Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1698070890079.pdf (Guyana)
Report of the Commission ' i' '·" to Review Wages, Salaries and Conditions of Service in the Public Service, British Guiana 1961. t , ' Printed by Authority at the Government of His Excellency the Governor, Printing and Stationery Office, Georgetown, British Guiana.

I Report of the Commission to Review Wages, Salaries and Conditions of Service in the Public Service, Britis-h Guiana 1961.
CONTENTS OF REFERENCE TERMS PARABRAPH NUMBERS 1 -4 CHAPTER I CHAPTER II CHAPTER III GENERAL <XNSIDERATIOOS RELATING TO 1HE NEED FOR REVISIOO OF RE­ MUNERATIOO IN THE PUBLIC SERVICE 5 - 28 FINANCIAL CONSIDERATIOOS 29 - 68 CONCLUSIOOS AS TO THE REVISIOO OF WAGES AND SALARIES 69 - 79 CHAPTER IV THE POLICE FORCE General Observations Revision of Scales of Pay for the Police Force Allowances Leave and Leave Passages New Widows and Orphans' Fund Pensions Medical Attention Promotion CadP.tships Representation & Negotiation - 80 81 - 84 - 92 97 82 85 86 93 - 94 98 99 100 105 104 - 112 CHAPTER V COODITIOOS OF SERVICE AND OTHER MATTERS Leave and Leave Passages Housing Hours of Work Consultation Practice 113 - - 141 145 146 - 140 144 153 155 160 Private Professional Practice in General Allowances 154 156 - 157 The Unclassified Service 161 Regradings - t Comments on Specific ments and Grades - Depart­ Legislature Audit Civil Aviation 162 163 164 - 165 l -- PARABRAPH NUMBERS 4 CHAPTER V (contd.)
Chief Secretary's Office Information Services 166 167 Education, Queen's College, High School, Bishops' Government College apd �na Regina Secondary Training Technical Institute Primary School Teachers Finance -Central Registry Inland Revenue School 168 - 171 172 173 - 176 177 178 Fire Protection, Prisons and Volunteer Force Law Officers 179 180 Ministry and Housing of Labour, Health Post Office Telecommunications Transport and Harbours Permanent Secretaries Severance Pay Anomalies 181 - 182 183 184 - 186 187 188 - 189 190 Reorganisation of the Structure of the Public Service Efficiency Conversion 191 - 192 193 - 201 202 - 204 CHAPTER VI SUMMARY QR MAIN CONCLUSIOIS AND RECOdMEN[)ATICNS 205 206 APPENDICES I to VIII ,... - 1 l PUBLIC SERVICE SALARIES REVIEW COMMISSION'S OFFICE, PUBLIC BUILDINGS, Georgetown, Demerara, BRITISH GUIANA.
29th July, 1961.

His Excellency, Sir Ralph Francis Alnwick Grey, K.C.M.G., K.C.

V.O., O.B.E., Governor of British Guiana.

Your Excellency, We were appointed a Commission of British in May, 1961, by the Officer Admin­ Guiana, with Mr. C.W.

Guillebaud, istering C.B.E., as Chairman, and with the following the Government and conditions terms of reference:- of service in the and those of teachers in Governmen and to advise the Governor tions for regradi in Council ng where necessary.
t and aided thereon, " To review wages, salaries Public Service Primary Schools making recommenda 2.
In making its review the Commission (a)the revenue financing able to the Government (b)the levels of wages, salaries of the Development and expenditure of:- is to take account of the Government, Programme, and the means avail­ including the of increasing its revenues; in the circumsta required the services grade and to attract ficient in quality nces of British and experienced to the Public Service and conditions of service Guiana to retain of every officers recruits suf­ needs; for the country's of qualified and quantity (c)the wages, salaries and conditions of service (including superannuation, occupations in British pension Guiana; and and other benefits) in comparable (d)other matters -such as the possibility of increasing ion of the Public Service, and the appro­ responsi bilities in relation etc.
- thereto, task.

general the to the Commission's is also to review and advise the Governor in of representat ion and negotiation methods by reorganisat efficiency growth of the Government's priate size of the Public Service that are relevant 3.

The Commission on promotions, Council in respect of the British 4.

