Parrikar releases list of 70 successful products of DRDO

Parrikar releases list of 70 successful products of DRDO

Parrikar says that in the last three years, many of these systems developed by DRDO have been inducted into the defence forces.

Defence Minister Manohar Parrikar released a list of 70 products and systems that have been developed by the Defence Research and Development Organisation (DRDO) for various wings of armed forces.
Parrikar says that in the last three years, many of these systems developed by DRDO have been inducted into the defence forces.

Interestingly many sub-systems are also being cited by the minister in the Upper House, with some being at various stages of trials, production and induction.

Parrikar says many of the products, originally developed for the defence forces, can also be used by Central Armed Police Forces (CAPFs), state police units and National Disaster Response Force.
DRDO has organised visits of CAPF’s to various laboratories to showcase DRDO’s products and capabilities.

The minister also said that the Ministry of Home Affairs has shortlisted about 146 items for trials, out of which trials of 78 products have already been completed.

He said a large number of products which can provide protection, day-night situational awareness and support-mobility have also been identified for induction into services by MHA after the trials.

Among the list of successful products of DRDO include:
1)  81 mm Anti Thermal Anti Laser Smoke Grenade
2)  Active Antenna Array Unit
3)  Air Defence Fire Control Radar
4)  Airborne Early Warning & Control System
5) Akash Weapon Systems
6)  Anti G Suit Mk-III
7)  Aslesha Radar
8)  Auto injector Atropine Sulphate
9)  Bi Modular Charge System
10)  Bomb 120 mm ILLG
11)  Bomb 120 mm Mortar HE
12)  Bomb 81 mm Mortar HE
13)  Bomb 81 mm Mortar PWP
14)  Bomb Mortar 51 mm HE Mk-II
15)  Bomb Mortar 51 mm ILLG
16)  Bomb Mortar 51 mm Smoke
17)  Bomb Mortar 81 mm ILLG
18)  Bridge Layer Tank T-72 (BLT-72)
19)  Cartridge ERU for aircraft with Package
20)  Cartridge Primary for 120 mm Mortar
21)  Cartridge SA 5.56 mm Ball
22)  Cartridge Signal 16 mm 1A
23)  Cartridges 105 mm IFG NC
24)  Cartridges 22” RF Ball
25)  CBRNe Remotely Operated Vehicle
26)  Chemical Agent Monitor
27)  Coastal Surveillance Radar
28)  Commander’s Thermal Imager for  T-90
29)  Commander’s Thermal Imager for BMP Tanks
30)  Commander’s Thermal Imager Mk-II for T-72
31)  Communication Link Controller
32)  Digital Radar Warning Receiver
33)  Display Processor
34)  E1 Link Encryptor
35)  Electronic Support Measure (ESM), Varuna
36)  EW Programme  – Samudrika
37)  Explosive Detection Kit
38)  Explosive Reactive Armour Mk-II
39)  Fuze 213 Mk-V M2
40)  Heavy Drop System
41)  Helmet Mounted Thermal Imaging Camera
42)  Holographic Sights for Small Weapons
43)  Identification of Friend and Foe System
44)  Integrated Multi-function Sight
45)  Laser based Directed Energy System
46)  Mine AP M16 and AP NM-14
47)  Mission Computer
48)  Mobile Autonomous Robotic System
49)  Mountain Foot Bridge
50)  NBC Canister
51)  NBC Filter
52)  Optical Target Locator
53)  Personal Decontamination Kit
54)  Phase Control Module
55)  Pinaka Launcher Mk -II
56)  Radar Computer I & II
57)  Radar Warning Receiver
58)  Resin based Combustible Cartridge Case for 120 mm FSAPDS Mk-II Ammunition
59)  Revathi Radar
60)  Rotating Telemetry System
61)  Secure Adapter for Frame Relay Encryptor
62)  Secure Multi Interface Link Encryptor
63)  Shell 105 mm IFG BE Smoke
64)  Shell 105 mm ILG Mk-I
65)  Short Range Laser Dazzler
66)  Three Colour Detector
67)  Through Wall Imaging Radar
68)  Weapon Locating Radar (WLR)
69)  Wheeled Armoured Platform
70)  X-Band Microwave Power Module

Ever since the NDA government came to power in 2014, DRDO has been put on the radar with Prime Minister Narendra Modi wanting youngsters to be given more responsibilities.

This followed the sacking of DRDO head Dr Avinash Chander in 2015 which came as a warning from the top. The post of DRDO DG and Scientific Advisor to Defence Minister was then split into two. Dr S Christopher was given the mandate of running the labs and Dr G Satheesh Reddy was made Parrikar’s advisor.

