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30.
In fact, any attempt to lower the ceiling of points for age would enhance the effect of experience and would benefit only those beyond the age of 44 who are relatively more experienced without affecting the competitiveness of the age group of 42-44. We might run the risk of missing the target of anchoring those who would become most productive in the year 2000. It is therefore recommended that the ceiling of age points should remain to be 200.
31.
The relative importance of the attributes as reflected by the maximum number of points given to each of them in para 23 is considered to be satisfactory and should continue to be adopted.
Annex 4
Points scale for individual attributes
32.
The existing points scales for individual attributes have been closely examined. It is recommended that they should remain unchanged except the following :-
Earnings scale for allocating experience points_
_to_managers and
administrators
33.
The earnings scale for OG1 in the first phase of the Scheme was drawn up on the basis of statistics on income distribution of tax payers provided by the Inland Revenue Department (IRD). For the purpose of the review, however, reference will be made to the income profile of OGIN applicants in the first phase (Annex 4) because it covers solely managers and administrators and appears to be more accurate and reliable for this purpose than the all-inclusive IRD figures.
34.
The Review Team has considered adjusting the existing earnings scale for the second phase to take account of inflation over the past 3 years. However, it does not support this approach as the
G.F. 316
SECRET 高度機密