For the purposes the irconditions of reference as:- such matters (i) (ii) (iii) (iv) leave and passage housing ; medical the relationship Public Service entitlement Guiana Police Force.
of paragraphs of service" privileges; benefits; (v) 5.

In carrying to the Report on the structure Messrs. staff structure thereon."

of Departments to total remuneration the of wage rates both within and without (if any) to private out its review the Commission professional is to have regard for hours worked; practice.
Angel, Reis and Ford, any other proposed of the Public Service made by in the changes and any decisions of the Government 1 and 2 (b) of these terms will be deemed to include 2 we had the opport­ supplied by the as well as repre­ Division of the Finance and Permanent the commencement of our deliberations by Heads of Departments information Secretariat, 2.
Prior to unity of studying a good deal of factual Establishment sentations submitted so that we were in a position to proceed with interviews illllllediately after the arrival of the Chairman on 7th May, 1961.
Memoranda from all and Trade Unions were presented after our sittings the Heads of Departments, organisations, and individuals conducted, will be found in Appendices 3.In order to fulfil engagements the Chairman left for the United Kingdom between continued by the other members under the chairmanship Kranenburg, O.B.E.

4.

We now have the honour to submit our Report.

who submitted memoranda, to which he was previously departmental of Mr. C.L.

as well as the interviews VII and VIII respectively.
on 24th June.

In the interim committed, began.
Lists showing groups of officers from the United Kingdom the recognised Staff Associations Secretaries, and discussions his de�arture and return on 15th July the Commission's work was I - / 3 REPORT OF THE COMMISSION CHAPTER I GENERAL CONSIDERATIONS RELATING TO THE NEED FOR REVISION OF REMUNERATION IN THE PUBLIC SERVICE of this country as a matter of principle, with at to in­ of the Government, in so far as they relate to the case for the of those ·to whom our remit applies.
terms with We deal later and the means of British possible to the proper of reference of "the revenue in broad and general and expenditure I of our Report we deal of the Development of Reference we are enjoined on the one in order to on the other Programmes its revenues."

capacity time.
capacity time.

Here we are concerned, relationship very great importance in view of the big part it has to play in of levels of remuneration 2 (a)·of our Terms between diversion the pay of those employed Programme, the Development of Government revenues in the Public Service, 5, In Chapter our terms revision 6.

In paragraph take account cluding the financing available to the Government of increasing of the financial question with the general the present the special hand, and the improve hand.
7.We are agreed in attaching of this Programme, execution expansion furthering the economic It is not necessary for our present Programme in detail; wish to draw special 8.

The Programme five years 1960 to the economic Programme itself, dent expert advice as to the kind of development greatest benefit be expected that, with it, all sections in the benefits.

9.

The need for the Programme have affected of the eradication in large measure r�pidly; 6,000 to 7,000 a year.
At the same time there is even now a serious and it is imperative of unemployment problem means should be found for absorbi labour market.

that purpose .

10.There are only ·three of $110 million of malaria, population has been growing force is increasing by some and it is estimated that the labour to 1964, of which $92 million and $18 million sector, both in amount and detail, but there are certain attention.
envisages a whole in the long run; and it is to income that· will for the country as the higher national which in recent years.

Guiana in the coming years.

to discuss the Development of the community will share directly the grqwth of the population result from L ·d/or indirectly sources from which and under-e'11ployment; Much of the Development (16%) to the social sector.
is greatly enchanced (84%) are to be devoted the expenditure the DJvelopment can be financed: Programme by changes is rightly purposes As a result general aspects to which we designed for has been based on indepen­ which would.be_of that The the expenditure ll/,; those who will be coming into the of $110 million over the (i)from free gifts and grants Guiana in the form of revenue (ii) from are in excess of the i.e.
revenues which of the country; Government expenditure the internal of British in aid; and budget surpluses� normal recurrent from loans.

(iii)finally that British from the Colonial $23 million Developm Guiana will contribute implying 11.It is hoped that approximately form of Free Grants poration; from her own resources, the five years of $3 million; leaving (65% of the total) to be financed 12.In conside rill9: these figures must be made.
In the first place, the SUB of $110 million a minimum programme; not been pas; ible to fit into this five year plan.

