Jammu and Kashmir have around four and a half lakh employees, the highest population-to-Government employment ratio in the country, but it is also a fact that in the absence of industries and other private sector employment avenues Government jobs are the only option for more than twenty per cent unemployed youth of Jammu and Kashmir, again one of the highest in India. Even though local revenue generation falls well short of the target and even for salaries local administration has to depend upon a grant from GoI, yet post abrogation of Article 370 GoI passed on all benefits of Central Government employees as applicable to other UTs. The benefits included salary at par with CGE, Children’s Education Allowance fixed at Rs 2250/ per child per month, hostel subsidy of Rs 6750/per month and for disabled children Rs 4500/ per month. Transport allowance to employees and higher qualification loans, scheme, group personal insurance from the same bank, scrapping of discriminatory partial wages for first five years, as implemented by one set of Dynasts in 2015, thereby directly benefiting fifteen thousand newly recruited employees, even practice of non-transfer for five years for newly appointed has been let go. Overall a very comfortable working environment has been created, beneficial for every employee in one or another way. Further LG administration introduced JK-HRMS for the human resource management of J&K employees. All information has to be recorded on this portal including APRs. With this the experience, the tenure and performance of the employee all are in front of the administration and transfer policy as well as performance audit became crystal clear. All carrots and no sticks cannot be part of any Government policies and our Jammu and Kashmir cannot be an exception to this now as in the past when unaccounted numbers were ghost employees, some others on paid Government holidays, some others absent from duty for years and some others despite being Government employees still involved in anti-national activities as they were doing in the past. But this is Naya Jammu Kashmir where accountability is the most important factor under consideration as such Article 226-2 of the J&K Civil Services Regulations and Article 311 of the Constitution and its subclass came into the picture. Under 226 now local administration can terminate an employee after 22 yrs of service or 48 yrs of age on basis of their performance and Article 311-2 C, dismiss the employee for anti-national activities without giving the employee any chance for clarification. A special task force has been formed to identify employees falling under 311-2C category and practically speaking many had been dismissed, a thing which was unimaginable under previous regimes, no place for enemies of the country. Black sheep among the administration are being identified and dismissed once clear-cut defiance of the state is established. The terminated person includes a jailor of DySP rank, Principals and many more, the message is clear either you mend your ways and be part of the country’s development or just be out of the system and face the reality as per the law of the country. Similarly dead wood in the administration has to be identified and removed from the system. Government is serious and Chief Secretary has again stressed upon identifying non-performing employees, no place for non-achievers as simple as that. Nothing is hidden from the LG Administration now, gone are the days of discrimination, nepotism and favouritism, ergo message is clear perform or perish. Parsing the JK-HRMS information, imbibing the analysis, and shedding the naivete attitude are the newly established norms to achieve further development of UT and anyone acting as a roadblock will be removed at the earliest, whimsical excuses have no place for despoliation of Government resources.
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