NOTHING TO BE WRITTEN IN THIS MARGIN
CONFIDENTI AL
(B) The prospects of securing UK supplementation for Hong
Kong expatriates.
(A) EXPATRIATE STAFFING REQUIREMENTS
2. These fall within three categories
the Administrative
Service, the Royal Hong Kong Folice Force and the professional
field.
THE ADMINISTRATIVE SERVICE
3.
110-120.
The current strength of the Administrative Service is between
About 60% of the Service remains expatriate with the
major proportion in the more senior posts. Few local candidates
have been successful in the last few years in the open examination
for the Service; the relatively few expatriate officers appointed
in recent years have been experienced overseas officers on
transfer or on short-term contract.
4.
It is important to provide a flow of young UK-based officers
into the Hong Kong Administrative Service so as to ensure the
retention of an adequate element of expatriate staff. This is
important both for political requirements and administrative needs.
To this end for the first time for a number of years 7 young
Administrative officers were recruited during 1972 on current
It would also be of long term
Hong Kong pensionable terms.
adwate
value if suitable officers c
There is
ee forthcoming from the Hong
This also offers
Kong Service from time to time for posting to meet HMG's
commitments in other dependent territories, and be five wider hany latin
experience to officers who return to Hong Kong.
5. In order to achieve these aims terms and conditions of
service in Hong Kong would need to be broadly in line with those
in other dependent territories. The recommendations of the
Hong Kong 1971 Salaries Commission go some way to solve Hong Kong's domestic staffing problems. They do not, and cannot help to bring about the mobility of administrative officers which we
believe is essential to the long term staffing of higher posts
in Hong Kong and also to meeting HMG's worldwide commitments.
CONFIDENTIAL
16.