Hence any additional be made available could revenue may be obtained in the Cor­ ent and Welfare a total of $15 million over annual budget surplus points that is ver)-much which it bas there are two important and there are urgently of about $72 million needed projects the balance an average that can by Loans.
in the be very well employed 4 under Public us with an itself to be a heavy charges for nature, imposes of ex­ tle designed necessary in whatever .

Secondly, to be borrowed.


to $6 million, it, confronts loan financing of the Programme should be obtained in other directions in 1963 to $ 9 .4 million must entail a reduction as we have just described that larger budget surpluses by that part of the Development it is clear that any substantial are much to be desired, Programme to finance a larger revenue, leaving a alternative".
of encroaching American economist has said that, inthe last analysis, latter heads, but they are not likely to be of sufficient charges, will rise in 1961 to $6.8 million; should be financed that not more than is absolutely revenues owing to the consequential of the debt.
It is estimated that debt increase in personal budget surplus would can be of additional except in so far as the increase orby the raising later, there should be some offsets It would on the budget in the Public Service would be which either will and in 1964 to $11.

0 proportion to increase out of loans, it is very expansion burden upon Government interest and redemption which in 1960 amounted in 1 962 to $7.

9 million; million.
9 million; million.

While it is clearly right that a considerable penditure which itself is of a capital future national income, desirable from this source.

13.It follows since they would either enable the Development expanded, or alternatively, would make it possible provortion of the total expenditure out of internal smaller proportion 14.This situation, apparent dilemma; remuneration otherwise have been achieved; offset by savings revenue.
As we shall be showing both these size to cover the total sum that we shall regard as needed for the Service.

15.An eminent "the real cost of anything is the sacrificed appear at first sight that the real cost surplus in order to improve remuneration represented not be able to be carried out because finance it, or which now must the accompanying in debt charges.
tially true for the Development Programme itself makes upon many branches Irrigation Department is directly related to the execution as more land is reclaimed more work will fall the Cooperative, every other department.

Moreover, when a given sum of money is allocated for a certain type of development, that is cnly the beginning story.
The value of that sum in real terms consists in what is ultimately achieved; with which that money is administered and on the way in which the work involved is carried does not carry itself out, it has to be properly and if Staff of the required numbers and calibre is not available because salaries are not adequate to attract will be the Development Programme not really a case of more money for the Public Service less money for the Development .intimately that the Development and what is desired, unless it is administered t Public Service imbued with the aim of making wlatever money is available go as far as possible.
A smaller sum of money devoted to the Programme, spent with greater more enduring ger nominal are lacking.

16.This bring s us to consider is to say, what the effects in the remuneration of those in the Public Service would seem to be both equitable and necessary circumsta quite briefly.
to by �dditional with But this is only very par­ extensive demands and told us that as much as 90% of the work of members of his Also in the light of all the to the present position can be set out The last major revision of wages and salaries took place inter-related.
We cannot stress too strong ly our conviction Programne administered; Progrannne will fall far short of what is contemplated results for the progress of the country sufferer circumstance s it is and therefore Departments, and so on throughout Programme, for up to a point the two are and retain them, it is certain the funds are not available out.

A Development the other "sacrificed and that in turn depends nces.

The background sum if proper controls of the Public Service.

itself.
itself.

Under existing upon the efficiency all-round efficiency, of the Programme.
that the greatest the Social Welfare could well achieve alternative", sense of the term) by an efficien The Director of this country as be financed of Drainage Programme borro�ing broadest increase (in the than a lar­ but better and of the that would be of failing to make such adjustments on the Land Development, 5 two years there has of as s in the "B" of weekly increase Guiana; increases increases by someth1nt1: of the feeling of stand-still on these matters remuneration in other salaries in other increas­ with this condition there have been no general and in the event the Report was of those in the public service as to the strength throughout in the wages rises in the "C" and most of Guiana in leading to our present appoint­ of British parts of his Report were acceptable be unaccept­ taken as a whole it proved to In_the meanwhile, the cost of living has increased of the order of 10%; there have been and other forms of employment the Public Service.
as a Commission in the Public Service has risen in many cases.

