Balancing Pay Scales in Schools: How Can We Fairly Adjust Increments for All Staff?

Hi, I am working as the HR Head for a reputed CBSE school. My concern is that as per the 6th Pay Commission, we need to have certain defined pay scales for the teaching staff. Some of the staff are below that, which we would bring them to par level during the next increment. For example, there are many people who are at a range of around 30k or 32k per month, whereby the rule says they should be getting around 36k per month, and this would be done.

Now there are already some employees who, because of experience, are drawing more than the others, i.e., around 40k or above. This year when we do appraisals, the ones below the 6th pay would be getting a good push, but the same cannot be done for the others. So, in what way can we balance the pay scale and increments?

Balancing Pay Scales and Increments

If employees working in the same rank have been receiving higher salaries solely because of experience, then a later appointee of the same rank must draw a lower salary; otherwise, it would be discriminatory. However, by setting higher qualifications for the position, a sort of selection grade within the same rank can be established. In this way, a later appointee who possesses higher qualifications can receive a higher salary.

Thanks,
Sushil

Please understand that the management practices in your organization need to change and improve where necessary. In your organization, pay scale discrimination seems to be based on experience rather than having a proper system in place. You could consider implementing a grade system and adjusting the grades for experienced individuals to achieve a balanced pay scale. Increments should be based on work performance and quality, which refers to the overall rating.

Many organizations, including Directors, tend to practice increments based on "favoritism" and "politics." As the HR Head, you have the opportunity to establish rules, regulations, and policies for your company that will benefit the organization, the business, and the employees, leading to a harmonious and productive work environment.

P.S. Remember, you are a vital key to your organization's success. Best of luck.

Regards,
Mohan Nair,
HR Head/Director.

Thank you for your valuable advice. Coming back to my query, because of government rules as per the 6th Pay Commission, individuals in the lower salary band, regardless of their performance, would be brought to a level as per government norms. However, those already above that band may feel that despite good performance, their increment has not been appropriate. To balance the increments for those below and above the band, I would need to average it out. How can I achieve this?

For example, Employee A is currently receiving 30k, and as per the band, I would need to increase it to 36k. On the other hand, Employee B is already earning 40k for the same work. I cannot give them a raise of 6k. How do I find a way to balance this out?

Understanding Pay Discrepancies and Judicial Implications

Merely because an experienced person is receiving higher emoluments does not mean that a later appointee in the same band must be given a higher or equal salary. The former is receiving a higher salary due to the increments earned for the same work. To please the later appointee, you cannot practice a discriminatory attitude, as it will be struck down judicially. This is why even a junior-grade officer from a lower grade in the late fifties may draw a higher salary than a new appointee in a higher grade.

Thanks,
Sushil

Dear Ms. Puja, Welcome. Please refer to Mr. Sushil Ji's reply above. I agree with the same. We cannot practice "increment discrimination" to balance the pay scale.

Regards, Mohan Nair.