10.
internal relativities are strongly felt within the service.
Friction
between the potentially inconsistent wage fixing criteria of fair comparison
and internal relativities at least partly explains the growing organisation
and militancy of unions.
The PSD argues that up to now median rate fair comparisons have
tended not to disturb internal relativities. Union officials are ill at
ease with this explanation and hold to another viewpoint. Some have alleged
that the government, as a matter of expediency, selects the criteria that
are least likely to disturb the structure established in 1971. Professional
groups such as doctors have argued their salary is considerably lower than
that pertaining to the private sector and that this has led to high levels.
of turnover and staff shortages. The doctors have a strong prima facie
case to support their allegations. Even the PSD concedes that "fixed income"
tax returns amongst professionals in private practice make PIU surveys-highly
suspect for these groups.
Employment and Promotion
The 1971 salary restructuring was accompanied by a rationalisation of
employment and promotion policies. These changes had a widespread impact
on promotion prospects. As might be expected, the overwhelming majority of
associations interviewed felt promotion played a significant role in
membership interest in their union. The Civil Service Branch viewed the
service as being chronicly overstaffed in some departments, particularly in
lower grade posts. In the 1960's, when employment was growing rapidly, the
administration had pursued a policy of bargaining with department heads over
the creation of new posts. Several lower level positions would be offered
as an alternative to a higher grade post. The CSB discarded this policy
after 1971.
Further, the new salary structure tended to limit promotion to the
vertical scale of the immediate occupational group. Under the old monolithic
class structure, those seeking promotion were not necessarily competing