It is the ever in British was appointed s of Service in March 1959.

Although In November 1958, Mr. L.H.

to review Wages, Salaries and and he to the Public Service in this not only from but also from the 33 Heads of Departments whom wed. As a result of this we fo�lowint1: the Report of the Hands Commission in 1954.
Since that date, wh�le there have been two substantial paid workers, with consequential salary scales, a whole throughout Gorsuch Condition reported some sections of the Service, able _to most of the Staff Associations, n?t Implemented.

s1nce 1954 in wa�es and salaries in commercial the country; and the parts of the Caribbean ing dissatisfaction which has been one important factor ment.

17.There can be no question which prevails dissatisfacvion We have heard much evidence country.
Associations, the Staff we have personally have reached been a widespread its lower and middle sections.

sion and ventilation a whole is becoming everywhere the case; but it would appear to be sufficiently a factor which cannot be ignored.

constitute the Development Programme inevitabl,y Departments, are avoidable by even a little their normal working arrears; tempo of the Programme spent to 18.We turn now to consider raised by our terms of reference.
principle tration of a country that there should be a fair relativity of remuneration government service, of employment laid down in the Report of the Royal Commission the United Kingdom, Commission, additional even when they are not.directly delays; when all other considerations etc.)

have been taken into account.


in the morale of the Service, particularly Much time is beint1: wasted in the discus­ of the Service as efficiency that this is We do not wish to suggest prevalent to between and those prevailing in non­ of grievances, impaired.

on the Civil Service in by the recent Royal the conclusion decline will be slowed down, and public money will be Programme is clear.
As we have pointed that it is in the long term interest 1929 -1931; and restated that during the last feel unwilling on occasion the more fundamental of the efficient adminis­ hours in order to catch up on in its Public Service (terms and conditions work being thrown on many in the following terms: and separately of this to that The relevance less good effect.

out earlier, if officers by it.


If there We believe to extend involves affected and the intervie aspects the whole levels which reported in November 1955, of Civil Service in remuneration pay should be fair com­ staffs employed of outside "The primary parison with on broadly conditions principle the current comparable of service."
work, taking �ccount of differences in other though s1mple with outside the Service" of "fair relativit y", or as it_ is s�metimes This principle comparison from simple when it comes to its practical two main reasons.

posts, comparability with any degree of accuracy.

conditions limits· or conditions comparisons e of negotiat1ons in another.

Experienc shows that each side tends to select those examples which appear most called.
"fair lil appearance, 1s far and this_ for implementation, _to establish very difficu�t an?
ot�er rates of r�munerat1on _ nment serv1ce vary within w1de which rates way of determining which might be valid f?r one countr:y mig�t �e in�pp�icable 1s invoked First, with the exception of posts is usually Secondly, and there is no simple or obvious should be taken for the purpose of employment in non-Gover where th1s principle of comparison; of some purely technical moreover if there is a lack of eager and willing cooperation; This principle was of the problem it to be a generally accepted 6 and which do employee in in­ terms.
whom firm can the prin­ As we have Guiana.

whether in the rates business of British in private this is likely when applied paragraph, in question.
of the business the validity of and in the nec_essary this be commercial, with those in other branches in that branch as compared with it in the labour market, there is a marked disparity exist today over Our witnesses were is likely to have difficulty theTe has been an appreciable shows that both of these phenomena the limitations to which we have just referred, and performance.

affectin,g trained numbers to Secondly, there and experienced a large and prosperous of a particular individual case.
It is also true that which have to be taken into account, is A private and he has to show that he is is of great practical importance.

of the preceding to the Public Service is generally d recognise The of the country that in the lower ranks of the salaried fallin,g off in recent years in the At first sight this might seem sur­ since at the same time there has been a considerable favourable to its own there are risk factors not arise in the same way in a public Service.
paid out of the earnings earning the salary that he is paid.

We might add that no public service in any country can compete with what offer in order to secure the services into its employment.
it wishes to attract 19.Despite ciple of fair relativity at the beginning affirmed this principle as being in the long term interests reason for this is not far to seek, and it can be stated in quite general 20.If in any branch of employment, dustrial, or public employment, of remuneration of employm ent which compete to show itself in one or both of two ways.
In the first place, the conditions branch with the inferior recruiting staff of the required quality, maintain a proper standard of service is likely to be a high rate of wastage personnel, who resign from their posts in order to take up employment on better terms elsewhere.

