TNAG-0916-FCO40-1127-Policy-on-salaries-and-pensions-for-civil-servants-in-Hong-K-1979 — Page 154

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35.

(b)

(c)

(a)

(b)

(c)

internal relativity problems arising from differences in grade rank structures may be reduced;

the length of time which an officer must spend at the top of a pay scale could be reduced.

The disadvantages are :-

the present inequalities of opportunity for promotion to higher ranks would remain;

in some cases it may result in paying more than the rate for the job;

genuine differences in job content may not be reflected in pay scales.

In addition the extension of entry rank scales would result in overlapping scales but whether this is a disadvantage or advantage is open to argument.

VII Incremental Progression

36.

Fixed annual increments are a feature of pay in the civil service. The level of increase is not related to rises in the cost of living or to any other factor normally giving rise to pay awards. Within the private sector regular fixed level increments are less common.

37.

Beyond a general agreement that increments should be significant, that is to say of an amount which an employee considers to be a meaningful addition to his pay, representations received regarding the size of increments vary widely. In the circumstances, and since any more than minor changes would involve restructuring pay scales generally, the Commission has decided to defer detailed consideration of this subject until it conducts its overall examination of the structure of the Master Pay Scale as part of its second review. However, there are three existing practices affecting incremental progression which the Commission feels can be considered separately and on which it would appreciate further views.

Efficiency Bars

38.

Efficiency bars are points in an incremental scale beyond which an officer cannot progress unless certified as

/efficient