7Th Pay Matrix Table


What is pay matrix level 7 in up government?

Uttar Pradesh (UP) Pay Matrix Table Pay Scale Levels (1-17) Here you can check 7th Pay Matrix of Uttar Pradesh State Govt Employee. You can know about various pay scales of various posts in UP Government departments. Every year, Various Group A to Group D posts gets filled through state boards and commissions i.e.

UPPSC, UPSSSC, UP PRPB etc. through various advertisements. Selected candidates receive salary as per pay scale mentioned in those post’s advertisement. If you want to know about various levels of pay scales of Govt Job Employee in UP Govt departments on regular / permanent post, then here you can check them from below.

There are 17 Levels in this Pay Matrix of Uttar Pradesh. Below you can check all Pay Bands, Pay Scale Levels along with starting and last basic pay.

Pay Band Pay Scale Level in Pay Matrix Grade pay 7 th Pay Scale Starting Basic Pay
1 5200-20200 1 1800 18000-56900 18000
2 1900 19900-63200 19900
3 2000 21700-69100 21700
4 2400 25500-81100 25500
5 2800 29200-92300 29200
2 9300-34800 6 4200 35400-112400 35400
7 4600 44900-142400 44900
8 4800 47600-151100 47600
9 5400 53100-167800 53100
3 15600-39100 10 5400 56100-177500 56100
11 6600 67700-208700 67700
12 7600 78800-209200 78800
4 37400-67000 13 8700 118500-214100 118500
13A 8900 131100-216600 131100
14 10000 144200-218200 144200

ul> Level-15 : 67000-79000 (182200-224100) Level-16 : 75500-80000 (205400-224400) Level-17 : 80000 (225000)You can check Pay Matrix table (Level 1 to Level 17) of Uttar Pradesh from below image or download pdf from link below.

: Uttar Pradesh (UP) Pay Matrix Table Pay Scale Levels (1-17)

How to calculate salary?

How do I calculate salary to hourly wage? – Multiply the hourly wage by the number of hours worked per week. Then, multiply that number by the total number of weeks in a year (52). For example, if an employee makes $25 per hour and works 40 hours per week, the annual salary is 25 x 40 x 52 = $52,000.

Important Note on the Hourly Paycheck Calculator: The calculator on this page is provided through the ADP Employer Resource Center and is designed to provide general guidance and estimates. It should not be relied upon to calculate exact taxes, payroll or other financial data. These calculators are not intended to provide tax or legal advice and do not represent any ADP service or solution.

You should refer to a professional advisor or accountant regarding any specific requirements or concerns.

What is the basic pay?

What if the basic pay is very high? In the instance that basic pay is kept very high, then the employee’s tax liability will also increase, given that this component is fully taxable. It also impacts the liability of the organization since higher contributions would be required for ESIC, PF, etc.

  • What if the basic pay is very low? In the instance that basic pay is kept very low, the organization might not be able to meet the minimum wage norms fixed by the respective state government.
  • Also, considering that minimum wages are regularly updated, the organization could run the risk of falling below the set wage limit.

How is Gross Pay different from Basic Pay? Basic pay is the minimum sum of earnings that an employee is to receive. The individual may receive additional money by earning incentive bonuses or working overtime. The extra earnings made from logging in overtime do not raise the employee’s basic salary.

  • Similarly, the monetary incentive paid out by the employer throughout the year does not impact the basic salary.
  • The basic salary will usually be less than the gross salary.
  • On the other hand, gross pay includes not just the employee’s base pay, but also any additional earnings.
  • Say, if an employee puts in extra hours or is the recipient of an incentive bonus, the additional earnings shall appear in the individual’s gross pay.

Is overtime pay part of Basic Salary? No, extra pay for overtime work does not form part of the basic pay. It is factored in while calculating gross salary. Is Basic Salary gross or net? Basic salary is different from gross pay and net pay. It is a fixed amount of money that an employee receives prior to any extras being added or payments deducted.

Gross pay, on the other hand, includes not just the employee’s base pay, but also any additional earnings. Net salary (also referred to as the Take Home Salary) is what an employee takes home after all the required deductions are made from the gross salary. How is DA calculated in basic salary? Dearness allowance (DA) is computed as a percentage of basic pay.

This amount will differ depending on the location of the employee. How much is the Basic Pay of CTC? Usually, the basic salary is 40% to 50% of CTC (Cost to Company). Statutory components such as bonus, PF, gratuity, and other benefits are determined on the basis of the basic salary.

