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In the following paragraphs, the major recommendations in the Report are summarised and where necessary explained or commented upon. For ease of reference, subjects are dealt with in the same order as in the Report. In studying changes in individual rank scales, it should be borne inmind that it is the established practice (which the Commission recommends should continue) that staff already serving in a rank are not adversely affected by a reduction in the maximum of the scale for that rank. However, they are potentially affected by reductions in scales or ranks to which they hope to be promoted.
General Considerations
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Chapters 1 to 3 contain introductory and background remarks, Chapter 4 of the Report explains that each individual grade has been examined against the background of the principles and practices set out in Report No 1 and after having regard to any representations received from staff or management. In a minority of cases, because for example of inadequate or conflicting information, the Commission was unable to reach a firm conclusion on the appropriate pay scale or structure of a grade. The Report gives an assurance that these outstanding cases will be reviewed at a later date.
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The system used for setting pay scales was that outlined in Report No 1. That is to say, grades are grouped according to the level of education qualification required for appointment to the grade. Starting pay for the basic rank in the grade is then determined by reference to the appropriate "education qualification benchmark" and to the extent to which various "factors" apply to the rank in question.
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The principal benchmarks are listed in Appendix XI of the Report. In essence, a particular point on the Master Pay Scale is chosen as the appropriate entry point for recruits with a stated educational quali- fication, after having regard to starting pay in the private sector for jobs requiring the same qualification. The factors are listed in paragraph 4.3 and include, for example, dangerous and obnoxious duties, job content and shift work,
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Chapter 4 goes on to explain that the "normal" maximum pay point for the entry rank is determined by having regard to the existing pay scales of one or more of the major grades within the group, again adjusting this maximum where necessary in the light of any private sector evidence. The maximum pay for any particular entry rank is then also adjusted in the light of the factors. A similar approach is adopted in arriving at pay scales for ranks above the basic entry rank, except that the higher the rank, the more the Commission has "broadbanded",
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