increment on 01.05.2004                Rs225/-        raising pay to Rs8450/-

Increment on 01.05.2005                Rs225/-        raising pay to Rs8675/-

Increment on 01.05.2006                Rs250/-       raising pay to Rs8925/-

Increment on 01.05.2007                Rs250/-       raising pay to Rs9175/-



His pay is again refixed w.e.f 01.04.2006 in terms of ROPA Rule 2009


Existing scale of pay   as on 01.05.2006                   : – Rs4800-10925/-

Pay Band (revised) applicable to PB 4                      :- Rs9000-40500/-

Existing basic pay as on 01.04.2006                         : – Rs8675/-

Pay after multiplication by a factor 1.86                   :-   Rs8675*1.86 = Rs16140/-

(To be rounded of to the next multiple of Rs10/-)

Pay in the pay band PB – 4                                       :- Rs16140/-

Grade pay attached to the scale                                 :-Rs4400/-

Total of pay and Grade Pay                                       : – Rs20540/- as on 01.04.2006

Date of next increment                                              : – 01.07.2006



Increment on 01.07,2006                                           :-Rs620/- raising pay to Rs16760/-

Increment on 01.07.2007                                           :-Rs640/- raising pay to Rs17400/-

Increment on 01.07.2008                                           :-Rs660/- raising pay to Rs18060/-

Increment on 01.07.2009                                            :-Rs680/- raising pay to Rs18740/-




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Posted by Hrformats - June 23, 2012 at 5:49 AM

Categories: HR   Tags: , ,

Performance Related Pay

I. What is Performance-related pay?

Performance-related pay is money paid to someone relating to how well he or she works at the workplace.

II. Types of Performance-related pay

1. Organization-wide incentives:

Bonus earnings or pay levels based on measured quantities or values for the whole establishment; this is frequently the basis of contract price or tender-led schemes in local government.

2. Merit pay:

Bonus earnings or pay levels usually based on general assessment of an employee’s contributions to performance.

3. Individual performance related pay:

Bonus earnings or pay levels based on the assessment or appraisal of an employee’s (or team’s) performance against previously set objectives, usually part of a performance management system. This is a fairly recent development, particularly in the public sector and has grown sharply in use since the 1980s.

4. Profit related pay:

Bonus or share options based on the organization’s profit performance; this is widespread in the private sector, where share options are often important for senior managers. Profit related pay is now fairly common in local government.

5. Commission:

Percentage payments on sales or turnover, paid on an individual or group basis; common in sales, retailing and other branches of distribution.

6. Payment by time and output:

The distinction between payment by time and output has long been blurred. Although both systems still exist in their pure forms, a wide variety has been developed, incorporating elements of both.

7. Measured day work:

It is one of the more important examples of a composite system. This occurs in a number of forms, but they all share the characteristics of pay linked on a single or stepped basis with measured output.

8. Piecework:

A price is paid for each unit of output. This is the oldest form of performance pay and is still used in some local government direct service organizations.

9. Payment by results:

Bonus earnings depend on measured qualities or values of output for individuals or groups, usually based on work studied time units; this covers a range of bonus schemes and still form the main method of performance pay for manual workers.

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Posted by Hrformats - June 21, 2011 at 8:03 AM

Categories: Compensation and Benefits, Salary Management   Tags: ,