In the last one year, DRDO seldom made any claims on their achievements and kept many of its missions under wraps.

“DRDO often forgot that they have a user in the waiting with hope. It was a family party often with little focus on R&D. I am not sure if the youngsters got their due. If they (DRDO) have gone silent means, they have been told to prove their worth first. If Make in India needs to succeed DRDO must change their attitude towards private players. The list of 70 items released now would be doubled then,” says a former Indian Air Force official, who worked closely with some of the home-grown projects, while on deputation.

Source: mathrubhumi.com

7th Pay Commission Recommendations on PRIS

7th Pay Commission Recommendations on PRIS – Performance Related Incentive Scheme to continue as such.  No PRIS for Non-Scientific Staff. DRDO can continue with their existing system.

7th CPC report has been submitted to Finance Ministry for implementation.  The recommendations made by the 7th CPC about PRIS is given below.

Performance Related Incentive Scheme (PRIS)

PRIS is operational in Departments of Atomic Energy and Space. PRIS is a variable component of pay and is awarded on the basis of the performance of individual/ group/organization, measured against goals set for a given period of assessment. PRIS is non- additive and non-cumulative. The form of PRIS envisaged is organization and design specific and is payable as a cash incentive either when it becomes due or on a monthly/quarterly/annual basis. It is based on the principle of differential reward for differential performance. The scheme is transparent and centrally implementable. The Scheme has three components- Organizational, Group and Individual.

Organizational PRIS

Organizational PRIS or PRIS (O) is awarded to all personnel in the department and its constituent units based on accomplishment of various objectives at the organizational level, in the form of Special Allowance at the rate of 20 percent of pay, payable on a six monthly basis and subject to fulfilling the following eligibility criteria:

• Attendance of not less than 175 working days during the preceding financial year.
• Incentive shall not be admissible for the period of EL/HPL/Commuted Leave etc. availed singly or in combination, in excess of 30 days during the financial year for which the organizational incentive is otherwise payable.
• APAR grading should be Good/B+ or above.
• Should not be under suspension or deputation.

Group PRIS

Group PRIS or PRIS (G) is awarded to all employees belonging to specific groups identified in all Units of the Department–scientific, technical, administrative and auxiliary, exhibiting excellence which have significantly contributed towards the realization of the organizational objective in a particular year, in the form of Special Allowance at the rate of 10 percent of the basic pay of the individual during the financial year, based on annual assessment and which is further subject to fulfilling the following eligibility criteria:

• Overall grading in APAR of the preceding reporting year should be Very Good or above.
• For SC/ST personnel, the same should be Good or above.
• Other criteria remain the same as PRIS (O).

Individual PRIS

Individual PRIS or PRIS (I) are variable additional increments granted to all eligible Scientific and Technical personnel at the time of promotion in recognition of individual meritorious performance subject to fulfilling the following eligibility criteria:

• Variable increments awarded to Scientific and Technical personnel are specific to the Grade.
• An employee will enter into PRIS (I) only after the first merit promotion.
• A promoted candidate should not get less PRIS (I) increments than what the candidate was drawing before the effective promotion date.
• Eligibility condition of 175 working days is not applicable for grant of PRIS (I).
• The DPC/Standing Selection Committee, after considering the total length of time taken by an employee to earn promotion, will recommend the total number of variable incentives payable under PRIS (I)
• Up to six increments can be recommended to the officers in the grade of Scientist H and above (except Officers at Apex Scale), four increments to the officers in the grade of Scientist C to Scientist G and maximum three increments to Technical Staff.
• Variable increment will be multiple of one increment, but subject to the ceiling of Rs.10,000 per month.
• The amount of incentive increment payable as PRIS (I) has no relation with the normal rate of increments under pay fixation/annual increment.

The Commission has been informed that of the three components, only PRIS (O) and (I) are under implementation and that PRIS (G) is yet to be awarded.

Demands

Associations of scientific staff in Departments of Atomic Energy and Space have submitted that PRIS, as presently implemented, has gone a long way in arresting attrition and accordingly need to be continued. They have however sought an increase in the incentive percentage of PRIS (O) and PRIS (G) as lately the attrition rate has somewhat increased. They have also demanded extension of PRIS (I) to the apex level posts of the organizations presently covered under the scheme, the stated justification being that Heads of Organization have a critical role to play in the formulation and implementation of scientific policy of the government. The associations have also requested extension of PRIS (I) to the entire department instead of limiting it to the scientific cadres. Demands have also been made for exempting Medical Leave for fulfilling the conditionality of attendance for being considered eligible for grant of PRIS (O) and PRIS (G). A demand has also been placed to extend PRIS to DRDO.

