these aime
5. In order to achieve thleteimf terms and conditions of
^
service in Hong Kong would need to be broadly in line with
those in other dependent territories. The recommendations of
the Hong Kong 1971 Salaries Commission, if accepted, go some
way to solve Hong Kong's domestic staffing problems.
They do
not, and cannot help to bring about the mobility of
administrative officers which we believe is essential to the
long term staffing of higher posts in Hong Kong and also to
meeting HMG's worldwide commitments.
6. The World Wide Review of expatriate staffing needs of dependent
territories now being undertaken in theFCO aims to meet this
requirement. On present thinking we envisage new arrangements
by which UK-based administrative staff in the dependent
territories would enjoy as far as possible uniform grades,
salary scales and general terms of service applicable in all
dependent territories It is essential to associate the expatriate
element of the Hong Kong Administrative Service as far as possible
with the new proposals once these have taken concrete form.
The intention is they should cover all types of administrative
officers whether new recruits, serving officers in the field
or seconded officers from the Diplomatic Service or the UK Hous
Civil Service.
7. The Hong Kong Government may be reluctant to relinquish
the idea of a self-contained service. On the other hand a
career based in Hong Kong alone is not such a recruitment
attraction as it used to be. Furthermore even long established
Hong Kong expatriate Civil Servants might welcome opportunities
for service elsewhere.
Those arrangements would be underwritten by HMG
uwold, assis to y
18.
and stod for U.K. fals, through It is doubtful how how what for there could be guarantees of winterchangeablis
or absorption hito the U.K. Public Services
No comments yet.
Private notes are available after approval.