Page
Para
1
3
Comments
21
3
25
2 & 3
26
6
There is no real delay in dealing with the pay trend surveys. The process is well established.
The mechanics of the Pay Trend Survey or Cost of Living Allowance System are available on request. It would also be easy to explain the discrepancy between the PIU survey and the survey by the Hong Kong Productivity Centre.
Government had given very detailed explanation concerning the "$223 million surplus" but this has not been mentioned. There is also no mention of the fact that the experience of the vast majority of population in that year was a decline in nominal let alone real wages at a time of substantial cost of living increase and of substantial unemployment and under-employment
which the Civil Service did not share.
PART 2
4
3
11
4
14
3
Evidence is required to support the statement that Government has failed to break down "accidental internal relativities".
Staff relations have always been handled at a very high level. Discussion and consultation with general unions have been carried out by the Secretary for the Civil Service or his deputies and at departmental level, usually at least the Assistant Head in charge of Administration is responsible. Departmental Welfare Officers provide valuable assistance to individual officers who need help. It is not understood in what respect their service is regarded as a waste of time.
The "intense criticism" of the PSD and PIU is not substantiated by the figures at page 20 of Part 1.
PART 3
36
38
1
5
The shortcomings of the existing staff relations structure are recognised and Government has stated openly that it is prepared to improve the system.
The genesis and growth of trade unionism in Western society does not necessarily fit into a Chinese, particularly Hong Kong cultural/industrial context.
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