(xx)
(xxi)
(xxii)
30
Wherever it is possible to do so, existing non-functional promotion ranks should be functionalised or removed.
An examination should be conducted to see to what extent existing grades could be merged into more general grades.
Grades with no or limited promotion prospects should be examined to see whether there is room for the reorganisation of jobs to provide for more than one functional level.
(Para. 46)
(Para. 47(a))
(Para. 48)
(xxiii)
There should be an examination of grades supervised by other grades to see whether first line supervision could be performed by a senior rank in the lower grade.
(Para. 48)
(xxiv)
In future, all civil servants should receive an immediate cash benefit on promotion.
(Para. 49)
(xxv)
(Para. 50)
(xxvi)
(xxvii)
Merit should be the first criterion in determining suitability for promotion.
When a civil servant acts in a higher post, he should be advised as to whether his acting appointment is for administrative convenience or with a view to establishing his suitability for substantive promotion. In the latter case, he should normally be confirmed in the appointment, or reverted to his substantive rank, after six months.
Except where efficiency bars require success in an examination, they should be abolished. However, this recommendation should not be implemented, until it is administratively possible to withhold an increment on the grounds of inefficiency (as well as for misconduct or lack of diligence)
(xxviii)
Bracketed points, i.e. the grant of additional increments on confirmation, should be discontinued.
(xxix)
(xxx)
(Para. 51)
(Para. 53 (a))
(Para. 53(b))
Simpler rules should be drawn up to provide that no civil servant should lose on conversion but that the extent of any gain should not normally exceed one increment.
The Government should continue to reduce differences in Model Scale 1 and Master Pay Scale fringe benefits but for the time being, no further action should be taken on pensionability for Model Scale 1 employees.
(Para. 54)
(Para. 59)
/A