TNAG-0916-FCO40-1127-Policy-on-salaries-and-pensions-for-civil-servants-in-Hong-K-1979 — Page 119

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47.

Apart from the suggestion made to us that more promotion ranks should be created on a non-functional basis, which we are unable to accept for the reasons already given, the Consultative Document referred to two other proposals for providing more equal or improved promotion opportunities :-

48.

(a)

(b)

Widening the promotion field

In principle, the proposal that the field from which promotion ranks within a grade are filled should be extended to all ranks within all grades requiring similar qualifications and performing broadly comparable work, can be justified on the grounds that it will tend to even out advancement opportunities and maximise potential, the legitimate goal of all staff administration. In practice, however, the extent to which inter-grade appointments could be achieved is limited and there is no doubt that widespread inter-grade appointments would meet with strong opposition from staff in those grades with above average prospects and therefore likely to have promotion posts filled from elsewhere. Nevertheless, while we see little opportunity for the general application of this proposal, the possibility of a civil servant with the necessary qualifications and experience being promoted to a post in a grade other than that to which he presently belongs should not be ruled out where he is clearly the best man for the job. We also recommend that an examination be conducted to see to what extent existing grades could be merged into more general grades.

Limited entry rank careers

This proposal, which is to afford some additional recognition to the capable, loyal and long serving officer, has received appreciable support from both staff and management. In our review of individual grades we shall consider whether there is justification for the provision of a long service increment for those grades with no prospects for advancement whatsoever. However, our general view is that grade pay should reflect the rate for the job, irrespective of whether promotion opportunities are good or non- existent.

While we consider equality of career prospects throughout the civil service impossible to achieve, and that civil servants should recognise that no-one has an automatic right to promotion,

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