CONTRACT, FACILITY, FACILITY WORKERS, INVESTIGATION, MANAGEMENT, NSS, PUNE, PUNE UNIVERSITY, SPPU, STAFF, STRUGGLES, WORKERS
Universities are seen as the center of intellectual development and social advancement because they are regarded as bulwarks of knowledge and enlightenment. They serve as metaphors for education, encouraging a dialogue that pushes and refines ideas. Fairness and equality are not just expected but essential to the pursuit of knowledge within the walls of these institutions. But behind the beautiful facade of academia, under the arches of learning, and in the sacred corridors of wisdom, there are some structural injustices that cast doubt on the romanticised image of equal opportunity.
Over time, the education sector, which has been hailed as the cornerstone of societal growth, has experienced revolutionary transformations. One such change is the contractualization of labour, a paradigm shift rooted in the Madhya Pradesh-based ‘Shiksha Karmi’ plan that was introduced in 1996.
Originally designed as a way to supplement educational offerings, this programme has expanded into a national trend that affects many aspects of educational institutions. As a result, the very people who help these academic citadels run smoothly—especially those who provide property management services—become ensnared in a web of temporary employment.
This contractualization has far-reaching effects that go beyond budgetary and administrative choices. They permeate the entire academic culture, drastically changing the nature of work and leading to the unintentional polarization of the academic environment. Once viewed as a means of increasing productivity and economy, contractualization of labour has unintentionally turned into a catalyst for marginalisation within the academic community.
This blog examines Savitribai Phule Pune University (SPPU) in further detail in an effort to shed light on the subtleties of this phenomena. The emphasis is squarely on facility management employees, the men and women whose services frequently go unnoticed. Of them, a sizeable fraction work for the National Security Services (NSS), one of the major players in the field of facilities management outsourcing. Situated in the bustling metropolis of Pune, SPPU is the pinnacle of academic distinction and cultural pluralism. Beneath its academic excellence, nevertheless, is a workforce dedicated to the vital responsibility of upkeep of the university’s physical infrastructure. These people, who are frequently overlooked in the hectic daily grind of academia, are essential to the smooth operation of the organization. However, the fact that they are employed by external companies adds another level of complexity to their working environment. The lens focuses in particular on NSS employees—committed individuals who make sure that facilities run well and contribute to the university’s general well-being. We hope to shed light on the difficulties these individuals have on a daily basis in their work life by exploring their stories. We try to provide a complete picture of the realities faced by those who frequently labour in the shadows of academia, from the nuances of their contractual employment terms to the wider repercussions on their job security, financial well-being, and work-life balance.
By conducting this investigation, we hope to better understand the difficulties and promote inclusive and equitable work practises in educational institutions. We hope to contribute to a wider discussion about the values that should guide our educational spaces—values that uphold not only the pursuit of knowledge but also the dignity and fair treatment of those who contribute to its cultivation—by shedding light on the intricacies of outsourced facilities management and the effects they have on SPPU’s NSS workers.
The NSS Landscape:
The majority of SPPU’s facility management services are provided by Pune-based security and facility management service provider NSS. Even while these services are necessary for the university to run smoothly, NSS employees’ experiences with outsourced facilities management highlight a sobering reality that needs our attention.
Monthly Salary Struggles:
NSS employees, who are essential to the day-to-day running of university facilities, struggle to make ends meet on a meagre 14,000 INR per month. This sum is more than just a figure on a paycheck—it represents the enormous obstacles they must overcome to cover their essential living costs. Their inability to make ends meet highlights the hard reality of their small monthly income, resulting in a severe financial environment that necessitates careful analysis.
Years of Dedication, Limited Financial Progress:
Their situation is made more difficult by the commitment and loyalty of other NSS employees who have put in years of hard effort. They are in a constant struggle to survive since, despite their unrelenting commitment, there is little progress made financially. Critical concerns concerning the fair distribution of incentives and the requirement for long-term financial sustainability are brought up by the striking discrepancy between their commitment and financial security.
Leave Limitations and Weekly Rest:
For those employed by the National certainty Services (NSS), managing a busy work schedule without the certainty of paid or sick leave is a real and present difficulty. These committed professionals face a severe lack of important leave alternatives in their day-to-day work lives, which makes work-life balance even more difficult. These employees face the difficult problem of balancing their personal and professional obligations because they only get one weekly break—Sunday. The strain of juggling work and personal obligations takes a toll on their general well-being and health, which is evident. One important aspect influencing how their work experiences are shaped is the lack of comprehensive leave regulations. This gap affects their general equilibrium between their personal and professional obligations as well as their immediate well-being and overall job satisfaction. The inadequate leave options are a dramatic example of the larger problems with outsourced facilities management, as well as highlighting the structural difficulties that NSS staff face. The more we examine the nuances of their workplace, the more obvious it is that solving the lack of leave policies is both an operational and moral requirement. It is an appeal to acknowledge the humanity of the labour force and the ways in which the lack of comprehensive leave laws endangers workers’ physical and mental health as well as the fundamental tenets of a fair and healthy workplace.
