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prospect of their retention in Government service after 1997, therefore
many needed to seek alternative employment beforehand. Furthermore,
whether justifiably or not,
many felt vulnerable because of their
association with the Crown. It was worth noting that there had been 4
times the number of passport applications from LEP than from any of the
other disciplined services. Retention in the last years was critical.
CBF HK was grateful for the effort the Secretary of State had made to
secure more passports. The pressure needed to be kept up but alternative
means of retention would also need to be sought, including financial incentives. CBFHK recognised the Treasury's concern at the proposed
payment of financial incentives to retain LEP at the same time as Gurkhas
were receiving redundancy. There might be some scope for switching Gurkhas into LEP posts. CBF HK was amazed at the loyalty of LEP but
stressed the possible danger of a herd instinct reaction once a few left.
GF 1 asked that early consideration be given to the implications for the DCA of any financial incentives.
22.
The Chairman asked about the status of the paper currently being staffed by PS10 (A). After Note. The framework has been circulated for comment and discussions are currently in progress as to whether its scope should be expanded to cover wider issues such as identifying alternative labour sources for LEP who leave the Service early.
ITEM 3e THE PR PLAN
23.
ACPR (Mil) reminded the meeting that PR was by necessity "event driven" and reactive. The draft PR plan had attempted to identify the important issues. It was for instance very important to coordinate the PR line between government agencies and to have a Press Policy Group
established in 1994 to review options. CPR's view was that interest in
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Private notes are available after approval.