The Modified Assured Career Progression Scheme (MACPS) was implemented by the Government of India to prevent career stagnation among civilian employees in the Central Government. With promotions sometimes hard to come by, MACPS offers financial upgradations after 10, 20, and 30 years of service, ensuring that long-serving employees are rewarded for their dedication. This comprehensive guide unpacks everything employees need to know about MACPS, including eligibility, key provisions, and the role of performance benchmarks.
Key Aspects of MACPS
1. Purpose of MACPS
MACPS was introduced to counter career stagnation by providing timely financial progression. While promotions may depend on vacancies and various departmental factors, MACPS ensures that employees achieve financial growth even without formal promotions, enhancing employee satisfaction and retention.
2. Eligibility for MACPS
- Who Qualifies:
MACPS applies to all regularly appointed Central Government civilian employees in Group “A” (excluding Organized Group “A” Services), Group “B,” and Group “C.” - Excluded Employees:
Temporary or casual employees, including those under contract, or employees appointed on an ad-hoc basis, are not eligible for benefits under MACPS.
3. Upgradation Stages and Levels
- Employees are eligible for three financial upgradations upon completing 10, 20, and 30 years of service or upon 10 years in the same pay level, whichever comes first.
- Upgradation is limited to Level 15 in the Pay Matrix, which corresponds to the Higher Administrative Grade (HAG). These upgrades place employees in the immediate next level in the hierarchy without changing their job title or responsibilities.
4. Screening Committee and Evaluation Process
- A Screening Committee within each department evaluates cases for financial upgrades. The committee includes a Chairperson and two members, each at least one level higher than the level being reviewed.
- The committee meets twice a year (in January and July) to review eligible cases, following a structured time schedule. Recommendations from the committee must be approved by the appropriate authority, which varies based on the employee’s appointing authority.
5. Pay Fixation Rules under MACPS
- MACPS provides for pay fixation at the time of each financial upgradation. Employees receive an increase to the next level in the pay matrix.
- If an employee subsequently receives a formal promotion in the same pay level as that of the MACPS upgrade, there will be no additional pay fixation.
- However, if the promotion moves the employee to a higher pay level than the MACPS upgrade, they will be placed at the nearest higher cell in that pay level.
6. Previous Promotions and Merged Posts
- MACPS takes into account promotions that occurred before the scheme’s implementation and applies adjustments. This includes cases where pay scales have merged, such as in the 7th Pay Commission’s revised structure.
- The scheme ensures that any past promotion or upgradation to the same level, as a result of merger or restructuring, does not count against future MACP upgradations.
7. Performance Benchmark Requirements
- From July 25, 2016, the benchmark for MACPS financial upgradation requires employees to have a performance rating of “Very Good” in their Annual Performance Appraisal Reports (APARs).
- APAR requirements vary for promotions across different levels, with earlier benchmarks set as per the 2009 guidelines. For instance, for the grade pay of Rs. 6,600 and below, “Good” was the original standard, while higher levels require “Very Good” ratings.
8. Reservation and Seniority in MACPS
- MACPS operates on a non-functional basis, meaning it provides financial upgradation without changing the employee’s job title or role. This makes it distinct from actual promotions, so reservation rules do not apply to MACPS.
- Seniority is unaffected by MACPS upgradation, and no additional financial upgrade is given to a senior employee solely because a junior employee has advanced to a higher pay level.
9. Transfers, Deputations, and Counting of Service
- Transfers: Employees who transfer within departments, including voluntary transfers to lower posts, retain their previous service records under MACPS, which count toward future upgradations.
- Deputation Allowances: Employees on deputation can choose to be paid in the MACPS level or the deputation post’s pay level, depending on which is more beneficial.
- Service Count: Regular service begins from an employee’s date of joining and includes time spent on deputation, foreign service, study leave, and sanctioned leaves.
10. MACPS and Disciplinary Proceedings
- Benefits under MACPS are contingent on the rules governing regular promotions. Any disciplinary or penalty proceedings can affect an employee’s eligibility for financial upgradations under MACPS, with cases being reviewed under the Central Civil Services (CCA) Rules, 1965.
11. Financial Upgradations for Surplus Employees
- Employees who are declared surplus and placed in equivalent or lower pay scales retain their previous service records. This continuity allows them to count their earlier service time for MACPS, ensuring they do not lose out on financial upgradations due to restructuring or departmental changes.
Illustrative Examples of MACPS Implementation
To clarify MACPS workings, consider these scenarios:
- Scenario 1: An employee in Pay Level 2 receives their first promotion to Level 4 after 8 years. Without further promotion, they would qualify for a second financial upgrade to Level 5 after 18 years (8+10 years).
- Scenario 2: An employee gets a promotion after 23 years of service. If they had received an MACP upgrade before this, they would now qualify for another upgrade upon reaching 30 years of service.
These examples show how MACPS adjusts to different career trajectories, ensuring fair financial growth across varying promotion timelines.
Frequently Asked Questions (FAQs)
Q1. What is the main purpose of MACPS?
MACPS provides financial progression for Central Government employees who do not receive regular promotions, ensuring career and financial growth throughout their service.
Q2. Are temporary or contract employees eligible for MACPS?
No, MACPS is intended only for regularly appointed Group “A” (excluding Organized Group “A” Services), “B,” and “C” employees.
Q3. How does MACPS handle situations where a junior employee earns more than a senior due to MACPS upgrades?
MACPS includes provisions to adjust the pay of senior employees if their junior, on account of MACPS, earns more in a similar role and grade.
Q4. Does MACPS change an employee’s official designation?
No, MACPS grants a financial upgradation without altering an employee’s job title, classification, or duties.
The MACPS framework is a critical tool for Central Government employees, providing a pathway to financial growth that respects individual service timelines. With clear guidelines and a structured approach, MACPS ensures that long-serving employees benefit from their dedication, even in the absence of promotions. For employees navigating this system, understanding the eligibility criteria, upgradation process, and performance requirements is key to maximizing the benefits MACPS offers.
Final Thoughts on APAR Benchmark for MACP Eligibility
The Modified Assured Career Progression (MACP) Scheme allows employees to gain financial upgrades at 10, 20, and 30 years of service. A key criterion is meeting APAR (Annual Performance Appraisal Report) benchmarks. For MACP eligibility at Pay Level 11 and below, a “Very Good” rating (numerical grade of 6.0) is necessary for APARs from 2016-17 onward. Before 2016, a “Good” rating (4.0) suffices.
Here’s a quick example: if an employee’s MACP is due in April 2020, they must meet the following benchmarks:
- 2014-2015: Good (4.0)
- 2015-2016: Good (4.0)
- 2016-2017 to 2018-2019: Very Good (6.0)
However, APAR alone doesn’t seal the deal. The screening committee retains the discretion to approve cases with ratings below 6.0 if they deem the candidate suitable. This flexibility, confirmed by the Directorate’s 2021 directive, empowers committees to review past denials and reassess those previously deemed unfit. In essence, the final decision hinges on a balanced evaluation by the committee, allowing for a nuanced approach in MACP eligibility.