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ଭୁବନେଶ୍ୱର, ମାର୍ଚ୍ଚ ୨୩, ୨୦୨୬: ଚଳିତ ବର୍ଷ ଏପ୍ରିଲ ମାସରେ ରୌଦ୍ରତାପ ବୃଦ୍ଧି ପାଉଥିବା ଦୃଷ୍ଟିରୁ ଗ୍ରୀଷ୍ମ ଋତୁରେ ସମ୍ଭାବ୍ୟ ଅଂଶୁଘାତ ଆଶଙ୍କାକୁ ଏଡାଇ ଦିଆଯାଇ ନ ପାରେ। ଏଣୁ ପ୍ରଚଣ୍ଡ ଖରାରେ କାର୍ଯ୍ୟରତ ଶ୍ରମିକମାନଙ୍କୁ ଚଳିତ ବର୍ଷ ଏପ୍ରିଲ ମାସ ୧ ତାରିଖରୁ ଜୁନ ମାସ ୧୫ ତାରିଖ (ତା. ୧୫.୦୬.୨୦୨୬) ପର୍ଯ୍ୟନ୍ତ ପ୍ରତ୍ୟହ ପୂର୍ବାହ୍ନ ୧୧:୦୦ ଘଣ୍ଟାରୁ ଅପରାହ୍ନ ୩:୦୦ ଘଣ୍ଟା ମଧ୍ୟରେ ସୃଷ୍ଟ ପ୍ରଚଣ୍ଡ ରୌଦ୍ରତାପ ଜନିତ ଅଂଶୁଘାତରୁ ରକ୍ଷା କରିବା ପାଇଁ ଶ୍ରମ ଓ କର୍ମଚାରୀ ରାଜ୍ୟ ବୀମା ବିଭାଗ ତରଫରୁ ବିହିତ ପଦକ୍ଷେପ ନେବା ନିମନ୍ତେ ସମସ୍ତ ରାଜସ୍ୱ କମିଶନର, ସମସ୍ତ ଜିଲ୍ଲାର ଜିଲ୍ଲାପାଳ ଓ ରାଜ୍ୟ ଶ୍ରମ କମିଶନରଙ୍କୁ ଆବଶ୍ୟକୀୟ ନିର୍ଦ୍ଦେଶନାମା ଜାରି କରାଯାଇଅଛି।
ଏତଦ୍ୱାରା ଓଡ଼ିଶା ସରକାରଙ୍କ ସମସ୍ତ ବିଭାଗ ତଥା ଓଡ଼ିଶାରେ ଥିବା ଭାରତ ସରକାରଙ୍କର ସମସ୍ତ ବିଭାଗ, ବେସରକାରୀ ନିଯୁକ୍ତିଦାତା, ସମସ୍ତ ବାଣିଜ୍ୟ ଓ ଶିଳ୍ପ ସଂସ୍ଥା, ଦୋକାନ ଓ ବ୍ୟବସାୟ ପ୍ରତିଷ୍ଠାନର ମାଲିକ ଏବଂ ଠିକାଦାରମାନଙ୍କୁ ଅନୁରୋଧ କରାଯାଉଛି ଯେ, ସେମାନଙ୍କର ଅଧୀନରେ କାର୍ଯ୍ୟରତ ଶ୍ରମିକମାନଙ୍କୁ ଚଳିତ ଏପ୍ରିଲ ୧ ତାରିଖରୁ ଜୁନ ୧୫ ତାରିଖ ପର୍ଯ୍ୟନ୍ତ ପ୍ରଚଣ୍ଡ ରୌଦ୍ରତାପରୁ ରକ୍ଷା କରିବା ନିମନ୍ତେ ପ୍ରତ୍ୟେହ ପୂର୍ବାହ୍ନ ୧୧:୦୦ ଘଣ୍ଟାରୁ ଅପରାହ୍ନ ୩:୦୦ ଘଣ୍ଟା ପର୍ଯ୍ୟନ୍ତ କାର୍ଯ୍ୟରେ ନ ଲଗାଇବାକୁ ବିବଦ୍ଧ ବ୍ୟବସ୍ଥା ଗ୍ରହଣ କରିବେ ଓ ଆବଶ୍ୟକ ସ୍ଥଳେ କାର୍ଯ୍ୟନିର୍ଘଣ୍ଟର ସମୟ ପରିବର୍ତ୍ତନ କରିବେ।
