CGHS साठी सर्वांनी Mail करायचं आहे
Mail मध्ये आपले नाव टाकून mail करा
30 जून लास्ट date आहे
Mail मध्ये आपले नाव टाकून mail करा
30 जून लास्ट date आहे
Respected Sir,
I hope this email finds you in good health and high spirits.
With reference to subject cited above, I am writing to provide my suggestions regarding the draft recruitment rules (R.R) that are being developed for various grades of pharmacists in the Central Government Health Scheme (CGHS).
As an active member of Pharmacy profession and a concerned individual, I would like to contribute my insights to help improve and refine the recruitment rules.
Having reviewed the current draft, I believe that the following suggestions would be beneficial in ensuring a fair and effective recruitment process:
Revision of pay level corresponding to proposed Educational Qualification:
The recent revision in the essential qualifications for pharmacists necessitates an upgrade in the grade pay to maintain parity and fairness. The revised qualifications reflect the evolving nature of the field and the increased knowledge and skills required to perform the duties effectively.
Upgrading the joining pay to Level 6 in the pay matrix will not only recognize the enhanced qualifications but also attract competent candidates to the CGHS. It is worth mentioning that premier healthcare organizations like AIIMS provide joining pay level 6 to their newly recruited pharmacists.
Similarly, many posts in the CGHS with essential qualifications of a bachelor's degree in respective fields provide joined-in pay level 6. (Like Medical Laboratory Technologist and Dental Hygienist)
This adjustment would ensure that the remuneration aligns with the qualifications and responsibilities of pharmacists in the CGHS.
Also to note that, No other post in CGHS has such system of financial upgradation after completion of probation. This is case of discrimination against pharmacist cadre.
Increasing the age limit for pharmacist recruitment in CGHS from 27 ( Proposed in draft RR) to 32 would allow for the inclusion of experienced candidates, address workforce shortages, align with industry standards, and promote diversity and innovation in healthcare delivery.
Alignment of the number of senior pharmacist posts with wellness centers:
In the proposed system of promotion, there are only 90 posts of senior pharmacists created in Delhi, despite Delhi and NCR having a total of 108 allopathic wellness centers. The same situation exists in Pune, where there are only 7 sanctioned senior pharmacist posts for 10 wellness centers. This issue persists across all CGHS cities.
To address this, it is crucial that the number of senior pharmacist posts corresponds to the total number of wellness centers in each city. Given that the CGHS is a rapidly growing organization, with new
wellness centers being opened and demands for at least one wellness center in each district, it is essential to link the sanctioned posts of senior pharmacists directly to the number of wellness centers. This adjustment is particularly significant as senior pharmacists often hold the post of Storekeeper by virtue of their seniority.
Implementation of qualification pay for pharmacists with post-graduation degrees, similar to the qualification pay provided to nursing officers in CGHS, to recognize their advanced education and expertise, promote professional growth, and attract highly qualified candidates to the field of pharmacy within CGHS.
Clarification on the interaction between MACP and promotion channel:
In the current system, pharmacists are eligible for Modified Assured Career Progression (MACP) after successfully completing 10 years of service, subject to other terms and conditions. However, the draft recruitment rules propose a promotion channel for pharmacists, leaving ambiguity about whether the suggested scheme will replace the existing MACP system or operate alongside it.
I hope this email finds you in good health and high spirits.
With reference to subject cited above, I am writing to provide my suggestions regarding the draft recruitment rules (R.R) that are being developed for various grades of pharmacists in the Central Government Health Scheme (CGHS).
As an active member of Pharmacy profession and a concerned individual, I would like to contribute my insights to help improve and refine the recruitment rules.
Having reviewed the current draft, I believe that the following suggestions would be beneficial in ensuring a fair and effective recruitment process:
Revision of pay level corresponding to proposed Educational Qualification:
The recent revision in the essential qualifications for pharmacists necessitates an upgrade in the grade pay to maintain parity and fairness. The revised qualifications reflect the evolving nature of the field and the increased knowledge and skills required to perform the duties effectively.
Upgrading the joining pay to Level 6 in the pay matrix will not only recognize the enhanced qualifications but also attract competent candidates to the CGHS. It is worth mentioning that premier healthcare organizations like AIIMS provide joining pay level 6 to their newly recruited pharmacists.
Similarly, many posts in the CGHS with essential qualifications of a bachelor's degree in respective fields provide joined-in pay level 6. (Like Medical Laboratory Technologist and Dental Hygienist)
This adjustment would ensure that the remuneration aligns with the qualifications and responsibilities of pharmacists in the CGHS.
Also to note that, No other post in CGHS has such system of financial upgradation after completion of probation. This is case of discrimination against pharmacist cadre.
Increasing the age limit for pharmacist recruitment in CGHS from 27 ( Proposed in draft RR) to 32 would allow for the inclusion of experienced candidates, address workforce shortages, align with industry standards, and promote diversity and innovation in healthcare delivery.
Alignment of the number of senior pharmacist posts with wellness centers:
In the proposed system of promotion, there are only 90 posts of senior pharmacists created in Delhi, despite Delhi and NCR having a total of 108 allopathic wellness centers. The same situation exists in Pune, where there are only 7 sanctioned senior pharmacist posts for 10 wellness centers. This issue persists across all CGHS cities.
