SEVENTH REPORT OF THE STANDING COMMITTEE ON DIRECTORATE SALARIES AND CONDITIONS OF SERVICE
INTRODUCTION
Our terms of reference, set out in full at Appendix 1 to this report, require us to conduct an overall review at such time as the Committee determines. A total of six reviews have been undertaken between 1964 and 1977, and our last recommendation on salary increases was implemented on 1st April 1977. In 1979 it was decided to mount a further review, and in August Heads of Department were invited to prepare submissions to the Committee. As on previous occasions a survey of rates of pay in the private sector was also arranged with the assistance of the Senior Partners of Messrs Price Waterhouse & Co and Peat, Marwick, Mitchell & Co. Our recommendations to the Governor were submitted in April 1980.
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Our recommendations cover the following:
The overall Directorate rank structure
Salaries
Grouping of departments
The ranking of individual posts
Conditions of service and miscellaneous matters
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A summary of the recommended structure ranking and salary levels
is set out in Appendices 2, 3 and 6 to the report.
THE OVERALL DIRECTORATE RANK STRUCTURE
Interchange between Directorate ranks
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We noted in our 5th and 6th Reports the provision for recruitment and transfer to the Administrative Service at Senior Administrative Officer rank and that the rank of Secretary was open to recruitment from throughout the service. A limited number of examples of this sort of interchange has been seen. For example, the former Secretary for the Environment came from the Public Works Department and the former Chief Secretary from the Judicial and Legal Group. At lower levels administrative Directorate officers sometimes fill departmental posts, whilst less frequently departmental Directorate officers fill posts customarily occupied by Administrative Officers. Despite these welcome developments the Directorate nevertheless still largely remains a conglomeration of many quite separate career streams set within departmental boundaries with widely varying individual structures and career progression prospects.
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