21.Our evidence a large part of the Public Service exception agreed, almost without service quality of many of the new entrants.
prisin,g, of the educational even more rapid aevelopment of banking, commercial and other enterprises, which in many cases can offer better salaries the Public Service thing, Guianese turous than was formerly salaries recruitment than was formerly extension benefits, have also Public Service.

In the light of our evidence general the Service is unduly low when contrasted in other sources continuing 22.
The difficul even more marked and even more immediately in the case of many of the technical, posts in the Service.

unfilled vacancies reason for this being the with those for comparable is embarking such officers tively, and if money is not to be ill-spent professional 23.The other aspect of the same problem is the question technical and i.e.
losses of good quality staff in many professional, other grades through resignation, Our evidence shows that this is taking place at an increasing and now alarming rate.

Thus we are informed 1957 directly into the administrative service in many of the large private firms of what are called fringe treatment, etc., e.g.

superannuation eness of the contributed to lessen the relative that the we are satisfied low salaries offered posts in other territories.
programme of development if the plan is to be carried and other grades in are being paid with rates that al to tre and that this is detriment the result that relatively deterrent such as the constitute a more serious the case.

Other changes on an ambitious are indispensable ties of recruitment to which we have just referred, than those which exist in this is a good of employment, of the Service.
are detrimental, the services out effect­ for over sixty professional youth of today is less security that at the present time there are that of ten officers services of the country.

in many of the clerical or through premature in comparison especially in the Public Service and from many aspects But there has also been an minded and more adven­ and technical skills.

level of salaries the case; with today.


Moreover, and ultimately for lack of the required We are informed professional provisions, retirement.

efficiency with degrees free medical officers; recruited In a country which of of wastage, attractiv or prof es- expansion the basic since low to and administrative 7 ng non-renewals of contracts, to 626, of which 130 were due to the all but three have resigned.
The ·total number of by department of the officers 1956 and 1 960 amounted from the Public Service includi sional qualifications, resignations between marriage department their efficiency reduced two out of the many.

Economic British have visited the need to improve the collection expressed additional would produce Taxation System of British this matter i s contained Public Accounts 1961. the view that the streng thening Committee Guiana, in q�estion.

It would be possible of staff.


We shall here to take and show how they are all being affected and select only by shortage which of enquiry to income tax of the staff of the Department Guiana in recent years have referred repeatedly and other commissions of individual and have revenue.

(cf: R.D.

Nicholas.

Report on the p. 39).
The latest comment o n from the Report of the in the following extract of the Legislative Council, dated March 17th, and a steadil�, "We have been informed owing to insufficiency officers, exceedin Commissioner's difficulty general ke�ping the services gly difficult staffing problem by the Commissioner particularly of ·staff, increasi to reduce the arrears ng volume of work, he was finding it The part and parcel of the and confronting of a sufficiency the Government; of competent of Inland Revenue is obviously that qualified and trained attracting of assessments.
officers ".

of tax revenue is that the collection This bears out the contention suffering for lack of the appropriate staff; but we find specially significant the Government" emanating body charged an independent the following public money is spent.
We note also paragraph 7 of the same Report of the Public Accounts confronti ng Committee, as it does from the Public Accounts ng the way i.n which sentence opening with the duty of supervisi e to " the general Committee: the referenc staffing problem of "With regard to the shortage officers.

istrative offer better salaries of the calibre it is evident in order nee <led."

of experienced technical that Government to secure the services of officers and admin­ will have to.
(The Committee's own underlining1 and be expatriates); by way of illustration falls the possible to develops Guianese momentum.

