-
23
(c)
Entry Criteria
We understand that there are no firm criteria for determining entry to the various segments of Model Scale 1. We believe such criteria are necessary and will seek information which will enable them to be prescribed.
The Disciplined Services
61.
The Disciplined Services currently comprise the Customs and Excise Services, the Fire Services, the Immigration Service, the Prisons Service and the Royal Hong Kong Police Force. Officer ranks below the directorate level serve on the Master Pay Scale but the rank and file have their own separate pay scales. The Disciplined Services occupy a special place within the civil service and we recommend that this situation be continued.
62.
At present pay scales for the rank and file of the disciplined services are largely determined by a formula which sets the minimum and maximum pay for recruitment ranks. This formula, commonly known as the "Willink formula", provides for the minimum and maximum pay for recruitment ranks to be set by taking existing pay within the civil service and applying percentage increases to take account of the special nature of duty in a disciplined service. The factors at present recognised by the "Willink formula" are long, irregular and unsocial hours, ineligibility for overtime pay, danger, subjection to discipline and social segregation. The scales for higher ranks, including Officer ranks are built on to the entry rank scales taking account of relative levels of responsibility.
63.
In the Consultative Document we raised the question of whether the "Willink formula" should continue to be used to determine disciplined services' pay or whether the approach of more recent U.K. Committees of Inquiry into disciplined services pay should be adopted. The approach of these committees has been to depart from any precise formula for determining pay and instead, as expressed in the Edmund-Davies Report on the Police, to review all the relevant factors and to make the best judgement they could.
64.
The majority view expressed to us has been that the "Willink formula" should be abandoned, at least in its present form. Even among those who appeared relatively content with the formula, a number expressed dissatisfaction with the manner in which it is applied. In the circumstances, in our review of disciplined service grades, we propose to abandon the "Willink formula" and to exercise our best judgement on the pay scales which should apply. However, the factors used in the "Willink formula" are in our opinion still relevant and these, together with such other factors as we consider deserving of recognition, will continue to be taken into account.
/In