TNAG-2278-FCO40-3278-Future-of-Hong-Kong-Radio-Television-Hong-Kong-Board-of-Gove-1991 — Page 147

1.7 The compensation range for each grade -- detailed in Chapter 2 - overlaps with the next higher and lower tiers to give management the flexibility to reward strong performers with higher pay rather than promotion. For example, RTHKC should have the flexibility to compensate well an experienced, top-notch TV Executive Producer (Grade 5) as a hands-on professional, without having to promote him to a managerial position as Programming Unit Head (Grade 6).

1.8 As noted above, each grade comprises several different, though roughly comparable, positions. For each position we have developed a compensation range competitive with market levels (the actual ranges are set out in Chapter 2). The pay ranges for all positions within a grade collectively form the range for that grade (see Exhibit 3). The ranges become broader in absolute terms for the more senior grades because of the greater diversity of jobs within those categories.

APPLICATION OF PAY RANGES

IN RECRUITMENT AND PROMOTION

1.9

Unlike in the civil service, newly hired staff will not all start at the bottom of the compensation range for the job, but at a level based on the candidate's skills and experience. The midpoint within each job compensation range is the expected level required to attract an average applicant. A below-average applicant, if selected, should be offered a remuneration package below the midpoint; a highly skilled recruit may be offered more than the midpoint.

1.10 Similarly, not all employees will necessarily reach the top of the pay range for their position; progression should depend largely on individual performance. And a person need not attain the maximum compensation in the range before being promoted; rather, promotion should be based on accomplishments and readiness.

METHODOLOGY USED

TO DETERMINE GRADES

1.11 To classify jobs into grades, the team evaluated each of the 53 key positions on the basis of detailed job descriptions (see Appendix A) and conducted a rigorous assessment

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