Formats of Lokpal Declarations in Excel Sheets

Annexure I to IV

FAQ issued by DoPT on Lokpal Declarations by CG Employees


Declarations by CG Employees under Lokpal and Lokayuktas Act,2013

F. No. 11013/7/2014-Estt.(A-lll)

Government of India

Ministry of Personnel, Public Grievances & Pensions

Department of Personnel & Training

Establishment Division

North Block, New Delhi – 110001

Dated July 23rd, 2015


Subject: – Central Civil Services (Conduct) Rules, 1964 and the Lokpal and Lokayuktas Act, 2013 – Submission of Declaration of Assets and Liabilities by the Public Servant for each year -Regarding

The undersigned is directedto refer to this Department’s OM No. 11013/3/2014-Estt.(A] dated the 17th February, 2015 regarding submission of declaration of assets and liabilities by the public servants ‘under the Central Civil services [Conduct] rules, and the Lokapal land Lokayuktas Act, 2013 and to say that as per the rule 18 [1) (i) of the Central Civil Services (Conduct) Rules, 1964, every Government servant shall on his first appointment to any service or post submit a return of his assets and liabilities, in the form prescribed by the Government, giving the full particulars of movable, immovable and valuable property and debts and other liabilities, etc.. Similarly, Government servants other than newly appointed, belonging to Group ‘A’ and Group ‘B’ are required to submit an annual return in prescribed form giving full particulars of the immovable property inherited/ owned/ acquired by him/ her or held by him/her on lease/ mortgage either in his/ her own name or in the name of any member of his/ her family or in the name of any other persons.

2. The Lokpal and Lokayuktas Act, 2013 [Lokpal Act) notified by the Government requires all public servants to declare, on first appointment and subsequently every year, a declaration of his/ her assets 84 liabilities. in exercise of powers conferred by sub-section [1), clause [k] and clause [I] of sub-section [2] of Section 59 read with section 44 and 45 of the Act, this Department has notified the Public Servants (Furnishing of Information and Annual Return of Assets and Liabilities and the Limits for Exemption of Assets in Filing Returns) Rules, 2014. The form for declarations is at Annexure-l. All Government servants i.e., belonging to Group A, Group B, Group C and erstwhile Group D, are now required to furnish the declaration of their assets & liabilities in the enclosed format.

3. Vide D. O. No. 4-07/12/2014-AVD-IV-B dated the 30th April, 2015, this Department has informed all concerned the time-lines for filing the returns regarding assets and liabilities under the Lokpal Act, which are as follows:

(i) The first return under the Lokpal Act [as on 15¢ August. 2014) should be filed on or before 15th October. 2015;

(ii) The next annual return under the Lokpal Act, for the year ending 31st March, 2015 should be filed on or before 15th October 2015; and

(iii) The annual returns for subsequent years as on 31st March every year should be filed on or before 31st July ofthat year.

4. It is, therefore, requested that all concerned may be suitably advised to file the return within the time indicated in paragraph 3. It is relevant to state here that as per section 45 of the Lokpal Act, if any public servant wilfully or for reasons which are not justifiable, fails to (a) to declare his assets; or (b) gives misleading information in respect of such assets and is found to be in possession of assets not disclosed or in respect of which misleading information was furnished, then, such assets shall, unless otherwise proved, be presumed to belong to the public servant and shall be presumed to be assets acquired by corrupt means.


[Mukesh Chaturvedi)

Director (E)


Variable Pay – Early Forced Retirement – 7th Pay Commission may Put Employees in a Fix

7th pay Commission may Put Employees in a Fix – Five to six per cent annual pay hike of Central Government employees is likely to be linked to tangible performance criterion. Under-performers are likely to be retired by 55 or 30 years of service.

The Central Government employees are scheduled to get salary hikes on the basis of the recommendations by January 1, 2016. According to sources, the HRA too would see an increase by 20 per cent. But the most significant recommendation is that 5 to 6 per cent of the annual increment would be performance-based. There is also likely to be a provision of retiring underperforming employees by the age of 55 or 30 years of service, whichever is more. “The Commission has spoken to all stake-holders and the recommendations are ready. We are expecting to submit the report any time soon,” sources said.

