TNAG-0991-FCO40-1210-Policy-on-salaries-and-pensions-for-civil-service-in-Hong-Ko-1980 — Page 209

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CONFIDENTIAL #

For discussion

on 6th May 1980

Hikk 43011

RECEIVED IN REGISTRY NO. 51

14 MAY 1980

DESK OFFICER

INDEX

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REGISTRY

Action Taken

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Medina. 13/5.

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MEMORANDUM FOR EXECUTIVE COUNCIL

мо

14.5 AN 14/

STANDING COMMISSION ON CIVIL SERVICE SALARIES AND CONDITIONS OF SERVICE

REVIEW OF THE UPPER END OF CIVIL

SERVICE PAY SCALES

37

The Standing Commission on Civil Service Salaries and Conditions of Service submitted recommendations on changes to the upper end of Civil Service Pay Scales to the Governor on 16th April 1980. A copy of the letter containing the recommendations is at Annex I.

Background

2

The Standing Commission's First Report on Civil Service Pay was implemented with effect from 1st October 1979. One of the main recommendations was for increases in the Master Pay Scale tapering from 12.3% towards the bottom of the scale to 3.7% at the maximum. The Standing Commission specifically recorded in paragraph 7.5 of its Report that it would wish to take a further look at the upper end of the Master Pay Scale in the light of the review of Directorate salaries which it knew to be imminent.

3

Members are being asked in a separate paper to advise

on the recommendations of the Standing Committee on Directorate Salaries and Conditions of Service. The Standing Salaries Commission has been advised of the salary recommendations by the Standing Committee, and it is in the light of these figures that the Commission has now made its recommendations on the upper end of the Master Pay Scale.

Rational for changes proposed

4

The Commission points out that there has been an erosion in pay differentials for the more senior ranks on the Master Pay Scale. It comments that this has arisen partly as a result of the tapering of general pay awards in recent years, with larger percentage increases for the bottom of the scale; and partly because while the pay scales of ranks in the lower ormiddle sections of the Scale have been adjusted over the years to recognise increases in responsibility and the like, such changes are extremely difficult to make at the top of the Scale, because the Scale stops at Point 48 to avoid overlapping with the Directorate Scale; dr

CONFIDENTIAL

機密