To address this, it is crucial that the number of senior pharmacist posts corresponds to the total number of wellness centers in each city. Given that the CGHS is a rapidly growing organization, with new
wellness centers being opened and demands for at least one wellness center in each district, it is essential to link the sanctioned posts of senior pharmacists directly to the number of wellness centers. This adjustment is particularly significant as senior pharmacists often hold the post of Storekeeper by virtue of their seniority.
Implementation of qualification pay for pharmacists with post-graduation degrees, similar to the qualification pay provided to nursing officers in CGHS, to recognize their advanced education and expertise, promote professional growth, and attract highly qualified candidates to the field of pharmacy within CGHS.
Clarification on the interaction between MACP and promotion channel:
In the current system, pharmacists are eligible for Modified Assured Career Progression (MACP) after successfully completing 10 years of service, subject to other terms and conditions. However, the draft recruitment rules propose a promotion channel for pharmacists, leaving ambiguity about whether the suggested scheme will replace the existing MACP system or operate alongside it.
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It is crucial to provide clarification in the recruitment rules regarding the interaction between the proposed promotion channel and the existing MACP system. The pharmacist cadre is concerned that if the current system is replaced by a vacancy-based promotion channel, only a few pharmacists will be promoted to higher pay levels, and most pharmacists will retire in the same pay level.
This could lead to demotivation among pharmacists and an exodus of skilled professionals from the CGHS.
Implementation of clear and objective criteria for promotion:
In the absence of clear and objective criteria for promotion in the draft recruitment rules within the CGHS creates a disadvantageous environment for pharmacists. Without transparent guidelines to assess their performance and determine eligibility for promotion, pharmacists may experience a lack of motivation and uncertainty about their career progression. The subjective nature of promotion decisions can lead to favoritism, biases, and the potential for unfair treatment.
This absence of a standardized framework not only hampers the professional growth and morale of pharmacists but also undermines the overall credibility and transparency of the CGHS as an organization. It is vital to implement clear and objective criteria for promotion that foster a fair and merit-based system. This would encourage pharmacists to strive for excellence and ensure the retention of skilled professionals within the CGHS.
I sincerely request you to consider these suggestions and incorporate them into the final recruitment rules for pharmacists in the CGHS. Addressing these concerns will enhance the fairness, attractiveness, and efficiency of the recruitment process, and ultimately contribute to the overall quality of healthcare services provided by the CGHS.
Thank you for your attention to these important matters. I remain committed to supporting the CGHS and its vision of delivering exceptional healthcare to beneficiaries.
Mangesh S.Butle
Sr.Pharmacist
This could lead to demotivation among pharmacists and an exodus of skilled professionals from the CGHS.
Implementation of clear and objective criteria for promotion:
In the absence of clear and objective criteria for promotion in the draft recruitment rules within the CGHS creates a disadvantageous environment for pharmacists. Without transparent guidelines to assess their performance and determine eligibility for promotion, pharmacists may experience a lack of motivation and uncertainty about their career progression. The subjective nature of promotion decisions can lead to favoritism, biases, and the potential for unfair treatment.
This absence of a standardized framework not only hampers the professional growth and morale of pharmacists but also undermines the overall credibility and transparency of the CGHS as an organization. It is vital to implement clear and objective criteria for promotion that foster a fair and merit-based system. This would encourage pharmacists to strive for excellence and ensure the retention of skilled professionals within the CGHS.
I sincerely request you to consider these suggestions and incorporate them into the final recruitment rules for pharmacists in the CGHS. Addressing these concerns will enhance the fairness, attractiveness, and efficiency of the recruitment process, and ultimately contribute to the overall quality of healthcare services provided by the CGHS.
Thank you for your attention to these important matters. I remain committed to supporting the CGHS and its vision of delivering exceptional healthcare to beneficiaries.
Mangesh S.Butle
Sr.Pharmacist
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Group C & D Interview पद्धत बंद करून फार्मसिस्ट पद भरती पंतप्रधन मोदी यांनी 2016 पासून सुरू केल्या मुळे देशातील सामन्या कुटुंबातील मुले सरकारी नोकरीत लागत आहे ....
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*वनविभाग फॉर्म भरण्यासाठी शेवटचे 2 दिवस बाकी*
*👉🏻 शेवटच्या दिवशी वेबसाईट चा प्रॉब्लेम येऊ शकतो त्यामुळे लवकरात लवकर अर्ज भरून निश्चिन्त व्हा*
*👉🏻 शेवटच्या दिवशी वेबसाईट चा प्रॉब्लेम येऊ शकतो त्यामुळे लवकरात लवकर अर्ज भरून निश्चिन्त व्हा*
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CGHS साठी सर्वांनी Mail करायचं आहे
Mail मध्ये आपले नाव टाकून mail करा
30 जून लास्ट date आहे
Mail मध्ये आपले नाव टाकून mail करा
30 जून लास्ट date आहे
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महाराष्ट्र पोलीस दलामधील पोलीस आयुक्त,
मुुंबई शहर या पोलीस घटक कायालयाच्या
आस्थापनेवरील पदाुंच्या सुधारीत आकृ तीबुंधास
मान्यता देण्याबाबत
मुुंबई शहर या पोलीस घटक कायालयाच्या
आस्थापनेवरील पदाुंच्या सुधारीत आकृ तीबुंधास
मान्यता देण्याबाबत
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