Any increase or decrease of basic salary can affect an employee’s CTC. Is Basic Salary taxable? Yes, the basic salary is fully taxable. What are the various components that form the salary? The components of the salary structure are basic salary, dearness allowance, medical allowance, conveyance allowance, HRA, leave travel allowance, children education allowance, children hostel allowance, mobile & telephone reimbursement, car maintenance, driver salary, books & periodicals, and special.

What are the various deductions applicable to CTC? Some of the common deductions applicable while determining take-home salary are Provident Fund, ESIC, Professional Tax, and Labour Welfare Fund.

What is annual salary?

Annual salary is the total amount of money you gain in a year when your employer pays you for your work. You can calculate it as an accumulated amount over 12 months. Employers determine the salary based on hourly rates or salary wages.

How do you calculate monthly salary?

Divide your salary or multiply your hourly wages First, find the amount of money you make in a week by multiplying your hourly rate by the number of hours you work in a week. Then, multiply the result by 52, the total number of weeks in a year. Then, divide the result by 12 to learn your monthly gross income.

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Is 70k a good salary in India?

Comparative salary by location – The average Indian salary also varies based on the job’s location and across the country. Take a look at the salaries according to payscale.

Location city or State Indian average salary per month ( ₹ ) Equivalent in USD ($)
Bangalore 60,583 808.08
Mumbai 45,500 606.90
Pune 48,583 648.02
New Delhi 41,500 553.54
Andhra Pradesh 41,916 559.09
Kerala 32,666 435.71
Uttar Pradesh 34,500 460.18
West Bengal 31,916 425.71
Chandigarh 32,250 430.16
Goa 28,000 373.48

Is 15000 a good salary in India?

A salary of Rs 15,000 per month at the age of 24 in India can be considered as a modest starting salary, especially for individuals who have recently entered the job market or are in the early stages of their careers. It is not uncommon for entry-level positions or certain industries to offer salaries in this range.

What is a monthly salary?

(sæləri ) variable noun. A salary is the money that someone is paid each month by their employer, especially when they are in a profession such as teaching, law, or medicine. Collins COBUILD Advanced Learner’s Dictionary.

How do you calculate weekly pay?

Download Article Download Article If you work for an hourly wage, you may want to calculate your wages by hand to verify that the paycheck you receive each week is correct. In general, you only need to know your hourly pay rate and the number of hours that you work. Some other factors, like state and federal taxes, may apply as well.

  1. 1 Know your hourly pay rate. When you were hired, you should have been notified of your pay rate. If you do not know your hourly rate, you should ask your supervisor or the company human resources director.
    • Since July 24, 2009, the federal minimum hourly wage in the United States is $7.25.
    • As of January 1, 2017:
      • thirty states or territories had minimum hourly wage rates greater than the federal rate.
      • twenty-one states or territories apply minimum hourly wage rates equal to the federal rate.
      • You can look up your individual state at https://www.dol.gov/whd/minwage/america.htm,
  2. 2 Record your hours worked. Every company or employer will have a different system for you to record the hours you work. In some places, you may punch a time clock when you enter and leave. Others may have you record tasks on time slips and enter them into a computer system.
    • If you receive different pay rates for different working times, you should keep separate records. For example, if you earn one rate for weekdays and a higher rate for weekends, you should count your weekday hours and your weekend hours separately.


