IRTSA Submits Memorandum to 8th Pay Commission, Seeks Major Pay and Career Reforms for Railway Technical Supervisors
IRTSA Submits Memorandum to 8th Pay Commission, Seeks Major Pay and Career Reforms for Railway Technical Supervisors
Hyderabad interaction session brings long-pending issues of Junior Engineers and Senior Section Engineers before the Commission.
The Indian Railways Technical Supervisors' Association (IRTSA) has formally presented its memorandum and detailed recommendations to the 8th Central Pay Commission (CPC) during an interaction session held in Hyderabad on 19 May 2026.
During the meeting, IRTSA highlighted several long-standing concerns affecting Railway Technical Supervisors, particularly Junior Engineers (JEs) and Senior Section Engineers (SSEs) — including career stagnation, pay anomalies, inadequate promotional opportunities, and disparities in pay structures relative to their technical responsibilities.
According to the association, Technical Supervisors play a critical role in ensuring railway safety, maintenance, production, and operational efficiency across Indian Railways, yet their service conditions have not kept pace with their increasing responsibilities.
Background
IRTSA submitted a comprehensive presentation before the Commission outlining the challenges faced by Technical Supervisors in Indian Railways, urging substantial reforms in pay structures and career progression policies under the 8th Pay Commission framework.
The presentation stressed that the duties performed by JEs and SSEs are highly technical, safety-sensitive, and often involve significant occupational risks — and that existing pay levels and promotional avenues do not adequately compensate employees for the complexity of their work.
The presentation was delivered by Shri K.V. Ramesh, General Secretary of IRTSA, who elaborated on the concerns affecting Railway Technical Supervisors across different departments and production units.
01Senior Section Engineer Post to be Declared Group-B Gazetted
One of the most significant demands raised by IRTSA was the upgradation of the Senior Section Engineer (SSE) post to Group-B Gazetted status.
The association argued that SSEs perform supervisory, managerial, and technical functions comparable to several existing Group-B Gazetted posts in other government departments and railway services. Recognizing SSEs as Group-B officers would improve career progression and help address stagnation in the cadre.
| Demand | Proposal |
|---|---|
| Status of SSE post | Group-B Gazetted |
| Proposed minimum basic pay | ₹52,600 |
| Applicable under | 8th Central Pay Commission |
02Higher Fitment Factors for Technical and Safety Categories
IRTSA recommended special fitment factors for employees working in technical and safety categories within the Ministry of Railways, stating that technical supervisors are directly responsible for railway safety, asset reliability, and maintenance quality — justifying a higher pay revision multiplier than the general fitment factor.
| Pay level | Recommended fitment factor |
|---|---|
| Levels 6, 7 and 8 | 3.50 |
| Levels 9 to 12 | 3.80 |
According to IRTSA, these enhanced fitment factors would better reflect the technical expertise and safety responsibilities associated with these posts.
03Correction of Pay Level Anomalies
The association pointed out several anomalies affecting Junior Engineers and Senior Section Engineers following previous pay revisions, among them:
- Disturbances in vertical pay relativities between supervisory and subordinate categories.
- Disturbances in horizontal pay parity with comparable technical cadres in other government organisations.
- Inadequate compensation for increased technical responsibilities and accountability.
IRTSA requested the Commission to restore appropriate pay hierarchies and maintain logical promotional distinctions between various technical grades.
04Introduction of a Five-Grade Promotional Structure
The association proposed restructuring the existing career progression system by introducing a five-grade promotional hierarchy beginning at Pay Level 7, noting that the current structure offers very limited promotional opportunities, resulting in employees spending decades in the same grade.
| Stage | Suggested pay level |
|---|---|
| Entry technical supervisor grade | Level 7 |
| Second promotional grade | Level 8 |
| Third promotional grade | Level 9 |
| Fourth promotional grade | Level 10 |
| Fifth promotional grade | Level 11/12 |
IRTSA believes such a structure would improve employee motivation and reduce stagnation significantly.