ଯଦି କୌଣସି କାର୍ଯ୍ୟ ଜରୁରୀ ବୋଲି ମନେହୁଏ କିମ୍ବା ଅତ୍ୟାବଶ୍ୟକୀୟ ସେବା ସହ ଜଡ଼ିତ ଯେଉଁଥିରେ କି ଶ୍ରମିକମାନଙ୍କୁ ଉପରୋକ୍ତ ସମୟ ପାଇଁ ବିଶ୍ରାମ ଦିଆଯାଇପାରିବ ନାହିଁ, ତେବେ ଉପରୋକ୍ତ ନିଯୁକ୍ତିଦାତାମାନେ ଶ୍ରମିକମାନଙ୍କୁ ସମ୍ଭାବ୍ୟ ପ୍ରଚଣ୍ଡ ରୌଦ୍ରତାପରୁ ରକ୍ଷା କରିବା ପାଇଁ ସତର୍କମୂଳକ ପଦକ୍ଷେପ ଗ୍ରହଣ କରିବେ। ଏଥିରେ ବିଶେଷ କରି ଶୀତଳ ପାନୀୟ ଜଳର ସୁବ୍ୟବସ୍ଥା, ଛାୟା ପ୍ରଦାନ ନିମନ୍ତେ ଉପଯୁକ୍ତ ବ୍ୟବସ୍ଥା, ସ୍ୱାସ୍ଥ୍ୟ ସେବା ପାଇଁ ଡାକ୍ତରୀ ଚିକିତ୍ସାର ବ୍ୟବସ୍ଥା ଏବଂ ପ୍ରତ୍ୟେକ ଶ୍ରମିକଙ୍କ ପାଇଁ ଓ.ଆର.ଏସ. ପ୍ୟାକେଟର ବ୍ୟବସ୍ଥା କରିବା ବାଧ୍ୟତାମୂଳକ ଅଟେ।
ଉପରୋକ୍ତ ପରିପ୍ରେକ୍ଷୀରେ ଜିଲ୍ଲାର ଚିକିତ୍ସାଧିକାରୀ (ସି.ଡ଼ି.ଏମ.ଓ.), ଉପମଣ୍ଡଳ ଚିକିତ୍ସାଧିକାରୀ (ଏସ.ଡ଼ି.ଏମ.ଓ.), ପ୍ରାଥମିକ ସ୍ୱାସ୍ଥ୍ୟକେନ୍ଦ୍ର (ପି.ଏଚ.ସି.), କମ୍ୟୁନିଟି ହେଲଥ ସେଣ୍ଟର (ସି.ଏଚ.ସି.) ଚିକିତ୍ସାଳୟ ଗୁଡ଼ିକର ଚିକିତ୍ସାଧିକାରୀ ତଥା କର୍ମଚାରୀ ରାଜ୍ୟ ବୀମା ଯୋଜନା ଅଧୀନରେ ଥିବା ଚିକିତ୍ସାଳୟମାନଙ୍କର ଚିକିତ୍ସାଧିକାରୀମାନଙ୍କୁ ପ୍ରଚଣ୍ଡ ରୌଦ୍ରତାପ ଜନିତ ପରିସ୍ଥିତିର ସମ୍ଭାବ୍ୟ ମୁକାବିଲା ସହ ରୋଗୀମାନଙ୍କର ତତ୍ ସମ୍ୱନ୍ଧୀୟ ରୋଗର ଚିକିତ୍ସା ପାଇଁ ସତର୍କ ରହିବାକୁ ଅନୁରୋଧ କରାଯାଉଛି।
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Final Examination of 5th Batch Induction Trainee ASOs has been started. A total of 70 ASOs recruited during 2024 are appearing the exam which is scheduled on 20th, 23rd, 24th and 25th of this month as a part of Induction Training.