Five to six per cent annual pay hike of Central Government employees is likely to be linked to tangible performance criterion. Under-performers are likely to be retired by 55 or 30 years of service, according to the Seventh Pay Commission report to be submitted soon.

Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not? Is the biggest question here. It was asked by every Pay commission but considered only for the top level executives to retain in the Govt. sector. Govt. may be a success in retaining its top officials in Govt. sector but now it needs to retain the middle management in the Govt. sector, where brain drain ratio is going high, is the argument put forth.

The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the  Government is there a merit in introducing a variable component of pay? Can such variable pay be linked to performance?

Experts feel, The integrity of such scheme will remain doubtful in Govt. sector; hence scope and practical aspects for true monitoring of performance of Govt. employee will remain doubtful.

Source: Indian Express

Suspension of Government Employees – Review to be made in 90 days

CGDA instructs to Review Suspension of Government Servant before expiry of 90 days

Ministry of Defence D (Vigilance)observes that the suspension order has been struck down on the ground that the same had not been reviewed by the reviewing authority before expiry of 90 days. CGDA requests instructs all Defence Departments that suspension of Govt. servants may be reviewed on monthly basis to suspension orders being struck down in court of law.

Controller General of Defence Accounts

Ulan Batar Road, Palam, Delhi Cantt 110010


Dated 22.09.2015





(Through Website)

Subject : Suspension of Government Servant-Review of Suspension

As per provisions contained in Rule 10 of CCS(CC&A) Rules, 1965 suspension of a Government servant is valid only for 90 days unless it is extended after review before expiry of 90 days. It has been observed by the MoD D(Vigilance) that the suspension order has been struck down on the ground that the same had not been reviewed by the reviewing authority before expiry of 90 days.

2. Therefore the Ministry has directed that the provisions of Rule 10(6) and 10(7) of CCS (CC&A) Rules, 1965 which provide for review, modify and extension of the suspension should strictly be observed in all such cases to avoid quashing of orders on technical grounds rather than on merits (copy attached)

3. In this context attention is also invited to DOPT OM No. 11012/4/2003-Estt. (A) dated 07.01.2014 containing review instruction and HQrs letter no. AN/XIII/13007/2A/Vol-IX dated 09.07.2014 regarding constitution of review committee.

4. It is requested that all such cases of suspension/review of suspension of Govt. servant may be reviewed on monthly basis in the light of above provisions/guidelines.

Please acknowledge receipt.

(V.K. Vijay)

C V O / Jt. CGDA

Most Immediate

Ministry of Defence



Subject : Suspension of Government Servants – Review of Suspension order –

Attention is invited to Rule 10 of CCS(CCA) Rules, 1965 relating to Suspension of Govt. Servant by the competent authority on account of disciplinary proceedings pending or contemplated against him, or his engagement in activities prejudicial to the interest  of the security of the State, or case pending against him in any criminal offence, or his detention or conviction in a criminal case. The suspension is valid only for 90 daysunless it is extended after review for a further period before the expiry of 90 days. Of late the suspension order has been struck down on the ground that the same had not been reviewed by the competent reviewing authority before the expiry of 90 days while it remained in force.

2. It is hereby urged that the provisions of Rule 10(6) and Rule 10(7) of CCS(CCA) Rules, 1965 which provide for review, modify and extension of the suspension of the accused should be strictly observed in all suchcases to avoid quashing of orders on technical grounds rather than on merits. Such cases may be reviewed on monthly basis by administrative sections of various civilians cadres of Ministry of Defence.

(Atul Kumar Singh)

Director (Vig)

Resolution for 7th Pay Commission to make its recommendations by 31st December, 2015 has been published in the Gazette of India on 8th September 2015


(Department of Expenditure)


New Delhi, the 8th September, 2015

No. 1/1/2013-E. III(A).—The Government of India have decided that the Para 5 of this Ministry’s Resolution No. 1/1/2013-E.III(A) dated 28.2.2014 shall be modified as under :—

“The Commission will make its recommendations by 31st December, 2015. It may consider, if necessary, sending reports on any of the matters as and when the recommendations are finalized.”

