TNAG-0991-FCO40-1210-Policy-on-salaries-and-pensions-for-civil-service-in-Hong-Ko-1980 — Page 92

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Master Pay Scale at rates which, prior to the recommendations in our First Report on Civil Service Pay, were broadly related to those for disciplined ranks in the Royal Hong Kong Police Force.

Representations

5.

Representations from staff of the I.C.A.C. were limited to some initial comments on our Consultative Document on Principles and Practices, a submission from a group of Commission Against Corruption Officers (Middle/Lower) on the administrative organisation of certain units of the Commission a management matter and to a submission from representatives of Commission Against Corruption Officers in the Operations Department drawing attention to their particular responsibilities. However, the Commissioner I.C.A.C. has made comprehensive representations on behalf of all his staff and we have taken due account of these in formulating our recommendations.

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I.C.A.C. Grades with Direct Equivalents Elsewhere in Government

6.

We do not consider that there should be any change in the present position whereby staff in ranks or grades distinguishable from civil service ranks and grades only by the suffix (CAC) are paid on the same pay scales as their civil service counterparts. This arrangement enables the Commission not only to recruit its own staff but also enables staff to be drawn from appropriate grades within the civil service for a period of service with the I.C.A.C., and for them to return to their parent department or grade on completion of such service. We believe the arrangement has worked satisfactorily for both management and staff concerned. We therefore consider that the adjustments in pay recommended for this category of staff in our First Report on Civil Service Pay are appropriate and propose no further changes.

I.C.A.C. Departmental Grades

The loose relationship between the level of pay for staff in the I.C.A.C. departmental grades and that for

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