The Time Bound One Promotion (TBOP) and Biennial Cadre Review (BCR) schemes in the Indian Postal Department were significant developments in the promotion policy for postal employees. Introduced as part of efforts to address stagnation in career progression and to provide better promotional avenues for non-gazetted postal employees, these schemes played a crucial role in enhancing employee morale and improving the work environment in the Postal Department.
Here is an overview of the history and significance of the TBOP and BCR promotion schemes:
1. Background:
Before the introduction of TBOP and BCR, postal employees, especially those in the clerical and operative categories like postal assistants, sorting assistants, and postmen, had limited opportunities for career advancement. Many employees worked for years, often decades, without receiving a promotion, leading to widespread discontent and frustration within the workforce. These stagnation issues were more prominent among lower-tier employees who had little to no opportunities for promotions due to limited vacancies in higher posts.
The government and postal unions engaged in several rounds of discussions and negotiations to address the issue of career stagnation. The unions consistently pushed for a system that provided time-bound promotions, ensuring that employees who served a significant number of years in the same grade without promotion would be upgraded based on their service length, rather than solely on the availability of vacancies.
2. Introduction of TBOP Scheme (1983):
The Time Bound One Promotion (TBOP) scheme was introduced in 1983 as per the agreement made with NFPE and FNPO federations and the realization that career stagnation needed to be tackled. The scheme was designed to ensure that postal employees would receive at least one promotion if they had not been promoted after completing 16 years of service.
The scheme applied to non-gazetted employees, including postal assistants, sorting assistants, postmen, and similar roles. Employees who had completed 16 years of continuous service in the same grade, without any prior promotion, were eligible for a one-time promotion to the next higher pay scale. The promotion was not contingent on the availability of vacancies in the higher grade, but was purely based on time-bound criteria.
This scheme was welcomed by postal employees as it provided a mechanism to alleviate long-standing issues of stagnation. In the initial stage it was called and treated as promotion and later on after the introduction of ACP scheme for other CG employees it was treated as financial upgradation.
3. Introduction of BCR Scheme (1991):
While the TBOP scheme addressed some of the concerns regarding stagnation, employees and unions continued to demand further improvements. This led to the introduction of the Biennial Cadre Review (BCR) scheme in 1991, aimed at providing an additional promotion opportunity to employees who had been in service for an extended period without a second promotion.
Employees who had completed 26 years of service in the same cadre and had already benefited from the TBOP scheme (or had otherwise completed 16 years in a grade) were eligible for a second promotion under BCR. The BCR provided a second time-bound promotion to the next higher pay scale.
The scheme stipulated that cadre reviews should be conducted every two years to identify posts that could be upgraded based on the service length of employees, creating opportunities for those eligible under the BCR scheme.
The BCR scheme was seen as a logical progression after TBOP, providing further relief to senior employees who had served the department for more than 26 years and had few opportunities for promotion in the normal course of career progression.
Replacement by MACP Scheme: In 2008, the Modified Assured Career Progression (MACP) scheme replaced the TBOP and BCR schemes. The MACP provided three assured promotions after 10, 20, and 30 years of service, offering more frequent career advancement opportunities. While MACP was generally well-received, some employees preferred the earlier schemes due to the specific promotional benefits offered under TBOP and BCR.
The Modified Assured Career Progression (MACP) Scheme, introduced in 2008, replaced TBOP and BCR. The MACP scheme offered a more structured career progression system with three promotions at intervals of 10, 20, and 30 years of service, regardless of whether an employee had already received a promotion.
The TBOP and BCR promotion schemes were crucial steps in addressing career stagnation among postal employees in India. These schemes helped improve employee satisfaction and create a more positive working environment in the Postal Department.
Although the TBOP and BCR schemes were eventually replaced by the MACP scheme, their legacy remains significant in the history of postal employee welfare and the broader context of government labor reforms in India. They set a precedent for ensuring that long-serving employees are rewarded for their dedication and service, an important principle that continues to influence career progression policies today.
Kayveeyes
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