Organisations that handle facilities management that is outsourced must carefully reevaluate their leave policies in order to address this mismatch. This entails actively putting their employees’ overall well being first rather than just covering a procedural gap. Organisations may play a critical role in creating an atmosphere where everyone, including NSS workers, can succeed on both a professional and personal level by developing and implementing inclusive leave policies. Comprehensive leave policies are a vital component in the larger picture of employment considerations. When they are carefully and thoughtfully weaved, they create a supportive and understanding environment that not only promotes productivity but also the general well-being and productivity of the workforce.
Healthcare Accessibility Challenges:
Workers under the National Service Scheme (NSS) face a major obstacle in the difficult landscape of outsourced facilities management: the availability of specified medical facilities. Even if the organisation offers healthcare services, these committed individuals find it a difficult problem to obtain them. Living a long way from their place of employment makes it difficult to get prompt medical attention in addition to being inconvenient. This logistical challenge significantly affects their general productivity and well being by adding yet another level of complexity to their already taxing work life.
The contrast between the burdensome process of getting healthcare and the dedication to work obligations highlights the need for a paradigm change in facilities management, one that is more thoughtful and employee-centric. The difficulties with accessibility highlight a basic reality: NSS workers’ health is closely linked to how easily they can obtain critical healthcare treatments. Moral imperatives override operational considerations when it comes to a comprehensive reevaluation of the spatial distribution of medical facilities and the development of more accessible alternatives. In order to effectively address these issues, healthcare delivery efficiency must be improved, but it is also important to recognise the human component of the workforce. A caring approach to facilities management understands that having access to medical resources is essential to a productive and supportive work environment, not merely as a practical consideration. The way that organisations see healthcare accessibility needs to change as they negotiate the complex world of outsourcing. It is a plea for a more sensitive and compassionate strategy—one that prioritises the wellbeing of NSS employees, making sure that their devotion to their jobs is matched by an equally strong commitment to their general health and well-being.
Job Insecurity and Limited Contracts:
Contracts that are often limited to two years create a persistent shadow of employment instability for National Service Scheme (NSS) workers involved in outsourced facilities management. This time restriction provides these committed workers with very little guarantee of long-term employment, adding an uncomfortable element of uncertainty to their career paths. Its tangible unpredictableness clouds the constant commitment and diligence that these people consistently bring to their profession. The ephemeral character of their contracts casts doubt on the durability of their career prospects and leaves an enduring sense of impermanence in their day-to-day activities. Solving this problem is not just about reorganising operations; it is also about fostering a deep sense of stability and security in the workforce.
Employment longevity is a psychological anchor that promotes commitment, dedication, and a strong sense of belonging, not just an administrative consideration. It is crucial for organisations to acknowledge the vital need of job security for non-skilled workers (NSS) as they navigate the complex dynamics of outsourcing facilities management. Offering longer-term employment is not only an investment in the staff; it’s also a calculated step towards creating a more positive, productive work environment. Organisations recognise the fundamental value of NSS people and strengthen the basis for a devoted and successful workforce by eliminating the shadow of employment instability. Therefore, the need for increased job security goes beyond simply changing policies; it represents a dedication to establishing an environment at work where each employee’s contributions are valued, which not only increases productivity but also fosters a sense of stability and well-being among all members of the workforce.
A Call for Change
This investigation into the difficulties National Service Scheme (NSS) employees encounter in Savitribai Phule Pune University’s (SPPU) outsourced facilities management concludes with a strong argument for revolutionary change. The complex mosaic of their experiences points to a startling reality defined by low pay, few paid times off, problems with accessing healthcare, and widespread job insecurity. This is a need for serious reform and re-evaluation, not just a story. Organisations, like SPPU, need to take these issues head-on and recognise that respect, equity, and equality are the cornerstones of all facets of university life. In addition to being economically necessary, paying workers fairly recognises the dignity that comes with their labour. It is similarly important to redefine leave policies to provide support and flexibility in times of personal need in order to promote a better work-life balance.
The excellent availability of healthcare facilities necessitates a further dedication to guaranteeing accessibility and removing the practical obstacles that NSS employees encounter. To further foster stability and loyalty, improving job security—possibly by longer contract terms or other employment arrangements—is crucial. This need for change extends beyond organisational policies; it is a social necessity that necessitates group effort. This investigation seeks to raise awareness and advocate for the rights and welfare of those who are frequently marginalized—the NSS workers and their colleagues in related roles—by shedding light on these concerns. Overcoming these obstacles is the first step towards creating a more just and caring workplace. It is an invitation to all parties involved, both inside and outside of academia. It is, in essence, a call for a future in which the contributions of every person, regardless of their role, are not only acknowledged but also honoured; a future in which academic institutions are founded on the values of justice and compassion, leading them towards a more promising and inclusive future.