N O Τ E
The following list is provided as a guide to the sort of key general issues which are likely to be examined by the Commission in the first few months
2.
(a)
Is it appropriate that the first principle in setting grade pay rates in the public service should be broad comparability with the private sector? If so, how should this be implemented?
(b) What should be the balance between the
various main criteria which can determine grade pay rates (qualification, job content, internal and external relativities)?
(c) Should differences in promotion opportunities
between grades be reduced? If so, how,
bearing in mind such factors as the difficulty in predicting future changes in functional need, the importance of the age structure of a grade (rather than the theoretical ratio of promotion posts), and the diversity of duties in the Civil Service?
(d) Should the use of efficiency pars in scales
be re-examined?
(e) Would it be better to have fewer grades in
the Civil Service and so reduce scope for argument over internal relativities?
(f) Is there any need to make changes to the way the Pay Investigation Unit operates?
(g) Does the design of the Master Pay Scale,
with its uneven incremental progression, need to be examined? What is considered to be the appropriate size of an increment?
The above questions are set out for guidance simply as broad indication of some of the basic issues which it is thought the Commission will need to examine as a basis for later detailed reassessment of individual pay scales.