FCI follows IDA (Industrial Dearness Allowance) pay scales — different from Central Government CDA scales. Basic pay ₹29,900. With high IDA (~124%), HRA, and allowances: gross ₹66,000–₹85,000/month. Plus unique perk: 30 kg food grain free every month.
Net effect: FCI gross salary is comparable to or higher than central govt Level 5–6 posts due to high IDA.
All figures at starting basic ₹29,900. IDA revised quarterly — actual DA may vary.
| Component | Amount (Approx) | Notes |
|---|---|---|
| Basic Pay | ₹29,900 | IDA Pay Scale ₹29,900–₹1,04,400 (Grade III Technical) |
| Industrial DA (IDA) | ~₹37,000+ | ~124% of basic (IDA revised quarterly; higher than CDA in most periods) |
| House Rent Allowance (HRA) | ₹3,000–₹9,000 | 10–30% based on posting city class |
| City Compensatory Allowance | ₹0–₹540 | For major cities only |
| Transport Allowance | ~₹1,800 | Fixed component for commuting |
| Food Grain Perquisite | In-kind | 30 kg wheat/rice/coarse grain free per month — unique FCI benefit |
| Medical Benefits | Full coverage | FCI Medical Scheme for self + family |
| Provident Fund | 12% of basic | Employee + FCI contribution; accumulates significant corpus |
| Gratuity | On retirement | 15/26 × last basic × years of service |
| Leave Encashment | Up to 300 days | Encashable at retirement — substantial payout |
| Gross (City A) | ₹78,000–₹85,000 | Before deductions |
| In-Hand (City A) | ₹60,000–₹68,000 | After PF, income tax |
* IDA revised quarterly. Verify from official FCI offer letter / FCI.in. Figures indicative.
Most FCI AGT postings are at district depots, mandis, or storage points. HRA varies by city class.
| Location | Basic | HRA | Gross | In-Hand (Est.) |
|---|---|---|---|---|
| Delhi / Mumbai (Class A1) | ₹29,900 | ₹8,970 (30%) | ~₹78,000–₹85,000 | ~₹60,000–₹68,000 |
| Hyderabad / Chennai / Bengaluru (A) | ₹29,900 | ₹7,475 (25%) | ~₹74,000–₹80,000 | ~₹57,000–₹64,000 |
| Lucknow / Patna / Jaipur (B1) | ₹29,900 | ₹5,382 (18%) | ~₹70,000–₹75,000 | ~₹54,000–₹60,000 |
| District HQ / Mandis (B2/C) | ₹29,900 | ₹2,990 (10%) | ~₹66,000–₹70,000 | ~₹51,000–₹56,000 |
| Rural Depot / Storage Point | ₹29,900 | ₹2,990 (10%) | ~₹65,000–₹68,000 | ~₹50,000–₹55,000 |
FCI promotions via DPC and Limited Departmental Competitive Examination (LDCE) for officer cadre.
| Post | Pay Scale | Timeline |
|---|---|---|
| AGT / Junior Engineer (Technical) | Grade III — ₹29,900 | Joining |
| Assistant Grade II (Technical) | Grade II — ₹40,000+ | 5–8 years (DPC) |
| Assistant Grade I (Technical) | Grade I — ₹52,000+ | 12–15 years |
| Assistant Manager (Technical) | Officer Grade — ₹65,000+ | 18–22 years / LDCE |
| Manager (Technical) | Manager Grade — ₹80,000+ | 22–28 years |
FCI employees receive 30 kg of food grain (wheat/rice/coarse) free every month — a unique in-kind benefit worth ₹1,500–₹2,000/month.
FCI maintains residential quarters at many depot locations. If quarters allotted, HRA is deducted; but accommodation is provided at nominal rates.
Comprehensive health coverage under FCI Medical Regulations — OPD, hospitalization, specialist, and family coverage.
IDA (currently ~124%) is much higher than CDA (~54%). FCI employees benefit when IDA > CDA, resulting in higher effective gross pay.
Current salary-intent searches focus more on take-home pay than on basic pay alone. The useful answer is the expected in-hand range after deductions, not just the headline pay scale.
Because FCI uses an IDA-linked salary structure, and that changes how candidates compare the role with CDA-based jobs. This is one of the most repeated salary questions in public FCI AGT search results.
Yes. HRA and some posting-linked benefits vary by location, so metro, district, and depot postings can show different gross and in-hand figures even when the starting basic pay is the same.
The most searched components are IDA, HRA, transport or city compensation, PF, medical support, and the food-grain benefit. Candidates usually compare the full package, not basic pay in isolation.
Comparison searches show that aspirants often treat FCI AGT as a balance option. It may not always lead on headline compensation against higher-banded officer roles, but it remains attractive because of stability, perks, and work-life balance.
No. Good decision-making here usually includes posting pattern, promotion speed, job nature, and long-term fit along with salary. Salary is important, but it should not be the only filter.