TNAG-0916-FCO40-1127-Policy-on-salaries-and-pensions-for-civil-servants-in-Hong-K-1979 — Page 148

of the Civil Service Branch, such doubts are understandable and are likely to continue to be expressed. The Commission would therefore welcome views on how the independence of the Pay Investigation Unit might be more clearly demonstrated.

18.

IV Starting Rates of Pay

If the principle of fair comparison is to be retained in any form other criteria are necessary to establish grade pay relativities within the civil service between comparable and non-comparable grades. Even if the principle of fair comparison is to be abandoned there would be a need for criteria to determine internal relativities.

19.

At present, for the majority of civil servants, the first among such criteria is the use of educational qualifications as benchmarks for setting starting rates of pay. Thus grades for which the minimum entry requirement is a school certificate have their starting pay related to one point in the Master Pay Scale, grades requiring matriculation to another point in the Scale, grades requiring a degree to yet another, and so on. After taking account of educational qualifications (including professional, technical and trade qualifications) grade pay rates may then be adjusted to reflect other factors such as the nature of the job, additional qualifications and relevant experience.

20.

The Commission would appreciate views on whether or not educational qualifications should continue to be the principal factor in setting starting rates of pay. It also invites comments on whether present differentials in starting rates for particular qualifications are appropriate and if not on what changes should be made. For example School Certificate usually attracts entry point 5 on the Master Pay Scale, Polytechnic or Technical College Higher Certificate of Diploma entry point 7, Matriculation entry point 16 (or 18 if the job equates with an executive officer) a degree entry point 20 and certain professional qualifications entry point 31.

21.

The use of educational qualifications as bencanak for starting rates of pay has the following advantages

(a) it is consistent with civil service tradition and

with existing practices;

(b)

(c)

it is a method which takes account of external considerations rather than internal judgements;

it encourages and rewards educational attainment.

/The