RATAN P. WATAL, Finance Secy

Periodical review under FR 56(J) and Rule 48 of Pension Rules

Periodical review under FR 56(J) and Rule 48 of Pension Rules

Ministry of Personnel, Public Grievances and Pensions issued an OM on Strengthening of administration-n  Periodical  review under FR 56(j) and Rule 48 of CCS (Pension) Rules, 1972


Government of India

Ministry of Personnel, Public Grievances and Pensions

Department of Personnel and Training


A-IV Desk

North Block, New Delhi

Dated 11th September, 2015


Subject: Strengthening of administration-Periodical review under FR 560) and Rule 48 of CCS (Pension) Rules, 1972

The undersigned is directed to refer to this Department’s OM No. 25013/1/2013-Estt(A) dated 21/03/2014 on the periodical review under Fundamental Rule 56 or Rule 48 of CCS (Pension) Rules.

2. Various instructions issued on the subject deal with compulsory retirement under the above mentioned provisions. The Supreme Court has observed in State of Gujarat Vs. Umedbhai M. Patel. 2001 (3) SCC 3l4 as follows:

(i) Whenever the services of a public are no longer useful to the general administration, the officer can be compulsorily retired for the sake of public interest.

(ii) Ordinarily, the order of compulsory retirement is not to be treated as a punishment coming under Article 31 l of the Constitution.

(iii) “For better administration, it is necessary to chop off dead wood, but the order of compulsory retirement can be passed after having due regard to the entire service record of the officer.”

(iv) Any adverse entries made in the confidential record shall be taken note of and be given due weightage in passing such order.

(v) Even un-communicated entries in the confidential record can also be taken into consideration.

(vi) The order of compulsory retirement shall not be passed as a short cut to avoid Departmental enquiry when such course is more desirable.

(vii) if the officer was given a promotion despite adverse entries made in the confidential record, that is a fact in favour of the officer.

(viii) Compulsory retirement shall not be imposed as a punitive measure.

3. , In every review, the entire service records should be considered. The expression ‘service record’ will take in all relevant records and hence the review should not be confined to the consideration of the ACR / APAR dossier. The personal file of the officer may contain valuable material. Similarly, the work and performance of the officer could also be assessed by looking into files dealt with by him or in any papers or reports prepared and submitted by him. it would be useful if the Ministry/Department puts together all the data available about the officers and prepares a comprehensive brief for consideration by the Review Committee. Even uncommunicated remarks in the ACRs/APARS may be taken into consideration.

4. in the case of those officers who have been promoted during the last five years , the previous entries in the ACRs may be taken into account if the officer was promoted on the basis of seniority cum fitness, and not on the basis of merit.

5, As far as integrity is considered, the following observations of the Hon’ble Supreme Court may, while upholding compulsory retirement in a case, may be kept in view:

The officer would live by reputation built around him. in an appropriate case, there may not be sufficient evidence to take punitive disciplinary action of removal from service. But his   conduct and reputation is such that his continuance in service would be a menace to public service and’injurious to public interest.

S. Ramachandra Raju vs. State of Orissa

[(l 994) 3 SCC 424]

Thus while considering integrity of an employee, actions or decisions taken by the employee which do not appear to be above board, complaints received against him, or suspicious property transactions, for which there may not be sufficient evidence to initiate departmental proceedings, may be taken into account.Judgement of the Apex Court in the case of Shri K. Kandaswamy, I.P.S. (TN:1966) in K. Kandaswamy vs Union Of India & Anr, l996 AIR 277, I995 SCC (6) l62 is relevant here. There were persistent reports of Shri Kandaswamy acquiring large assets and of his getting money from his subordinates. He also indulged in property transactions which gave rise to suspicion about his bonafides. The Hon’ble Supreme Court upheld his compulsory retirement under provisions of the relevant Rules.

