8th CPC: FNPO Demands Enhanced Pay Levels and Career Benefits for HSG Cadres
FNPO Puts Forward Comprehensive Recommendations for HSG Cadres Before the 8th Central Pay Commission
The Federation of National Postal Organisations (FNPO) has put forward a comprehensive set of recommendations concerning the pay structure, status, career progression and responsibilities of HSG-II, HSG-I and HSG-I Non-Functional Grade (NFG) cadres under the 8th Central Pay Commission (8th CPC).
The recommendations seek to strengthen the promotional hierarchy in the Department of Posts and ensure that functional promotions provide a meaningful improvement in pay, status, responsibility and career progression.
HSG-II: Demand for Pay Level 8 and Supervisory Recognition
For the HSG-II cadre, FNPO has recommended placement in Pay Level 8, corresponding to the existing Grade Pay of ₹4,800.
The recommendations emphasise that HSG-II officials perform senior supervisory and managerial functions and therefore should receive corresponding recognition. FNPO has proposed redesignation of HSG-II posts as Senior Supervisor, Senior Manager or Deputy Postmaster, depending on the nature of the position.
The organisation has also called for:
- Restoration of pay parity with the Inspectorate cadre.
- A Supervisory Allowance of at least 10% of basic pay.
- A clear financial advantage on promotion to HSG-II over LSG and MACP beneficiaries.
HSG-I: Higher Pay Level and Group 'B' Gazetted Status
For HSG-I, FNPO has recommended placement in Pay Level 9, corresponding to Grade Pay ₹5,400.
A major recommendation is the conferment of Group 'B' Gazetted status, considering the responsibilities associated with HSG-I positions, including functions as Head of Office, Drawing and Disbursing Officer (DDO), financial controller and operational head.
FNPO has proposed redesignation of HSG-I officials as Chief Postmaster, Head Postmaster, Senior Manager or Chief Supervisor, depending upon the post held.
The recommendations further include:
- Postmaster Responsibility Allowance of at least 10% of basic pay.
- Restoration of a meaningful 2:1 pay relativity between Postal Assistant and HSG-I.
- Earmarking 100% of HSG-I posts for General Line officials.
- Appropriate compensation for transfer liability and the extensive financial, administrative, statutory and technological responsibilities attached to the cadre.
HSG-I Non-Functional Grade: Level 10 or Above
For HSG-I Non-Functional Grade (NFG), FNPO has proposed placement in the next higher pay level above HSG-I—Level 10 or above.
The recommendation seeks recognition of the senior managerial responsibilities associated with NFG and parity with executive-level positions.
FNPO has also recommended that NFG benefits should be extended equally to eligible officials in both the Postal and RMS wings.
The organisation has sought appropriate notional effect to address the long-standing disparity and has emphasised that NFG should remain a genuine career-progression benefit distinctly above substantive HSG-I.
Restoring the Promotional Hierarchy
A key component of the recommendations is the restoration of a clear vertical career hierarchy:
PA/SA → LSG → HSG-II → HSG-I → HSG-I (NFG)
FNPO has highlighted the need to address situations where officials receiving MACP benefits may draw pay equal to or higher than their functional supervisors.
The recommendations seek to ensure that every functional promotion results in a meaningful improvement in pay as well as status and responsibility.
Parity with Inspectorate Cadre
Another significant demand is the restoration of pay parity between General Line supervisory cadres and the Inspectorate cadre, particularly in view of the responsibilities handled by HSG-II and HSG-I officials.
The recommendations also seek recognition of the expanding responsibilities of postal supervisors arising from developments such as the Post Office Act, 2023, APT 2.0, CBS, CSI, IPPB, PLI/RPLI, DDO functions and digital financial operations.
Focus on Responsibility, Pay and Career Progression
The overall thrust of the FNPO recommendations is that the increasing functional, financial, administrative and technological responsibilities of supervisory officials should be appropriately reflected in their pay level, designation, allowances, status and promotional prospects.
The detailed cadre-specific recommendations place HSG-II at Level 8, HSG-I at Level 9 and HSG-I (NFG) at Level 10 or above, thereby seeking to maintain a distinct progression between the three stages.
These recommendations represent FNPO's stated position for consideration in the context of the 8th Central Pay Commission and aim to address perceived anomalies in the existing career and pay structure of postal supervisory cadres.