Technical ng ly important we have selected task of training like an adequate staff of Lecturers to become Instructors youth in those technical by offers of better salaries or Lecturers in due course, Institute.
On this Institute (many of whom at this stage must inevitably is so greatly as the Development in need and which will become Programme it is not proving who might be capable of are and pros-· We were told of one case where special equipment, which been lying idle ever at a cost of over $60,000, has at whose instance it had 1958, because and it has not proved possible to replace him.
24.The second Department which is the Government exceedi skills of which the country important increasingly With salaries as they are at present recruit and retain anything Instructors while any pupils of more than normal ability being trained attracted away from the Institute pects elsewhere.
had been ordered since September, been bought had resigned It would be difficult to imagine welfare of British Institute which the 25.To take an instance Road Programme is badly in arrears, to recruit technicians been told of departments the more senior officers there is not the trained them.

Perhaps evidence that at present salary levels the great majority of young but are going Guianese into other Guiana.

graduated who are needed for this purpose.


We further have a number of but Guiana than a continuance is now operating.

the age of retirement, at the lower levels to replace employment, either in commerce etc., or outside that of 71 Guianese of the to the future of the conditions British students who 1952 and are all nearing staff available in a different because of all for the future of the Service Thus we have been informed field.
We understand that the where the age-groupi the Public Service, at the University more detrimental West Indies between ng is such that are not entering the Lecturer most serious has been unable graduates the country anything College under is tm 8 as and it is We have not here in of British Kingdom, employed of those have and well-bei graduates recent years.

in the Public with the situation enterprise But if the degree we have already would continue the more serious better elsewhere.
for his own futur� and of a Deoartment to be a widespread much more restricted in view of what appears gives cause for grave concern; field, so far as University We do not think it necessary ng of his family will make him apply for arises for this.
It is reasonable is too large, a man's natural concern is higher than the salary of the Head would prefer to work in his own country nt in other lands, and that a majority to move to better paid posts elsewhere such as the United that only very few to assume that rather than to seek to do so within British Guiana.

from for those who have graduated Canada, teachers) are presently in the here.
An almost equal number (14) have found employment 1960, only 15 (including Service relatively are concerned, of private been able to obtain comparable figures the Universities of other countries, the U.S.A.
etc., but we understand entered the Public Service 26.We consider this situation rendered desire on the part of many, especially of the better qualified Guianese who are now in the Service, soon as the opportunity a Guianese employme even if levels of pay were somewhat of disparity for the education the higher paid post in another country; and this is which we are faced today in the case of the Public Service In many cases the salary of the Deputy Head Guiana.

other ter.ritories in British Guiana.


the facts and figures gravity of the present position, of remedy it will rapidly deteriorate 27.All our evidence Programme the Public Service is unable to recruit people of the required numbers, petent staff paragraph with existing .itself, is bad for of dis­ efficiency.

satisfacti en should be removed if means can be found for so doing , this is by no means our main preoccupation.
What is foremost in our minds is the grave harm that is being done to the future of this country owing to the movement employments men and women.

28.The conclusion is that, over a wide range of the Public Service, strong case for an upward revision whelmingly so as to bring these into a better relation other avenues of employment both inside and outside Further it would be neither equitable increase Teachers, whose salaries last fixed in January, ance for the in Brit.ish Guiana.
to withhold an to the large group of some 3,100 Primary to make, increasing taken as a whole, the Service quality breakdown there is an over­ of levels of remuneration with levels prevailing any change since they 1955, and whose duties are of very great import­ of so many of the abler of the young er generation of Guianese to multiply given are sufficient goes to show that at a time when the Development in the necessary for lack of com­ to the fact that there is widespread future development of the country.
in an earlier in the Service While it is clearly desirable away from the Public Service of the required calibre).

some cases is facing virtual on the basis of our evidence upon demands itself at which we have arrived rates of remuneration, have not undergone with the certainty and will continue that this feeling We have referred that in the absence of this country, nor desirable of a Department and that this School were Guiana into other discontent 3till further.
in salaries is making, of British examples; (and in to show the in 9 CHAPTER II FINANCIAL CONSIDERATIONS what is the total sum that the country time to spend in improving as a whole in order can, in our opinion, personal remuneration the financial position and we have dealt with that special I of our Report we have referred which relate to the financial aspect of this and the Devel­ between the Public Service to pos­ 29.At the beginning of Chapter �h�t part of our te'rms of reference it7on of the country, which concerns the relationship opment Plan.
30.

We now turn to consider 'to ascertain afford at the present in the Public Service.

