19
grades with no or limited promotion prospects should be examined to see whether there is any room for the re- organisation of jobs to provide for more than one functional level. A study should also be undertaken of grades supervised by other grades to see whether first line supervision could be performed by a senior rank in the lower grade.
49.
In our deliberations on career prospects we have noted that although pay scales are generally designed to provide a one increment gap between ranks and thus to provide for an increase of pay on promotion, there are exceptions. It is possible, therefore, for a promoted officer to receive no immediate financial benefit; for example where there are overlapping scales. We believe this to be wrong and, since we see situations where overlapping scales may be both necessary and unavoidable, recommend that in future all officers should receive some immediate benefit on promotion. This would be achieved if an officer on promotion were converted to the salary point in the promotion rank next above his existing salary.
50.
A point made in a number of representations is that in considering promotion too much weight is attached to seniority. It is our view that merit should be the first criterion in determining suitability for promotion and we draw Government's attention to this observation.
51.
Finally, the suggestion has been made that civil servants are sometimes required to act in promotion posts for far too long. We recommend that wherever possible a civil servant be advised as to whether his acting appointment is for administrative convenience or with a view to establishing his suitability for substantive promotion. In the latter case, he should normally be confirmed in the appointment or, if he proves to be unsuitable reverted to his substantive rank, after six months.
Incremental Progression
52.
We stated in our Consultative Document that in view of the widely differing opinions on the size of increments, we proposed to defer consideration of this issue until we examine the overall structure of the Master Pay Scale in the course of our second review. This has given rise to mis- understanding. Our statement referred to the size and number of increments in the Master Pay Scale. However, this has been interpreted by some staff to mean that we do not intend to conduct a review of grades on the Master Pay Scale. This is incorrect, it only means that our review will be conducted within the existing framework of the scale.
/The
Page 120Page 121
No comments yet.
Private notes are available after approval.