CONFIDENTIAL
3
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The effect of these proposals is to extend the pay scale of the top rank on the Master Pay Scale or the Disciplined Services Pay Scale by three increments, the next rank by two increments, and where applicable, the third rank by one increment thus improving differentials generally at the upper end of the scales. We appreciate that there are one or two civil service posts with pay scales in the upper range of the Master Pay Scale which are not covered by this summary but these can be dealt with administratively within the context of our overall objectives.
We have also considered whether our recommended new scale structures should be applied on an individual grade basis. However, we have noted that the relativities between civil service pay at the level with which we are concerned have been established over many years and to apply our proposals on a selective basis would involve exercising a judgement on these relativities without any firm evidence for doing so. We therefore recommend that our revised scales be applied across-the-board.
If our proposals for restructuring the upper end of the Master Pay Scale and the Disciplined Services Pay Scale are accepted, we further recommend the conversion to the new scales should be in accordance with the standard rules. The majority of civil servants affected by our proposals will therefore benefit over a period thereby improving their prospects in the longer term rather than immediately. We also recommend that to avoid complications in ranks where incremental credit may be granted for previous experience, new recruits should not enter the revised pay scales at points above the previous maximum.
Concurrent with our advice on the upper end of the Master Pay Scale and the equivalent points on the Disciplined Services Pay Scale, we have submitted a Report to your Excellency on the pay of staff of the Independent Commission Against Corruption. This Report includes a recommendation for an ICAC Pay Scale. If our recommendation in this respect is accepted, the provisions for adjustment to the upper end of the Master Pay Scale and the equivalent points on the Disciplined Services Pay Scale should also be applied to the ICAC Scale. We have therefore included a revised ICAC Pay Scale in Annex A.
Although the recommendations contained in this letter are consequent upon the acceptance of recommendations for adjustments to the pay of the Directorate, we consider the date of implementation should be the same as the date of implementation of the recommendations
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CONFIDENTIAL ##
機密