XCR(79)176
RESTRICTED
An intresting idea-
buk
allaitianl
increments have been
awarded generally も
group
does one
go
reventing?
G.S. 84
سما
about
23
· 6
Specific recommendations which may be considered separately from the review of individual grades
21
Pay Investigation Unit. In recommendation (vii), the Commission expresses the view that there is an early requirement for staff to be provided with more and better information on the Unit's method of operation. This would certainly help to encourage more informed discussion of the Unit's methods and work has started on producing an explanatory booklet.
22
Allowances. Recommendation (xii) is that the arrangements for the payment of obnoxious duty allowance should be rationalised. This is agreed, but it will involve examining a large number of jobs and will take some time. It will also be necessary, after the review of individual grades has been completed, to ensure that staff do not receive allowances for factors which are recognised in their new pay scales, although circumstances may arise where special arrangements are necessary for serving officers.
Temporary award of increments for recruitment and retention difficulties. Recommendation (xv) is that where there are recruitment and retention difficulties, the Civil Service Branch should, in special circumstances, be authorised to grant additional increments. Where serious recruitment difficulties exist, there is already an arrangement whereby additional increments may be awarded to individual officers on the basis of previous relevant experience. It is considered that what is necessary to give added flexibility to meet temporary recruit- ment problems without needing to change pay scales is authority to award increments regardless of the experience of the applicants. That is to say, for a particular recruitment exercise the advertised starting pay would be, say, two increments above the normal because previous recruitment exercises had not been successful, or because the loss rate during the first few years of service was particularly high. In such a case, serving officers on a point below the new, temporary starting pay would need to have their pay increased to that level. It is considered that arrangements along the se lines would be useful.
24
Career prospects. Recommendations (xxi) to (xxvi) under this general heading are specific recommendations which can be considered separately from the individual grade review. Two recommendations are made in paragraph 47(a). The first does not in fact appear in the summary of recommendations but has received considerable, rather misleading publicity. The recommendation publicised is that
the possibility of a civil servant with the
RESTRICTED
No comments yet.
Private notes are available after approval.