G.S. 84
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3.
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XCR(79)176
These conclusions are stated in general terms, and it will be necessary to await the Commission's recommendations on indivi- dual grades for clarification of such phrases as "the lowest paid in the civil service" and "the better paying employers in the private sector". It may also be relevant to note that Model 1 Pay Scale workers already have good conditions of service and that many unskilled labourers in Government receive allowances in addition to their basic pay. However, these conclusions appear to be acceptable in principle as general guidelines for setting civil service pay.
9
Starting rates of pay and other factors affecting pay. Recommendations (viii) to (xviii) are grouped under this heading. All except (xii) and (xv) are essentially general guidelines. The Commis- sion's main recommendation is that in addition to benchmarks for starting rates of pay based upon educational qualifications, certain other factors should be taken into account. These are then considered in detail.
10
One of the problems in the past has been that there is no authoritative statement of what factors are relevant in setting pay, and this attempt to set out explicitly the major factors, and to rule out others as not relevant, is welcome.
11
In the past, where for example shift duty was taken into account in a pay scale, the practice was to do so if a majority of the staff in the rank were affected by the factor. In future, the Commission recommends that the factor should only be taken into account if three- quarters of the rank are affected, failing which the need for an allowance should be considered. The previous practice does seem unnecessarily generous and this recommendation is a useful one.
12
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Factors which it is recommended should be taken into account in adjusting pay scales are a liability to perform dangerous or obnoxious duties, enforcement duties involving confrontation with the public, the job content, shift work, and requirements that recruits should have a greater age or more experience than the normal. In addition, qualifi- cations over and above the minimum are mentioned as a possible factor, but it is made clear that this will only apply exceptionally. In addition, recruitment and retention difficulties which continue for an extended period may justify adjusting pay scales.
13
The effects of the combination of the qualification method and these factors will become more apparent when the report on individual grades is received in October, but in principle the recom- mendations on factors appear sensible.
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