In response to a query, current data on attrition rate was supplied by Departments of Atomic Energy and Space, as well as DRDO. The attrition rate, defined as the number of scientists resigning/taking VRS during a year as a percentage of total scientists on the payroll at the end of that year, is shown in the table below:

Attrition Rate of Scientists

(percentage)

Years	Space	Atomic Energy	DRDO
2010-11	1.34	0.57	0.87
2011-12	1.50	0.70	1.16
2012-13	1.23	0.51	0.93
2013-14	1.25	0.70	0.82
2014-15	0.86	0.48	0.53

From the table above it is seen that attrition rate has been on decline in all the three scientific departments which would be partly due to PRIS and partly due to salary increase after VI CPC.

Analysis and Recommendations

It is noted that contrary to the assertion by Departments of Atomic Energy and Space, the attrition rate has continued to fall. Therefore, while the Commission sees merit in continuing with PRIS for arresting attrition in these organizations, it is not in favour of increasing the incentive percentage. The PRIS (O) and PRIS (G) taken together already amount to 30 percent of the basic pay, which is substantial. This would be more so when the rise in pay levels post implementation of VII CPC recommendations is taken into account. The demand to bring apex level functionaries under PRIS (I) is not supported as Heads of Organizations have sufficient incentive to perform being in the position they are in and like others are already the beneficiaries of PRIS (O). The Commission is also not in favour of extending PRIS (I) to non-scientific staff. The demand for exempting medical leave from the eligibility conditions of PRIS is a matter that may be dealt with administratively. The Commission also does not recommend extension of PRIS to DRDO as they have a separate system of variable increments in place which is similar to PRIS (I).


Source: gconnect.in

Ordnance Factories: Ministry of Defence

Ordnance Factories

Press Information Bureau Government of India
Ministry of Defence

13-March, 2015

Kelkar Committee had recommended that “Ordnance Factories should be corporatized into a single corporation under leadership of a competitive management. This corporation should be accorded the status of Navratna”.

The following steps have been taken by the Government on research and development initiative for innovation and import substitution in last one year:

• To avoid the delay in processing of R&D projects at Ordnance Factory Board Headquarters (OFBHQ), financial powers have been delegated to all levels.
• Factories have been given target to increase the expenditure on R&D activities to 3% of their turnover by the year 2018-19 in a phased manner.
• Factories are being encouraged to associate themselves with reputed Academic Institutes for Research Assistance.
• Core technologies have been identified for 12 Ordnance Factories to put in more focused efforts to cope up with Technology denial regime.
• Joint working on some of the large projects with Defence Research Development Organization (DRDO) from the inception stage and to render manufacturing assistance, wherever required by DRDO is being encouraged.

This information was given by Minister of State for Defence Rao Inderjit Singh in a written reply to Shri Gaurav Gogoi and others in Lok Sabha today.

DM/NAMPI/HH/RAJ

PIB

Armed forces want higher allowances for ‘hardship’ postings

Armed forces want higher allowances for ‘hardship’ postings

NEW DELHI: The armed forces are seeking an enhancement of allowances for their personnel posted in “hardship” areas on the pattern of high-altitude Siachen in Jammu and Kashmir.

“Many of the areas where the armed forces operate are hardship areas. So what one is looking at is an enhancement in allowances,” a defence official said.

While officials agree that allowances for other areas cannot be matched with that of the Siachen, they are looking at an increase in the 7th Pay Commission which is currently assessing the situation.
At present, a soldier posted in Siachen gets around Rs 8,000 per month as hardship allowance, which is the highest.

At present the allowances vary from area to area. Those involved in counter insurgency operations in northeast and Kashmir get an ‘insurgency’ allowance while those posted in higher altitude get other allowances.

The official said the Joint Services Memorandum, submitted about two months ago, has raised a number of expectations before the 7th Central Pay Commission.

Incidentally, the Pay Commission is on a four-day visit to Ladakh region, particularly world’s highest battlefield at Siachen glacier to meet soldiers performing their duties in challenging operational conditions.
The Commission headed by Justice A K Mathur and comprising former IAS officer Vivek Rae, full-time member Meena Agarwal, Secretary and 14 other members are vising Ladakh from October 12 to 15.

They were briefed on the peculiarities of difficult terrain, inclement weather and challenging operational conditions under which our soldiers are performing duties in various parts of Ladakh, including Siachen glacier.

The Commission members also visited remote posts in Eastern Ladakh and Kargil. They also landed at Daulat Beg Oldie (DBO), the scene of last year’s face-off between Indian and Chinese troops.

They interacted with soldiers from the Air Force, ITBP, BRO, and representatives of the DRDO.

Source: http://articles.economictimes.indiatimes.com/