(xi)
(xii)
(xiii)
29
Where not less than 75% of the rank concerned are involved the following factors should be taken into account when adjusting entry-rank pay scales:
(a)
(b)
(c)
(a)
Dangerous and obnoxious duties Enforcement duties
Job content
Shift work
The arrangements for the payment of obnoxious duty allowance should be rationalised.
The following factors should be taken into account in adjusting the minimum of entry- rank pay scales :
(a)
Age
(b)
Qualifications over and above the
minimum
(c) Required experience
(Para. 38)
(Para. 38(a)
(ii))
(Para. 39)
(xiv)
The following factors should not be taken into account in adjusting pay scales :
(a)
Competitive entry
(b)
Outside work in all weathers
(c)
Requirement to wear uniform
(a)
Requirement to work on public holidays and weekends
(Para. 40)
(xv)
When there are recruitment and retention difficulties, the Civil Service Branch should, in special circumstances, be authorised to grant additional increments.
(Para. 41)
(xvi)
Civil servants should accept that broadband ing is necessary and that minor differences in workload cannot be reflected by differences in pay scales.
(Para. 42)
(xvii)
The major criterion for setting pay scales of higher ranks should be the level of responsibility exercised and the higher the ranks being dealt with the more broadbanding should be possible.
(Para. 43)
(xviii)
The main factor in setting starting rates of pay for Model Scale 1 employees should be the level of craft, trade or skill.
(Para. 44)
(xix)
The existing principle, that promotion posts or ranks should normally be created only when there is a functional need, should continue.
(Para. 45)
/Wherever....