MACP Scheme Rules 2026: Master Guide to 10, 20, 30-Year Upgradations
The Modified Assured Career Progression Scheme (MACPS) ensures that Central Government Civilian Employees receive three financial upgradations after 10, 20, and 30 years of continuous regular service. This mechanism prevents financial stagnation when an employee fails to secure a functional promotion within a decade of service in the same pay level.
Consolidated Scheme Rules Active — 2026
Authority: Department of Personnel and Training (Estt. D)
Reference: Master Compilation OM No. DOPT-1669022409144
This article analyzes the DoPT’s consolidated master framework for MACPS. In practice, departmental screening committees frequently defer legitimate MACP cases by erroneously applying promotion rosters or miscalculating the “regular service” period, leading to severe financial loss for retiring employees.
What is the mandatory APAR Benchmark for MACP?
The financial upgradation is strictly subject to the employee’s fitness and Annual Performance Assessment Report (APAR) gradings. For all MACP upgradations falling due on or after July 25, 2016, the prescribed APAR benchmark is uniformly “Very Good” across all pay levels.
Calculating Regular Service: What Counts for MACP?
MACP timelines (10, 20, and 30 years) are counted directly from the date of joining a post in the direct entry grade on a regular basis. Any misstep in calculating this tenure can delay the financial upgradation by years.
| Nature of Service / Employment | Counted for MACP Eligibility? |
|---|---|
| Periods on Deputation or Foreign Service | Yes (Fully counted) |
| Sanctioned Study Leave | Yes (Fully counted) |
| Past Regular Service in another Central Govt Dept | Yes (If same Pay Level & no break) |
| Ad-hoc or Contractual Service | No (Strictly excluded) |
| Prior Service in State Govt or PSUs | No (Strictly excluded) |
How are Screening Committee meetings scheduled?
To prevent administrative delays, the Departmental Screening Committee (DSC) must meet twice a financial year. Cases maturing between April and September are processed in the first week of January, while cases maturing between October and March are assessed in the first week of July.
The Promotion Refusal Trap and Pay Anomalies
A critical compliance trap occurs when an employee refuses a regular promotion. The DoPT imposes strict penalties that can freeze an employee’s MACP progression entirely.
MACP Eligibility Maintained:
Regular promotion refused AFTER MACP grant
Surplus staff absorbed in same/lower scale
Employees on deputation (can opt for MACP pay)
MACP Denied / Withheld:
Regular promotion refused BEFORE MACP is due
Pending disciplinary/penalty proceedings
Organized Group ‘A’ Services (Excluded from Scheme)
What happens if a junior gets more pay than a senior under MACP?
Generally, stepping up of pay is not allowed if a junior draws a higher salary strictly due to MACP pay fixation. However, a senior can claim a step-up anomaly only if both officers are in the same cadre and identical pay structure, the senior drew equal or more pay before January 1, 2016, and the anomaly resulted directly from Fundamental Rule 22 applications post-7th CPC.
How To Exercise Pay Fixation Under MACP
- Verify your exact date of completing 10, 20, or 30 years of regular continuous service from your service book.
- Ensure your APAR gradings for the relevant reckoning period meet the mandatory “Very Good” benchmark.
- Once the Screening Committee approves the MACP, obtain the pay fixation option form under FR 22(I)(a)(1).
- Choose whether to fix your pay immediately from the date of MACP or defer it to your Date of Next Increment (DNI).
- Submit the signed option form to your DDO within one month of the MACP order issuance.
Does MACP grant a higher designation?
No. The upgradation under MACPS is purely financial and personal to the employee. It grants placement in the immediate next higher Pay Level in the Pay Matrix, but the employee’s official designation, classification, and seniority status remain entirely unchanged.
MACP Salary Increase Calculation (Example)
Example:
Level 6 (₹44,900) → Level 7 after MACP
New Basic Pay: ₹47,600
Increase: ₹2,700 per month
Annual Gain: ₹32,000+ (excluding DA)
Note: If Option 2 (DNI) is chosen, final basic may be even higher.
Frequently Asked Questions
Does prior service in a State Government count for MACP?
No. Past service rendered by a Central Government employee in a State Government, Statutory Body, or PSU before appointment in the Central Government is strictly excluded and does not count towards regular service for MACP.
What is the minimum APAR benchmark for getting MACP?
For all financial upgradations falling due on or after July 25, 2016, the mandatory APAR benchmark is “Very Good” across all pay levels.
What happens if an employee refuses a promotion before MACP?
If a regular promotion is offered but refused before the employee becomes entitled to MACP, no financial upgradation shall be allowed, as the employee is not considered stagnated.
Does an employee on deputation need to return to their parent department for MACP?
No. Employees on deputation do not need to revert. They can exercise a fresh option to either draw pay in the level attached to their deputation post or draw the MACP Pay Level with the applicable deputation allowance.
हिंदी सारांश
डीओपीटी के मास्टर सर्कुलर के अनुसार, एमएसीपी (MACPS) योजना के तहत केंद्र सरकार के सिविल कर्मचारियों को 10, 20 और 30 वर्ष की नियमित सेवा के बाद वित्तीय उन्नयन दिया जाता है। इस योजना का लाभ लेने के लिए ‘वेरी गुड’ एपीएआर (APAR) ग्रेडिंग अनिवार्य है। राज्य सरकार या पीएसयू (PSU) में की गई पुरानी सेवा को एमएसीपी के लिए नहीं गिना जाता है। यदि कोई कर्मचारी एमएसीपी मिलने से पहले पदोन्नति से इनकार करता है, तो उसे एमएसीपी का लाभ नहीं मिलेगा। एमएसीपी मिलने पर केवल वेतन बढ़ता है, पदनाम नहीं बदलता।
