MANAGEMENT IN CONFIDENCE
and their
contribute towards the costs of maintaining the Governors posts, and local governments should be asked to bring conditions up to the standards set. For those governments who cannot legitimately
for their Governors posts (and existing arrangements,
pay more
current aid programmes,
and
the state of the local economy will give clear indications of this) it will be necessary to top up with FCO support (as is already done in many
16.
cases on an irregular basis).
This topping up should be met by
1)
ODA for those territories in receipt of budgetary aid
(TCI) and St Helena)
V_
and
2)
DW V for the rest.
Salaries and Allowances
17.
It is
a wide variation in Governors The attached chart indicates salaries and allowances. We are increasingly (but not exclusively) looking to the Diplomatic Service to fill Governors posts. therefore important to standardise Governors salaries and to agreed method of calculating allowances.
have an
It disrupts the administration of the Service for
a DS officer
18.
to
receive a salary outside the existing salary structure when posted
to a
an Embassy/ a DT as opposed to a colleague who is posted to
Salaries should therefore be set Consulate-General/mini mission.
Governors
Those recruited
within the existing grade bands. DS officers appointed as should receive the appropriate incremental point. from outside should receive a negotiated salary within the DS salary band. (Consideration will need to be given to how Governors' salaries fit into the local civil service pay
structure. In most
It may
DTs the Governors' local salary is calculated accordingly. not be possible to accept that the Governors' post should receive the top Civil Service salary in the territory.) Adjustments to salaries should be made at the time when Governors (or other staff) are changed and not to existing contracts.
MANAGEMENT IN CONFIDENCE
/ 19.