This batch was started from 16.12.2025 in the new building of Odisha Secretariat Training Institute (OSTI)
The Kendriya Vidyalaya Sangathan (KVS) admission schedule 2026-27 has been released admission into Balvatika-1 & 3 and Class-I. Click here for the Schedule.PDF
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State Employees Welfare and Assistance Society (SEWAS) has conducted a maga health check up camp at the HOD Campus today. More than 300 employees have participated the program. Various basic health check up were conducted in collaboration with some private hospitals. Dr. Mukesh Mahaling, Hon'ble Minister, Health & Family Welfare, Odisha inaugurated the program. Starting from blood sample collection to Doctor Consultation there was other facilities like checking your weight, blood pressure, diabetes, BMR/BMI, PFT, ECG, eye problem etc available free of cost. Really it was a program for noble cause. So we wish such events by the society in future great success.
Government of India have constituted the Eighth Central Pay Commission (8th CPC) to examine the existing structure of pay, allowances, pensions and other service conditions of Central Government employees and to make recommendations thereon. In this regard, the Commission has circulated a detailed Questionnaire seeking inputs/views from stakeholders including Governments, institutions and individuals.
2. The Questionnaire covers various issues relating to pay structure, allowances, pension, performance incentives and other service conditions. The same is available on the portal of the Commission (https://8cpc.gov.in) / MyGov platform for submission of responses.
3. Government of India have requested the State Governments to disseminate the said Questionnaire widely so as to enable all concerned stakeholders to submit their views.
4. Accordingly, Finance Department have requested all Departments / HoDs to circulate the message among all employees to submit their views.
6132 Dt.09.03.2026
Click here to view / download.PDF
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Based on current state of the economy & the country’s aspirations, what should be the guiding philosophy which must underpin the overall approach of the 8 CPC?
Relativity within different posts of Government has been broadly established over time. However, relativity/positioning between pay and perquisites in Government and the private sector is less established. How should the 8ᵗʰ CPC assess/evaluate relativity between pay & perquisites in Government and the public/private sector?
For instance, should compensation for government engineers be benchmarked against private sector engineering firms, financial officers against the BFSI sector, and healthcare professionals against private healthcare?
What would be the advantages and implementation considerations of such an approach?
How should these be factored in while crafting a compensation matrix and relative positioning vis-à-vis the private sector?
What influence do you think entry level pay scales implemented by Government have on compensation practices in the informal or gig sector?
Should pay scales be more attractive at entry point or later, after a few years in service?
What principles should guide such differentiation to ensure competitive positioning for talent-critical roles while maintaining fiscal prudence?
Should these be uniform or vary across scales/time periods during service?
An alternative approach has been the Cafeteria Approach followed by Central Public Sector Enterprises (CPSEs), wherein except for a handful of allowances, executives choose from a set of perquisites & allowances, subject to an overall ceiling of basic pay.
Which approach do you think is more appropriate for Central Government employees?
The number of pensioners was just short of 52 lakh. In 2025–26, the number of Central Government personnel stands at about 50 lakh, while the number of pensioners is almost 70 lakh.
The increase in the number of pensions has created additional demands on Government’s Budget.
What approaches could help satisfy reasonable expectations of pensioners whilst keeping the fiscal impact within manageable limits?
This is also reflected in the All India Consumer Price Index (Industrial Workers) which is used for DA calculation.
Should the 8th CPC explore a hybrid indexation approach that factors in both inflation protection and formal sector wage growth trends?
What proportion might be reasonable for each component, and what implementation considerations would arise?
What are your expectations on inflation/CPI increase over the next 10 years?
What particular considerations, monetary or non-monetary, should be factored in while determining their pay & allowances?
What should be appropriate benchmarks to be kept in mind for fixing their emoluments?
In that context, and given the changing nature of jobs, how should the pay of soldiers, sailors and airforce personnel be determined?
How should it relate to the starting salary in Government or the pay of a constable in CAPF/Police?
As overall defence pension bill increases, in line with projections, impact will be visible on equipment and arms purchase, their maintenance and modernization of defence forces.
What changes would you recommend to contain increases in defence manpower costs and its pension bill?
How can the Bonus structure be reimagined for rewarding excellence in productivity & performance?
Should PLB / Ad-hoc Bonus continue to be given on uniform basis (e.g., 60 days of salary for all) or be differentiated based on individual performance?
Do you think this should be expanded and other practices such as part-time work, flexi-time etc. be introduced in Government at middle/higher levels to tap a bigger talent pool?
What could be the pros and cons of doing so?
