TNAG-2669-FCO40-3866-Hong-Kong-Civil-Service-1993 — Page 71

2) revive the original

3)

localisation policy and allow local officers who can perform the full range of duties required of the job to take over the places of 'transit' officers who are not capable of doing so; and

adopt one set of employment terms in order to put an end to any further discrimination.

We further suggest that there should be a sound policy aiming at the

smooth transition of the civil service through 1997. This policy should serve at least three objectives: to have one set of employment terms which are fair to all; to realise the policy of "Hong Kong people ruling Hong Kong"; and

and to make suitable arrangement to retain able and dedicated officers if considered necessary.

We submit that the following proposals are conducive to achieving the above objectives :

1) Each department should review critically on the need to retain overseas officers. If certain overseas officers are to be retained, they should either be employed as consultants (in anticipation of the arrangements after 1997) or on a last contract, with a view to handing over their responsibilities to suitable local candidates. For departments where there is a large number of overseas officers, appropriate quota, in percentage terms, should be laid down. This percentage may vary from department to department according to operational needs, and be reviewed from time to time.

(2)

When determining whether overseas officers should continue to be employed, the departments should consider the needs of the service and the suitability of the officers in performing the full range of responsibilities required of the job.

the above views and proposals will receive your favourable

We hope consideration.

Thank you for your kind attention.

Yours faithfully,

Inlun

(John LUK) Chairman

the Senior Non-Expatriate Officers Association