TNAG-0916-FCO40-1127-Policy-on-salaries-and-pensions-for-civil-servants-in-Hong-K-1979 — Page 153

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31. posts are

32.

(a)

(b)

(a)

(b)

(c)

The advantages of creating fixed ratio promotion

-:

promotion ranks would be provided for practically all grades and thus the morale and efficiency of staff in grades with few or no career prospects would be improved;

the existence of more than one rank with the same job content within a grade can assist in overcoming recruitment and retention difficulties in that grade.

The disadvantages are

to create ranks for no other reason than to provide civil servants with a career is difficult to justify publicly and financially and, if it were to involve higher pay rather than the simple division of a long scale into two ranks, conflicts with the concept of paying "the rate for the job";

civil servants in grades with fixed ratio promotion posts could enjoy the same benefits as civil servants in other grades without accepting a higher level of responsibility;

the decision as to what the ratio should be is inevitably arbitrary and so open to dispute.

Entry Rank Careers

33.

Another suggestion put to the Commission is to re-structure entry rank pay scales so that they form a limited career in themselves. It accepts that no officer has a right to promotion and that even where promotion opportunities do exist there will be those who will not progress beyond the entry rank. Thus, to enable all officers to reach a reasonable salary level without promotion, it has been proposed that where the maximum of an entry rank scale is depressed by the existence of a promotion rank, the scale should be extended, and, in grades with no or few promotion prospects, provision should be made for the grant of long service increments.

34.

(a)

The advantages of this proposal are

recognition is given to the loyal long-serving officer who performs his job capably but who may lack the ability or opportunity to advance beyond his entry rank;

/(b) internal