  3. 3 Keep track of overtime. If your contract allows you to earn a higher overtime rate after a certain number of hours, you should keep track of the hours that qualify for overtime. For example, if you get overtime after 40 hours each week, and you worked 50 hours, then you would have 40 hours at your regular rate and 10 hours at your overtime rate.
    • Alternatively, some people might earn overtime after 8 hours on one day. If, during one week, you worked 10 hours, 10 hours, 8 hours, 4 hours, and 6 hours, you would have 34 hours at regular time and 4 hours at overtime.
  4. 4 Multiply your hours worked by the pay rate. Take your total number of hours at your base pay rate and multiply it by the rate. If you have additional hours at a second rate (overtime or weekend, for example), multiply those hours times that rate separately. Then add the two numbers together.
  5. 5 Add on any bonuses. Some employees are eligible for bonus pay for a variety of reasons. If this applies to you, then add any bonuses to your wages after completing the prior calculation.
    • For example, if your hourly wages add up to $290 for the week and you earned a $30 bonus, your total would be $320.
  6. 6 Account for deductions. Your take-home pay, in most cases, is going to be less than the wages that you calculate. The difference will be made up of federal, state and local withholding taxes, Social Security withholding, and other things. In some states, your employer may have to withhold for unemployment insurance.
    • Withholding rates are different for everyone based on your tax bracket and local and state laws. If you want to understand your personal deductions completely, you should talk with your employer’s bookkeeper.
    • Some online sources offer “wage calculators.” These are websites where you can enter your number of hours worked, your pay rate, and your number of dependents. The site will then calculate your weekly, monthly and annual wages. Bear in mind that any deductions are probably going to be estimates.
  7. 7 Estimate your annual wages. If you work for an hourly rate, you can estimate your annual salary, especially if your hours are fairly regular. Assuming that you work a full-time, 40 hour per week schedule, simply multiply your hourly rate by 40, to calculate your weekly pay.
    • For example, if you earn the minimum wage of $7.25 per hour, you would multiply annual salary.
    • If you were hired for an annual salary, then that number, minus taxes and other withholdings, will be your annual pay.
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  1. 1 Find out your hourly rate. Tipped employees, including waiters and waitresses, earn a substantial part of their income through tips. These tips cannot be directly calculated or predicted. When you are hired, your employer may offer you any competitive rate or may choose to apply the minimum wage for your state.
    • As of January 1, 2017, the federal minimum wage for tipped employees is $2.13. This is calculated by starting at the regular minimum wage of $7.25 and subtracting a credit of $5.12 per hour. Essentially, the government is assuming that you will earn at least $5.12 each hour in tips.
    • Eight states do not make any deduction to the minimum wage for tipped employees. Twenty-eight states or territories do apply a tip deduction, but still have minimum wages higher than the federal rate. Eighteen states use the federal tipped employee minimum of $2.13.
    • You can find your state’s laws at https://www.dol.gov/whd/state/tipped.htm,
  2. 2 Record your working hours. Use your employer’s record keeping system for recording the hours you work. You may also wish to keep your own separate record to compare with your paycheck.
  3. 3 Keep track of your tips. Different companies or employers may have a variety of policies for handling tips. Some places will pool the tips among all staff and then divide them evenly. Others will just allow you to collect your own tips from your work station. Follow your employer’s system. At the end of each day, you should count and record the amount of tips that you received.
    • Because tips often come in cash, it is tempting just to grab the money and go at the end of the night. But if you are concerned with counting your wages, you should keep a record.
    • Customers who pay with credit cards will often tip that way as well. You need to learn your employer’s system for crediting you with these tips. For example, the credit card tips may just be calculated in the computer and added to your paycheck each week.
  4. 4 Calculate your weekly or annual pay. To find your base pay, multiply your number of hours worked by your pay rate.
  5. 5 Add on your tips. If you are trying to calculate your wages for one particular week, keep track of the tips that you earned that week. Add the total of your tips to your calculated base pay.
  6. 6 Calculate your practical hourly rate. If you wish, you can figure out your hourly rate for the week, with base pay and tips combined. Simply divide your total calculated wages by the number of hours that you worked.
    • For the ongoing example, if the tips and wages totaled $695.20, and you worked 40 hours, the hourly rate would be,
  7. 7 Report your tips for tax purposes. The IRS requires tipped employees to keep an accurate, daily record of tips received through the month. By the 10th of the next month, you are then supposed to report this total to your employer. Your employer may require you to report tips more frequently.
    • You do not need to report tips if they total less than $20 per month.
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Add New Question

  • Question What deductions are taken from a paycheck? Alex Kwan Certified Public Accountant Alex Kwan is a Certified Public Accountant (CPA) and the CEO of Flex Tax and Consulting Group in the San Francisco Bay Area. He has also served as a Vice President for one of the top five Private Equity Firms. With over a decade of experience practicing public accounting, he specializes in client-centered accounting and consulting, R&D tax services, and the small business sector. Certified Public Accountant Expert Answer It really depends on what kinds of benefit programs you pay into through your state and employer. However, you’ll likely have federal income tax deductions, state tax, disabled insurance, unemployed insurance, employee benefits, and IRA and HSA deductions.
  • Question Do I need to add in my Social Security check into my wage total? No, Social Security benefits are not considered wages. You report those benefits on a separate line on your tax return.

