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Comments
The theory of Salaries Commissions has not been understood, e.g. the 1971 Commission which invited representations from all parties involved, including trade unions, and then came to a view. There is no questions of unions "consulting with the Salaries Commission" - if there is a parallel, one might cite the arbitration tribunal arrangements in Australia.
It would help to present a clearer picture if such matters as the theory behind grading reviews, functional ranks, job analysis, salary scales and Civil Service salary administration generally had been discussed with the Principal Assistant Secretary concerned. Perhaps this should be done in the follow up study. There is no mention of the fact that Government in the early 1970s introduced the concept of using pay trends, as well as simply cost of living increases, in order to ensure that the Civil Service should share in the evident increase in real wages which the pay trend, taken with cost of living figures, illustrates.
In the light of the above comments, it is considered that the "chaotic situation" concerning pay policy does not exist.
A clearer picture of localization policy may emerge if the matter is discussed with the Secretary for the Civil Service.
Government's policy has always been that post should be created on a functional basis, not to provide a career for a particular grade of civil servants.
Government has put in considerable efforts to solve this problem of the "gap" group of officers by implementing the Co-operative Housing Scheme (5,000 units) and the Government Built Housing Scheme (800 units). Assistance is now being given to the H.K. Chinese Civil Servants Association to build a scheme of 600 units for its members who are largely within the "gap" group of officers.
The question of an appropriate cut-off point in salary for overtime allowance eligibility is under active consideration.
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