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loss of 250 instead of no change, but the ultimate loss on the
Assistant Director of Public Works' grade would be £150.
6. Incidence of Lusses.
Promotions from Engineer tu Executive Lngineer
involve the greater losses and affect far more officers than
promotion from Executive Engineer to Assistant Director of
Public Works.
7. General Effects.
It will be seen from the above that the proposals
involve a drastic reduction of salaries, allowances and pensions,
and would destroy all incentive to accept the greater responsi-
bilities which promotion brings.
8. Acting Pay.
We have been unable to establish the effect the
proposals would have on acting pay as the method of calculating
deductions for quarters is not known at present. It would
appear, however, that no augmentation of salary is proposed
to compensate for the increased responsibilities attaching to
a higher post, and there might even be a reduction.
9. Expectations.
With each year of service an officer becomes
increasingly dependent on Government for the realisation
of his prospects and it is submitted that Government nas a
moral obligatiun nut to destroy his legitimate expectations.
For many years now we have had every reason to expect
that emoluments on promotion would be in accordance with the
existing salary scales and have accumulated liabilities and
based our financial future, both during our service and un
retirement, un these expectations. The application of the proposed
scales to us would have serious consequences.
Most officers would be faced, after many years service,
with the choice of accepting increased responsibility without
an adequate increase in salary or sacrificing their chances of