Ask a Question 200 characters left Include your email address to get a message when this question is answered. Submit Advertisement

Calculating your wages by hand can be useful for one or two pay periods. Compare your calculations with the paycheck you actually receive. If you notice differences, you should talk with your employer or bookkeeper for an explanation.

Advertisement Article Summary X If you receive an hourly rate, you can work out your regular wages with a few simple calculations. Start by recording the hours you worked in a given period, such a week or month. Don’t forget to include any overtime you worked.

Then, multiply the hours you worked by your hourly rate. If you were paid any bonuses during the pay period, add these too. Finally, subtract any deductions like federal, state, and local tax, social security, and any retirement funds you pay into. This will give you your take-home pay. If you don’t want to work this out manually, there are plenty of wage calculators online where you can input the information and they’ll do the math for you.

For more tips, including how to keep track of tips, read on! Did this summary help you? Thanks to all authors for creating a page that has been read 87,797 times.

What is the salary range?

Salary structures are an important component of effective compensation programs and help ensure that pay levels for groups of jobs are competitive externally and equitable internally. A well-designed salary structure allows management to reward performance and skills development while controlling overall base salary cost by providing a cap on the range paid for particular jobs or locations.

72 percent of surveyed North American companies reported having formal base salary range structures.Most companies with formal base salary structures review their structures annually.93 percent use compensation survey market data when designing salary structures.82 percent use traditional salary structures, while 7 percent use broadband structures.55 percent have multiple structures varying by job and/or geographic location.Salary range spreads and midpoint-to-midpoint differentials vary significantly by job level.

Salary Ranges and Structures Defined A salary range is the span between the minimum and maximum base salary an organization will pay for a specific job or group of jobs. A salary range structure (or salary structure ) is a hierarchal group of jobs and salary ranges within an organization.

  • Salary structures often are expressed as pay grades or job grades that reflect the value of a job in the external market and/or the internal value to an organization.
  • Percent of Companies with Formal Salary Range Structures Seventy-two percent of surveyed companies reported having formal salary range structures (Table 1).

As companies increase in size they are more likely to have salary range structures. Less than half of companies with fewer than 100 employees use salary range structures. In contrast, about four out of five companies with more than 500 employees use salary range structures.

Table 1. Companies with Salary Range Structures
Percent of Companies
All Companies 72%
Number Employees
1 to 100 44%
101 to 500 64%
501 to 2,500 78%
2,501 to 10,000 86%
Over 10,000 85%
Source: 2010-2011 Culpepper Salary Budget & Planning Survey.

Frequency Salary Range Structures Are Reviewed Salary range structures should be reviewed regularly to maintain a competitive edge in attracting and retaining top talent. Most companies with formal base salary range structures review their ranges and structures annually (Table 2).

Table 2. Frequency of Salary Range Structure Review
Job Level Percent of Companies
Annually Every Two Years Every Three Years Other/ Varies No Formal Ranges for Job Level
Top executives 60% 8% 5% 8% 19%
Nonexecutives 77% 9% 7% 6% 1%
Nonexecutives include directors, managers, professionals and hourly nonexempt employees.

Nineteen percent of participants with formal salary range structures reported that they do not use formal salary structures with executives. Companies choosing “other/varies” indicated that the frequency for reviewing structures varies by type of job, business unit, location or union status. Examples include:

Some companies with union employees review salary structures based on the length of multiyear labor contracts and review other nonunion jobs annually. Some companies in very competitive job markets review salary structures for critical jobs semiannually.

Methods Used to Design Salary Range Structures The two most common methods companies use to design base salary structure ranges are market pricing using external market data and point factor focusing on internal pay equity. Most companies use a market-pricing approach with current salary survey data for individual jobs, to design and adjust salary range structures (Figure 1). Traditional vs. Broadband Salary Structures Traditional salary structures are organized with numerous layers and range structures (or pay grades) with a relatively small distance between each range. This provides a hierarchal system enabling employees to be promoted from one pay grade to another.

  • When designed correctly, traditional structures enable the recognition of differing rates of pay for performance and guarantee a reasonable level of control over internal compression and salary expenditures.
  • Broadband salary structures are more flexible and consolidate pay grades into fewer structures with wider salary ranges.

