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civil service with its wide range of jobs (more than 600 grades and over 1,200 ranks) it is impossible, in our opinion to fine tune salaries to take account of all job differences. We trust civil servants will accept that broadbanding is necessary and that minor differences in workload cannot be reflected by differences in pay scales. After all, even the work of civil servants in the same grade may vary depending on where and how they are employed.
43.
The above recommendations for determining pay scales apply primarily to entry ranks. The major criterion for setting the pay scales of higher ranks in a grade should be the level of responsibility exercised and the higher the ranks being dealt with the more broadbanding should be possible. Job content and other factors should not be ignored but to some extent recognition of these will have already been built- in by the maximum set for the entry rank scales.
44.
Educational qualifications are not used to determine the pay scales of Model Scale 1. The overriding factor in setting starting rates of pay for these employees should therefore be the level of craft, trade or skill.
Career Prospects
45.
From the representations which we have received it is clear that many staff attach as much, and sometimes more, importance to improving their promotion prospects as they do to improving their present income. The desire for advancement is both natural and understandable but we cannot accept the suggestion that posts or ranks should be created solely to provide promotion for civil servants. We believe such action impossible to justify either publicly or financially and therefore endorse the existing principle that promotion posts should normally be created only where there is a functional need.
46.
In reaching this conclusion we are aware that in somẹ grades non-functional promotion posts have been created on a ratio basis. We have noted that these are primarily to deal with structural problems in the middle of a grade and have the effect of inserting a promotion bar into what would otherwise be an inordinately long scale. We appreciate that this situation may need to continue for the time being. However, any attempt to create non-functional promotion ranks to permit advancement beyond an existing grade ceiling should be firmly resisted. Even those existing non-functional promotion ranks should be functionalised or removed wherever this proves practicable.
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