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responsibilites and qualifications within each group we have suggested varying entry points on to the model scales, varying maximum salaries, varying points for promotion bars or efficiency bars, and occasionally an increased incremental rate at certain points. Using the model scales with modifications of this kind we have effected a considerable reduction in the number of salary scales which exist at present. The main model scales are to be found in Appendix III. These scales are expressed in Hong Kong dollars per month, but for purposes of comparison annual salaries in dollars and in sterling and the annual rates of expatriation pay where applicable in dollars and sterling are also shown. These are followed in Appendix IV by tables showing the application of these new basic scales to various departments, and in Appendix V by detailed schedules for each department showing the salaries recommended for all posts in the 1947-48 Estimates with explanatory notes where necessary. Comments on the various changes proposed in major departments and the more important grades will be found in Chapter V.
Remuneration of Women
33.
We
We have given careful consideration to the remunration of women who do work comparable with that done by male officers. In particular we have considered the case of women doctors, schoolmistresses and women clerks. We have studied the report of the Royal Commission on Equal Pay 1944-1946 and we are of the opinion that the remuneration of a woman officer should be approximately 80% of that of a male officer doing comparable work. have been influenced in making this recommendation by our decision referred to in paragraph 65 below not to support the introduction of family allowances. We have, therefore assumed that the salary of a male officer should be sufficient under normal circumstances to enable him to support a wife and children and that a female officer will not normally have similar commitments. We also understand that it is possible that existing restrictions on married women continuing to serve on the permanent pensionable establishment may be modified where this will not unduly interfer with the prospects of employment for single self-dependent women..
Application of Efficiency Bars, etc.
340
The new scales we are proposing will in many cases bring substantial increases in basic salary to serving officers and in the application of these scales, we recommend the strict enforcement of efficiency bars and promotion bars wher these arc indicated.. The new salary scales together with a temporary cost of living allowance should provide adequately for a reasonable standard of living throughout the public service but in the interests of the taxpayer we urge that every endeavour should be made by Heads of Departments to satisfy themselves that officers in their departinents have by their work and conduct fully merited incremental certificates or recommendations to pass efficiency bars. Where possible we suggest that standard tests of efficiency in the form of written examinations, intelligence tests and interviews should be introduced to determine whether an officer should or should not paed an efficiency bar or qualify for consideration for promotion
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