TNAG-0992-FCO40-1211-Policy-on-salaries-and-pensions-for-civil-service-in-Hong-Ko-1980 — Page 182

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6.11

In

Understandably, the representations concentrated on seeking improvements in pay and conditions of service. so far as the latter are concerned many staff sought improve- ments to allowances, a reduction in hours of work and better arrangements for rewarding overtime.

6.12

As far as conditions of service are concerned we must draw attention to our Terms of Reference which preclude our considering such matters until they are formally referred to us. However, we have the following comments :

(a)

(b)

(c)

We consider conditions of service for Model Scale 1 staff should take account of better practice in the private sector. We would therefore suggest that Government monitor changes in private sector practice in order that any improvements introduced can be applied to its own employees;

In paragraph 38 of Report No. 1 we suggested that the arrangements for the payment of Obnoxious Duty Allowance should be rationalised. We are aware that the Government has already taken action in this respect but one or two cases continue to be referred to us which indicate that some anomalies may still exist;

In paragraph 59 of Report No. 1 we stated that we would investigate the possibility of introducing a provident fund or some other form of superannuation for Model Scale 1 employees. However, we have since found that the scheme of retirement allowances already in existence for Model Scale 1 staff provides better benefits than those provided under a provident fund or any similar scheme for the same class of workers in the private sector. We would suggest however that consideration be given to preparing a pamphlet on the retirement allowances scheme for distribution to Model Scale 1 employees, many of whom appear to be unaware of its existence.

Review of Individual Grades

6.13

At the same time as representations were called for, a study was undertaken of individual Model Scale 1 grades. Departments were requested to submit representative job descriptions for each rank in their charge and, on the basis of these, 450 representative posts were selected and individually inspected. As a result a composite description for each rank (or more than one description where significant differences between posts in the same rank were detected) was compiled. In addition, account was taken of some 580 job descriptions prepared during an earlier Pay Investigation Unit survey and of draft "guides to appointment" for Model Scale 1 ranks prepared by departments during 1979. In the