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CHAPTER 3
GENERAL CONSIDERATIONS
Introduction
3.1
In arriving at the recommendations contained in this Report, we have continued to be guided by the principles and practices set out in our Report No. 1. We have also continued to use the system for setting pay scales explained in Chapter 4 of Report No. 2 to determine appropriate pay scales for individual grades. However, the implementation of the recommendations made in Reports Nos. 1 and 2 have raised a number of issues on which our further advice has been sought, and in the course of our current programme of work, certain matters have come to our attention which require comment.
Educational Qualifications
3.2
In paragraph 35 of Report No. 1, we drew attention to a principal disadvantage of using educational qualifications as a major factor in determining starting rates of pay, because it could lead to pressure to raise minimum entry qualifications as a means of justifying higher pay. Our fears in this regard have proved well founded in that many of the representations we have received contain requests to raise the educational qualification for entry to a grade with a view to raising the pay scales. As we said in Report No. 1, we fully accept that in the longer term, there is probably a need to review the educational standard for entry to grades, both in the light of changes in the nature of work performed and having regard to the changes in the pattern of education in Hong Kong generally. We would reiterate, however, that the minimum entry qualifications should not be raised above the level necessary for the competent performance of the job concerned.
3.3
We have also said that we appreciate that the educational qualification method of setting pay scales is not entirely satisfactory and we shall continue to investigate other means of establishing the appropriate rate for the job.
Educational Qualification Benchmarks
3.4
The method we have used for setting the starting pay of individual grades involves reference to the benchmark entry point for the educational qualification required for appointment to the grade. Pay scales are then adjusted having regard to other factors. In Report No. 2, we listed the principal benchmark entry points which had been arrived