29.
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We also thought it relevant to consider the need to provide
salaries that will prove attractive to potential candidates and provide
reasonable incentive to junior officers, so we considered the overall
recruitment and retention situation. It was apparent that the quality
of local recruits is very good, and that in general the Civil Service is
able to attract and retain a sufficient proportion of the available talent.
We therefore concluded that there was no need to make any special
provisions on this count.
30.
In the final analysis we also took into account internal
relativities: that is, with the rest of the Civil Service as well as within
the Directorate itself. In particular we were concerned that differentials
should fairly reflect differing levels of responsibility.
31.
Taking all factors into account we came to the conclusion that
an increase, over the 1st April 1976 rates, of the order of 7% would be
appropriate, and we so recommend. The full list of recommended
salaries with effect from 1st April 1977 is at Appendix 6.
CONDITIONS OF SERVICE
32.
As a result of representations from heads of departments and
the Government Secretariat and of the findings of the private sector survey,
we have commented on the following conditions of service:
(a) the use of official cars;
eligibility for 1st class air passages;
(b)
(c)
leave;
(a)
pensions;
(e)
payment of utility bills.
(a) The use of official cars
33.
It was clear from the private sector survey that only the most senior are provided with a car for unrestricted official and private
and we consider that this should continue to be the case in
use,
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