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(c) The present controversy which has been engendered by
the Report stems from the fact that the Commission has based its recommendations on a qualitative judgment. It has been suggested that the Commission when making its future recommendations should do so only if its findings can be supported with quantitative analyses and a comprehensive and satisfactory job evaluation scheme should be adopted in its future reviews subject to consultation with the Senior Civil Service Council.
(a) The Standing Commission has failed to advance any
convincing reasons to justify the special treatment or the separate pay scale given to the Disciplined Services. Unless such reasons are forthcoming and are acceptable to the other members of the Service they maintain that there should be no difference in treatment at all between all the members of the same Civil Service.
(e) The two associations are of the opinion that the contents
of paragraph 7.5 of the Report appear to indicate that the Standing Commission has no independent views so far as the upper end of the Master Pay Scale is concerned. The task of the Standing Commission is to review the salaries in the Master Pay Scale without reference to what other bodies would do and thereby following suit but to consider these questions independently and upon the available information, comments and evidence from members of the Civil Service. It is considered by them that the upper end of the Master Pay Scale is of great importance since it is in this sector that most effort should be exerted to retain the services of very experienced officers.
Comments on specific recommendations
(a) The recommended conversion arrangements seem to contradict
the conversion principle in paragraph 54 of the Report on Principles and Practices which states that staff should benefit by not more than one increment on conversion. The arrangements are also inequitable in that a junior officer may get more pay than a senior officer soon after conversion. The associations prefer a point for point conversion.
(b) The educational qualification benchmarks are not comprehensive enough, e.g. Polytechnic and other post secondary qualifications are missing.
(c) Long service increment and overlapping pay scale
should be applied to the whole Service and not just the disciplined services.
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