leadership, create expectations which cannot be met, so generating added tensions. So long as the three main Staff Associations are able to reach agreement both amongst themselves and with the Government on the annual pay claim, the independent departmental and grade associations have little opportunity to prevent the settlement being implemented. If, however, the three main Staff Associations are unable to reach agreement on the annula pay adjustment with the Government, the probable result would be to strengthen the position of the more agressive departmental and grade associations, including the Hong Kong Civil Servants General Union. In particular, departmental units of the Hong Kong Chinese Civil Servants Association (HKCCSA) would come under pressure to desert their parent body. This would so undermine the HKCCSA, which, in membership terms, is by far the largest of the three main Staff Associations, that its claim to act in a representative capacity on the Senior Civil Service Council could be challenged. As a result, the viability of the Senior Civil Service Council would be affected. Clearly, it is in the best interests of the community that the present low-key and, on the whole, satisfactory consultative arrangements between the Secretary for the Civil Service and the main Staff Associations should be maintained if at all possible.
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There are two groups of staff who are not represented in the Senior Civil Service Council and for whom the Administration has, therefore, a special responsibility in considering the annual pay adjust- ment. The first group comprises the 40,000 junior staff of Model Scale 1, whose interests are excluded from the purview of the Senior Civil Service Council by virtue of the 1968 Agreement. The second group comprises the 20,000 disciplined staff of the Royal Hong Kong Police Force who, by law, are prohibited from belonging to a trade union. As regards those two groups of staff, the Government needs to consider whether proposed pay adjustment(s) are fair in relation to Pay Trend Survey figures and whether the staff themselves would regard the adjustment as fair. As these staff are mostly paid from the middle and bottom bands of the Master Pay Scale, or their equivalents, they are unlikely to regard any adjustment as fair if it is significantly less than the adjustment granted to more senior staff on the top band of the Master Pay Scale. Moreover, if the Police (and the other disciplined services) considered an adjustment to be inadequate, they could argue, with justification, a Pay Trend Survey approach, was unfair because there are no private sector equivalents to the Police and the other disciplined services.
Consequential Adjustments
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Adjustments to all Civil Service scales (e.g. Disciplined Services, Apprentices, etc.) have previously been made at the same time, and proposed scales provided for Members' consideration. At this preliminary stage the effects of options (a), (b), (c) and (d) have been illustrated by reference only to the Master Pay Scale. Similar percentages will be applied, following agreement in the Senior Civil Service Council,
C.S. 166
CONFIDENTIAL
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