28
SUMMARY OF CONCLUSIONS AND RECOMMENDATIONS
80.
The following is a summary of our conclusions and recommendations:
(i)
(ii)
(iii)
(iv)
Any attempt to apply rigid and inflexible formulae to civil service pay is impracticable. (Para. 15)
Broad comparability with the private sector should continue to be an important factor in setting civil service pay, but it should not be the first or overriding principle nor the major consideration.
The occupational class system of linking civil service pay with that of the private sector introduced by the 1971 Salaries Commission has proved unworkable and should be abandoned.
Initially, the "qualification method" for linking civil service and private sector pay should be used.
(Para. 20)
(Para. 22)
(Para. 25)
(v)
While the Government should not lead the private sector in pay for any level of employee, it should set an acceptable standard and be among the better paying employers in relation to the lowest paid.
(Para. 28)
(vi)
Any attempt at minimum wage fixing would be highly undesirable.
(Para. 29)
(vii)
Staff should be provided with more and better information on the Pay Investigation Unit's method of operation.
(Para. 31)
(viii)
For civil servants on the Master Pay Scale, educational qualifications, coupled with other factors, are, at the present time, the most satisfactory method of establishing starting rates of pay.
(Para, 34)
(ix)
(x)
Educational entry qualifications should not be raised above the level necessary to permit the competent performance of the job concerned.
In no circumstances should educational qualifications be the be all and end all in setting pay levels for civil service grades. While educational qualifications should set the starting pay benchmarks other factors must be taken into account to determine the rate for the job.
(Para. 35)
(Para. 36)
/Where