On average, 82 percent of surveyed companies use traditional salary structures, while only 7 percent use broadband structures (Figure 2). Nine percent use a hybrid or mix of traditional and broadband structures. Single vs. Multiple Salary Structures Fifty percent of companies with salary range structures have multiple structures varying by job and/or geographic location. There is a strong correlation between job level and number of salary structures. Single salary structures are more common for executives and multiple salary structures are more common for nonexecutive positions (Table 3).

Table 3. Single vs. Multiple Salary Structures
Job Level Percent of Companies
Single Structure Multiple Structures Differing by Job Function Multiple Structures Differing by Geographic Location Multiple Structures Differing by Job and Geography Other/ Varies No Formal Structures
Executives 52% 12% 8% 7% 2% 19%
Directors/ managers 47% 18% 19% 13% 1% 2%
Professional 44% 19% 20% 15% 1% 1%
Hourly/ nonexempt 43% 17% 24% 14% 1% 1%

As companies increase in size, they typically have a higher number of salary structures to accommodate more locations and job structures. Data source: 2010 Culpepper Salary Range Structure Practices Survey of 360 organizations. Survey dates: August 26 through October 25, 2010. Breakdown by size:

Up to 100 employees: 11%101 to 500 employees: 18% 501 to 2,500 employees: 28% 2,501 to 10,000 employees: 27% Over 10,000 employees: 15%

Breakdown by sector:

Technology: 34%Life science: 10%Health care services: 8% Other: 48%

Breakdown by ownership/corporate status:

Public: 43% Private: 35% Not-for-profit: 15% Other: 6%

Participants by location:

United States: 95% Canada: 5%

Culpepper and Associates conducts worldwide salary surveys and provides benchmark data for compensation and employee benefits programs. Reposted with permission. Source: 2010 Culpepper Salary Range Structure Practices Survey, November 2010. www.culpepper.com

How much is 30000 monthly?

Frequently Asked Questions – If you make $30,000 a year, your monthly salary would be $2,499.47. Assuming that you work 40 hours per week, we calculated this number by taking into consideration your yearly rate ( $30,000 a year ), the number of hours you work per week ( 40 hours ), the number of weeks per year ( 52 weeks ), and the number of months per year ( 12 months ).

  • If you make $30,000 a year, your weekly salary would be $576.80.
  • Assuming that you work 40 hours per week, we calculated this number by taking into consideration your yearly rate ( $30,000 a year ), the number of hours you work per week ( 40 hours ), the number of weeks per year ( 52 weeks ), and the number of months per year ( 12 months ).

If you make $30,000 a year, your hourly salary would be $14.42. Assuming that you work 40 hours per week, we calculated this number by taking into consideration your yearly rate ( $30,000 a year ), the number of hours you work per week ( 40 hours ), the number of weeks per year ( 52 weeks ), and the number of months per year ( 12 months ).

How many pay periods in a year?

Weekly – 52 pay periods per year (53 in leap years) Biweekly – 26 pay periods per year. Monthly payments – 12 pay periods per year. Semi-monthly payments – 24 pay periods per year.

What is my gross pay?

FAQ Looking for a faster, more accurate way to calculate pay? Want more exclusive business insights like this delivered to your inbox? Subscribe now Gross pay is what employees earn before taxes, benefits and other payroll deductions are withheld from their wages.

What is the 7th pay commission of UP State Government?

7th Pay Commission: UP govt announces 4% DA hike for state employees, pensioners 7th Pay Commission: The Uttar Pradesh government has announced a 4% hike in Dearness Allowance and Dearness Relief for state employees and pensioners. The change in policy will apply from January 1 this year.

  1. With this, the DA has gone from 38% to 42% and will affect around 27.35 lakh people.
  2. In the larger interest of 16.35 lakh state employees and 11 lakh pensioners serving in the Uttar Pradesh government, the state government has decided to increase the rate of dearness allowance and dearness relief by 4% from 38% to 42% with effect from January 01, 2023.

Has been taken,” tweeted Chief Minister Yogi Adityanath.

What is the salary of Level 8 in UP?

UP PGT Salary Structure – On the basis of the 7th pay commission pay matrix, PGT’s are entitled to 4800 pay grades (47600-151100) (Level 8). As per the 7th pay commission pay matrix, a Level – 8 employee will get a salary from Rs 47,600 to Rs 1,51,100. It means after selection, the candidate will get a starting salary of Rs 47,600 plus Dearness Allowance (DA) and other allowances.

Grade Pay 1800 4800
Entry Pay 7000 18150
Level 0001 0008
Index 0002.57 0002.62