6. Similarly, reports of conduct unbecoming of a Government servant may also form basis for compulsory retirement. As per the Hon’ble Supreme Court in State of UP. And Others vs Vijay Kumar Jain, Appeal (civil) 2083 of 2002:

If conduct of a government employee becomes unbecoming to the public interest or obstructs theefficiency in public services, the government has an absolute right to compulsorily retire such an employee in public interest.

7. Many changes in the nomenclature and in the areas of responsibility of various departments/Ministries have taken place. In order to simplify and speed up the procedure of review, a need is felt to reconstitute the Review Committees. in partial modification of the OM 25013/15/86-Estt (A) dated 27/06/1986, it has been decided that the Secretaries of the Cadre Controlling Authorities will constitute Review Committees consisting of two Members at appropriate level. The Review Committees in the case of various levels of employees will be as under:

(A) in case of officers holding Group A posts:

(a) In r/o ACC appointees:

Review Committee may be headed by the Secretary of the concerned Ministry/Department as Cadre Controlling Authority.

(b) In r/o Non-ACC appointees:

(i) Where there are Boards viz CBDT, CBBC, Railway Board, Postal Board, Telecom Commission, etc. the Review Committee may be headed by the Chairman of such Board.

(ii) Where no such Boards/Commissions exist, the Review Committee may be headed by Secretary of the. Ministry/Department.

(B) in case of Group B (Gazetted) officers:

Additional Secretary/Joint Secretary level officer will head the Review Committee.

(C) In the case of Non-Gazetted employees:

(i) An officer of the level of Joint Secretary will head the Committee. However in case the Appointing Authority is lower in rank than a Joint Secretary, then an officer of the level of Director/Deputy Secretary will be the head.

(ii) in the case of Non-Gazetted employees in other than centralised cadres, Head of Department/Head of the Organisation shall decide the composition of the Review Committee.

8. CVO in the case of gazetted officers, or his representative in the case of non-gazetted officers, will be associated in case of record reflecting adversely on the integrity of any employee.

9. in addition to the above, the Secretary of the Ministry/Department is also empowered to constitute internal committees to assist the Review Committees in reviewing the cases. These Committees will ensure that the service record of the employees being reviewed, alongwith a summary bringing out all relevant information, is submitted to the Cadre Authorities at least three months before the due date of review.

10. The procedure as prescribed from time to time has been consolidated and enclosed as Appendix to the OM issued by this Department on 21/03/2014. As per these instructions the cases of Government servant covered by FR 56(j), FR 56(l), or Rule 48(1) (b) of CCS (Pension) Rules, 1972 should be reviewed six months before he/she attains the age of 50/55 years, in cases covered by FR 56(j) and on completion of 30 years of qualifying service under FR 56(l)/Rule 48 of CCS (Pension) Rules, 1972 as per the following calendar:

Sl No Quarter in which review is to be made Cases of employees who will be attaining the age of 50/55 years or will be completing 30 years of service or 30 years of service qualifying for pension, as the case may be, in the quarter.
1. January to  March July to September of the same year
2. April to June October to December of the same year
3. July to September January to March of the next year
4. October to December April to June of the next year

l1 All Ministries/Departments are requested to follow the above instructions and periodically review the cases of Government servants as required under FR 56(j)/FR56(l)/Rule 48(1)(b) of CCS (Pension) Rules, 1972.

12. Instructions on composition of the Representation Committees will be communicated separately.

(Mukesh Chaturvedi)

Director (Establishment)

Government Officers will be Monitored – ‘Taint’ Will be Forced to Retire – DoPT

The Central Government is working on a plan, which may take a heavy toll on erring Government Servants. The Government is chalking out a plan to act tough against officials of doubtful integrity  and those poor at work. The Department of Personnel and Training (DoPT) has asked all departments to identify such public servants and move proposals  for their premature retirement.

The decision comes following a meeting held by Cabinet Secretary PK Sinha recently on the mechanism to be adopted to ensure probity among the Government servants. The DoPT has asked all the departments to invoke provisions of Fundamental Rule (56-J) to compulsorily retire such officials. Under Fundamental Rule 56-J, the Government has the “absolute right” to retire, if necessary in public interest, any Group A and B employee, who has joined service before the age of 35 and has crossed the age of 50.

