TNAG-0916-FCO40-1127-Policy-on-salaries-and-pensions-for-civil-servants-in-Hong-K-1979 — Page 16

G.S. 84

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XCR(79)236

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Under present arrangements the next annual pay trend survey would be in respect of the period April 1979 to March 1980. After considering changes in the private sector over this period the survey would indicate the percentage increases which should be applied to points on the master pay scale as they were on 1st April 1979, such increases taking effect from 1st April 1980. However, the Commission has yet to advise on the policy and machinery for overall reviews of the master pay scale. Its advice on this issue should take into account the effect of its current proposals for an overall master pay scale adjustment.

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The rationale for the increase in the dollar value of the Master Pay Scale points is set out in paragraphs 7.2 and 7.3. In essence, the Commission wish to give lower-paid staff at the bottom of the Master Pay Scale increases comparable with those recommended for the bottom of Model Scale 1, and hence to raise the minimum from $900 to $1,000. It would have been possible to taper this off to nil increases in the upper part of the Scale. However, the Commission decided instead to recommend a gradual taper to 3.7% at the top, on the grounds that to taper more extremely than this would unreasonably reduce differentials related to levels of responsibility, and bearing in mind also that relatively minor adjustments were being made to the scales of ranks paid from the upper half of the Master Pay Scale.

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The Report also records that the Commission will wish to take a further look at the upper end of the Master Pay Scale and equivalent points on the Disciplined Services Pay Scale in the light of the forthcoming review by the Standing Committee on Directorate Salaries and Conditions of Service. The Committee is expected to report in about June 1980.

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In paragraph 7.8, Government is asked to consider determining eligibility for overtime by reference to ranks rather than to a fixed point in the scale. It is agreed that this is a desirable change and it will be considered in detail.

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On points which are omitted in certain rank scales, so giving a jump in salary, no change is proposed pending a more detailed study but meanwhile it is recommended that the Administration should not introduce any more omitted points.

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