05Addressing Stagnation Among SSEs
The association highlighted severe stagnation among Senior Section Engineers, especially Graduate Engineers who were recruited directly into the SSE grade. Due to the limited number of higher supervisory positions, many employees remain in the same grade for extended periods without meaningful career advancement.
IRTSA urged the Commission to recommend measures that ensure timely promotions and career progression opportunities.
06Inclusion of Training Period for MACPS Benefits
IRTSA requested that mandatory training periods undergone by Railway Technical Supervisors be counted as qualifying service for the purpose of the Modified Assured Career Progression Scheme (MACPS), arguing that such periods are compulsory and directly linked to job requirements and therefore should not disadvantage employees.
07Implementation of MACPS from 1 January 2006
Another major demand involved retrospective implementation of MACPS from 1 January 2006. IRTSA stated that several judicial pronouncements and court decisions support granting MACPS benefits from this date, and requested the Commission to recommend uniform implementation across Indian Railways.
| Issue | IRTSA demand |
|---|---|
| Counting of training period | Include for MACPS eligibility |
| Effective date of MACPS | 01 January 2006 |
| Basis for demand | Relevant court judgments |
Concerns Regarding Group-B Promotions
The association also highlighted serious bottlenecks in promotions to Group-B positions. According to IRTSA, the number of Group-B posts available in technical departments remains disproportionately low, leading to extremely slow promotional growth for Technical Supervisors.
IRTSA requested the creation of additional Group-B positions and revision of promotional quotas to address this issue.
Demands Related to Allowances
The association also raised concerns regarding various allowances applicable to Technical Supervisors, arguing that these should accurately reflect the demanding work conditions and operational responsibilities carried out by Technical Supervisors.
| Allowance | Concern raised |
|---|---|
| Night Duty Allowance | Need for revision and better coverage |
| Overtime Allowance | Inadequate compensation for extended working hours |
| Production Control Organisation (PCO) Allowance | Withdrawal for SSEs in Level 8 |
| Risk and Hardship Allowance | Extension sought for open-line engineers and staff |
Withdrawal of PCO Allowance for SSEs
The association specifically highlighted the adverse impact of discontinuing Production Control Organisation (PCO) Allowance for Senior Section Engineers in Pay Level 8. According to IRTSA, the withdrawal has negatively affected employee morale and created disparities within technical supervisory cadres. The association requested restoration of the allowance or introduction of suitable compensatory measures.
Demand for Incentive Schemes
IRTSA emphasised the importance of incentive schemes in improving productivity and efficiency in Railway Production Units and workshops, proposing performance-linked incentives to encourage higher productivity and quality standards among technical personnel.
Proposal for Group Incentive Scheme
IRTSA proposed the introduction of a Group Incentive Scheme for open-line engineers and staff based on performance benchmarks prescribed by the Railway Board for maintenance activities. The association believes such a scheme would promote teamwork, improve asset reliability, and enhance operational performance across Indian Railways.
Extension of Accident-Free Service Awards
The association also sought extension of the Accident-Free Service Award scheme to open-line engineers and technical staff, noting that these employees play a vital role in ensuring railway safety and should be recognised for maintaining accident-free operations.
8th Pay Commission Takes Note of Concerns
According to IRTSA, the Member Secretary of the 8th Central Pay Commission interacted extensively with representatives of the association during the Hyderabad meeting. The Commission reportedly took note of the issues and concerns raised regarding Technical Supervisors, and assured that the submissions would be considered during the formulation of recommendations for Central Government employees.
The interaction marks an important step for Railway Technical Supervisors, who have been seeking reforms in pay structures, promotional opportunities, and service conditions for several years. The recommendations submitted by IRTSA are expected to play a significant role in shaping discussions related to technical cadres under the 8th Central Pay Commission.
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