Mr.Sinha Said that the bureaucrats will be expected to have a high level of accountability with constant media and public scrutiny. DoPT is also considering a move to deduct half a days salary, if an employee comes to work late by half an hour or more without prior permission . If any employee repeatedly comes late for three days in a week, he will have to shell out one day salary, the proposal said. The employees will be monitored, purely based on performance, any promotion will be considered.

The decision, third such in a row, came after the DoPT last week said that IAS, IPS and India Forest Service officers may lose their job if they overstay on foreign asignments for more than a month withoutpermission. Tightening the noose further, the DoPT early this month said that the Government servants will face disciplinary action if they raise service matters related grievances directly to the PMO.

In the latest directives for forced retirement, a Group C Government servant, who has crossed the age of 55 can be retired prematurely if found corrupt or ineffective. Group A comprise officers of All India Services like IAS, IPS, Indian Forest Service, IRS, while Group B consists of non-gazetted officers and Group C clerical and ministerial staff.

Three months notice and compulsory retirement – DoPT has also recommended a proposal according to which, an Officer will have to update his performance report online, on Monday every week, and at the last week of the month the senior officer will have to approve it. If the report is not updated any week, a red mark will be displayed against it, and the officer will have to give an explanation for not updating the same. If the performance report is not updated for a longer period of time, say one year, the officer will be given three months notice and will be forced to go in for compulsory retirement.

The action can be taken only against such officers whose annual increments have been frozen and they have not got promotion in the past five years. The meeting emphasised rotation of officers on sensitive and non-sensitive posts and their review and screening under Fundamental Rule 56-J. The DoPT has been asked to monitor implementation and obtain compliance from all Ministries in this regard.

“As this activity is to be completed in a time-bound manner, it is requested that priority attention may be paid to it and inputs sent to the internal vigilance section at the very earliest,” said the circular issued to all departments of Central Government. It is proposed that, apart from the Cabinet Secretary a six member team from the Prime Ministers’ Office (PMO) will monitor the issue.

Increase in payment of salaries, allowance and bonus due on implementation of seventh Pay Commission would cumulatively imply a first round increase in spending to the tune of 0.2 to 0.3 per cent of Gross domestic product (GDP)


How 7th Pay Commission can influence EconomyThe government constitutes the Pay Commission almost every 10 years to revise the pay scale of its employees. The previous Sixth Pay Commission was rolled out in the third quarter of 2008. Now the Seventh Pay Commission’s reconnemdations are likely to come into effect from January 1, 2016.

The Commission, which was set up by the UPA government in February 2014 to revise remuneration of about 4.8 million central government employees and 5.5 million pensioners, has already completed discussions with various stakeholders including organisations, federations, groups representing civil employees as well as defence services. It is now in the process of finalising itsrecommendations and will submit its report by December 31st 2015.

According to a DBS report the bulk of the impact of Seventh Pay Commission, under which salaries of government employees will be reviewed, is likely to be absorbed by the Budget of the next financial year, 2016-17. It is expected that the increase in pay and allowances could rise by 16 per cent following the rollout of the Seventh Pay Commission.

If the Seventh Pay Commission meterilise, bulk of the impact of the Seventh Pay Commission will be absorbed by the financial year 2016-2017 Budget, the DBS source pointed out. The DBS is also of the view that the increase in payment of salaries, allowance and bonus due to the ‘seventh Pay Commission’ would cumulatively imply a first round increase in spending to the tune of 0.2 to 0.3 per cent of Gross domestic product (GDP) in the financial year 2016-2017 putting deficit  targets at risk, it warned.

It will force the Government to find new channels or re-channel fiscal savings, restrain spending elsewhere or renege on the fiscal deficit targets, DBS pointed out. However the DBS sources added that the full impact would get clear when the pay commission tables its recommendations later this year, likely by 31st December 2015.

Source: Business Standard


MACP Order in the common cadre of Hyderabad CCA issued

EO(GO)123-2015 (MACP SUPDT).pdf