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According to the RTSA, a fitment factor of 2.92 could be considered for Level-1 employees, while technical and safety-category staff should receive a higher multiplier.
8th Pay Commission.
As consultations for the 8th Central Pay Commission gather pace, employee organisations are tabling demands for the next round of salary revisions for central government staff. Among the latest groups to place its demands before the Commission is the Indian Railways Technical Supervisors’ Association (IRTSA), which has proposed a substantial increase in minimum pay, higher fitment factors for technical employees and sweeping reforms to career progression within the Railways.
The association presented its memorandum during an interaction with the 8th Pay Commission in Hyderabad on May 19, highlighting concerns related to pay parity, promotion opportunities and compensation for employees engaged in safety-critical railway operations.
Railway Technical Supervisors Seek Higher Minimum Pay
One of the key demands made by IRTSA is the revision of the minimum basic salary to Rs 52,600 under the 8th Pay Commission.
The association argued that the current pay structure does not adequately reflect the responsibilities carried by technical supervisors who oversee maintenance, safety and operational functions across the railway network. It said the next pay revision should account for inflation, changing economic conditions and the increasing complexity of technical roles.
For comparison, the 7th Pay Commission had fixed the minimum basic pay at Rs 18,000 after applying a fitment factor of 2.57.
8th Pay Commission Fitment Factor: IRTSA Seeks Differential Formula
The fitment factor remains one of the most closely watched issues among central government employees because it determines the extent to which existing salaries are revised.
Unlike previous pay commissions that largely followed a uniform approach, IRTSA has proposed separate fitment factors for different categories of employees.
According to the association, a fitment factor of 2.92 could be considered for Level-1 employees, while technical and safety-category staff should receive a higher multiplier. According to the association, a fitment factor of 2.92 could be considered for Level-1 employees, while technical and safety-category staff should receive a higher multiplier.It has recommended a fitment factor of 3.50 for employees in Levels 6, 7 and 8, and 3.80 for those in Levels 9 to 12.
The association maintains that technical supervisors perform specialised duties directly linked to railway safety and operational reliability, justifying a differentiated pay revision framework.
Demand for Group-B Status and Better Career Structure
Beyond salary revisions, IRTSA has urged the Commission to address long-standing organisational and career progression issues within the Railways.
The association has sought Group-B gazetted status for Senior Section Engineers (SSEs) and proposed a structured five-grade promotional hierarchy beginning from Level-7 for Junior Engineers (JEs).
It also called for correction of pay anomalies affecting technical supervisors and better alignment of pay structures across departments to ensure equitable treatment of employees performing comparable responsibilities.
According to the memorandum, many railway engineers face prolonged stagnation despite handling critical technical and supervisory functions.
Promotion Bottlenecks Highlighted Before Commission
Career progression emerged as another major theme during the presentation.
IRTSA told the Commission that a large number of technical supervisors, particularly graduate engineers recruited into supervisory roles, face limited promotional opportunities because of the restricted availability of Group-B positions in technical departments.
The association urged the Commission to recommend measures that would create a more predictable promotion pathway and reduce stagnation in higher grades.
It also sought changes in the Modified Assured Career Progression (MACP) scheme, including recognition of training periods for MACP calculations and retrospective implementation of certain benefits from January 1, 2006. The association further requested consideration of court rulings relating to MACP implementation while framing recommendations.
Railway Union Calls for Revision of Allowances
Apart from pay and promotions, IRTSA has pressed for improvements in several allowances paid to railway employees.
The association sought revisions in Night Duty Allowance, Overtime Allowance and Risk and Hardship Allowance. It also opposed the withdrawal of Production Control Organisation (PCO) Allowance for Level-8 Senior Section Engineers, arguing that the allowance plays an important role in supporting productivity and operational efficiency.
Additionally, it proposed a productivity-linked Group Incentive Scheme for open-line railway engineers and staff.
How These Demands Compare With Other 8th Pay Commission Proposals
The railway supervisors’ association is not the only employee body seeking significant changes under the 8th Pay Commission.
Over the past few months, various staff federations, pensioners’ groups and employee organisations have submitted memoranda seeking higher salaries, improved pension benefits, restoration of allowances and faster career progression.
A recurring theme across most representations has been the demand for a higher fitment factor, a meaningful increase in minimum pay and the resolution of long-pending pay anomalies. Several organisations have also argued that inflation and rising living costs should be factored more aggressively into the next pay revision exercise.
8th Pay Commission: What Happens Next?
The 8th Pay Commission is currently in the consultation and evidence-gathering phase. Employee unions, pensioners’ associations, ministries and government departments are presenting their views and recommendations before the Commission.
Currently, no decision has been taken on minimum pay, fitment factor, allowances or pension revision. The Commission is expected to examine submissions from various stakeholders before finalising its recommendations for the Centre.
The proposals submitted by IRTSA offer an insight into the expectations of railway technical employees ahead of the Commission’s report. Whether the demands for a Rs 52,600 minimum basic pay and fitment factors of up to 3.80 find place in the final recommendations remains uncertain, but they underscore the growing focus on pay parity, career growth and recognition of specialised technical roles within the central government workforce.
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