G K Pandita
Every year whenever there are transfers in the Education department (may it be of Teachers, Masters, Head masters, Lecturers or even Principals of Government Schools), we see that all the employees, particularly females are uneasy, uncomfortable and reluctant to join the new places of postings (barring few of them who are posted near or around their homes).
After the issuance of transfer orders, so many these employees, particularly females, instead of attending to their duties in schools for teaching the students, rather remain visiting the offices of Director, Chief Education Officers and also the offices/residences of area MLAs; MLCs or even Sarpanches to mediate for modification of their transfer orders. Not only this even some of our (female) employees are generally exploited and trapped by some touts/agents who extract lot of money from them by saying, “I do not give guarantee but shall try for your suitable adjustment. Meet me later on.”
In this process ( barring few genuine cases ) every time they tailor and manipulate lot of grounds in their representations viz. family ground i.e. small children at home; old and sick parents or parents-in-law at home to be looked after by them. Above all the health ground comes commonly to their rescue as they procure the certificates medically advised not to go out of home town by traveling or even on foot. And also in maximum cases they are also (mis) guided by legal fraternity to file writ petitions against the transfers.
These employees in this process do not join the new places of postings for months or even years together either waiting for the modification of their transfer orders or remain on long medical leave on one pretext or the other, though duly authenticated by the medical certificates. But the bad consequence is the direct educational loss to the students’ community who remain un-attended for a long time for lack of teaching staff besides the financial loss to the Government exchequer as they get their salary even by not attending to their duties by producing medical certificates. Clerks and
Accountants of education department also like such type of cases as they are also made partners in the share of salaries of teachers drawn for the leave period.
In this backdrop, the modification of transfer order of some teachers every time will not be a permanent solution, rather one time, once for all, the modification of “transfer policy” itself can be a permanent solution to this serious problem.
Our Government can evolve a new method of transfers of these employees in Education department, definitely considering the genuine and common problems of teachers, particularly the female teachers/ employees and also keeping in view the larger interest of students’ community and public exchequer.
So in this behalf, besides what our Government evolves the policy, some practicable suggestions are enumerated as under:-
The employees who give option to be posted in the cities or very near or around their home town; their CCA be minced and on the contrary the employees who are posted in rural areas i.e. out of city and out of their home towns be given this allowance under the head “Village Compensatory or Dislocation Allowance”.
Next, the policy of HRA be also reviewed and reversed. The staff posted in city be given less HRA whereas the staff posted in rural areas and out of city be given extra HRA. In maximum cases we see that some teachers (particularly females) because of their genuine/domestic problems cannot leave their home towns, may it be city or village, so in that case there can be a policy of ‘permanent posting’ of these teachers in and around the home of concerned teachers maximum within the radius of five kms. for whole of service career with just after two-years shuffling but definitely within five kms. In that case there shall be three categories i.e. teacher in teacher grade who opts for this policy shall have to forego his/her 50% DA during the choice posting period; then a teacher in Master grade who opts for this policy shall have to forego his/her 75% throughout the choice period and lastly a teacher in the headmaster grade if opts for this policy shall have to forego his/her 100% DA during the choice posting period. And in the last, if any ZEO wants to avail himself/herself of this policy, he/she, besides foregoing 100% DA shall have to forego one year service period also and shall be retired one year prematurely. So in this way, option of choice posting shall be availed by these Lecturers / Teachers only in genuine and actual cases. This way, the Government after deducting the DA of these privileged teachers (who shall avail option posting ) may give some extra DA to the teachers posted outside the cities, i.e. in village, rural and far flung areas which shall be an incentive and reward to them to serve out of their home towns.
Therefore, when there shall be extra DA to the employees to serve in rural areas, there shall be flood of applicants for serving there and automatically in the cities the rush shall be decreased and the schools of town and rural areas shall be served properly by this staff who shall get extra financial facilities by the government. Above all, for choice postings, only the genuine and needy persons shall come forward at the cost of their DA, HRA and other allowances.
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