31.The most outstanding British inflow of capital bas been a very remarkable 1948-57 (5% per annum), 3% per annum.

As a result, remain better off than most of Central better off than most of Asia and Africa.

32.

Between 1952 6%, and although gross Domestic ing figure for 1959.
The estimate Guuna is its rapid expansio from overseas, saw the National which outpaced Product Product and the most hopeful feature of the economy of growth of the national n in recent years.

Aided by a large there mainly from the United Kingdom, income.

"The decade by over a half in real terms increase the extraordimry population expansion of living standards rose modestly and the people and very much and South America, 11 (Berrill Report p.7.)
on the average and 1957 output increased there was a temporary by as much as in 1958 and 1959, the set-back in 1960 was as much as 11% above the correspond­ on which the Berrill Report was based, , of a continuance during the years 1960-1961 of an annuai rate of growth which are depends Product of skilled from British a situation Since some and qualified of sugar and sugar of unskilled 1.auour; there was an 11% increase ng diversification economy; and it should be able of primary products.
British Guiana �s indeed more fortunate of its products.

of land surplus of capital, and a The future pro­ th�t it shares with other countries largely upon what can be done to increase but a scarcity labour at all levels.

qualification.

Guiana consists This is, how­ an understatement.
90% of the to an increasi as a whole, it has a relative of the bauxite and rice, it is clear that the prosperity is hrgely bound up with the state of world markets for these of 6% may well turn out to have been ever, �ubject to one important whole value of exports �roducts, country commodities, producers than some, in that it is not� one-crop in time to look forward 33.Taking the economy and a surplus scarcity gress of the country the a vailability of these two scarce factors.
34.As we have just mentioned the Gross Domestic number o f causes contributed an increase of the same order of magnitude The manganese also of diamonds.

the first time in 1960, also added some 1 country s exports.

inflow there was a rise in both consumption capital rise in the volume of imports.

a corresponding I appear to be good.

The output cf rice should benefit 1 with the virtual land which has come under cultivation project In the mining sector the manganese Black Bush Polder project.
1 1will have had a full year s working and should have a larger output; the this new alumina works will be coming into production 1year, and there is a likelihood of ca�cined' that, in the It has been estimated bauxite.

in absence informa­ 1961, as compared tion we conclude healthy years.

35.

Unfortunately, of some 20% in the output of sugar and rice; and an increase production and which came into production for $3 million to the value of the with 1960.
In the light of all the available that the economy in the year 1960 as to bring this result about; there then was of an inc�ease .

in the exports Secretary by the Financial in the value of bauxite project and for 1961 The prospects and should continue to make progress there could be a 20% rise in exports to which we refer later, the general With the growth in production of the country is in a sound and in the value of with 1959.
A fer the first time and investment., from the additional and income and a large of unexpected condition, set-backs, completion of the in the coming for reasons compared 10 prosperi state of economic panied by a correspondingly the Central Secretary and estimated) 1959 to 1964: Government.
the following cf revenue ty, which exists at the moment, is not accom­ satisfac In a memorandum figures tory condition presented showing in the budget for the years of the fin�nces _cf to us by the F1nanc1al the balance (actual and expenditure are set out TABLE I -B. W. I.
$ MILLION 1959 1960 1961 1962 1963 1964 (Actual) {Actual) {Estimate) (Estimate) 48.8 56.0 57-5 60.6 63.5 67.8 (Estimate) (Estimate) Revenue Expenditure 41.3 44.6 49.0 50.5 53.0 55-5 Surplus (before - Debt Charges) Debt Charges 4.2 6.0 6.8 7.9 9.4 11.0 Free Surplus 3-3 5.4 1.7 2.2 1.1 1.3 7.5 11.4 8.5 10.1 10.5 12 -�i 36.At our request figures out below in fable II.
the Financial Secretary has also supplied estimated on the same basis for the years 1964 to 1968, and these are set TABLE II ESTIMATED FIGURES -8.

W. I.

$.
W. I.

$.

MILLION Revenue Expenditure Surplus Debt Charges Free Surplus (before 1964 1965 1966 1967 1966 67.8 71.6 80.0 85.3 94.5 55-5 58.5 61.5 64.4 67.5 Debt Charges) 12.3 13.1 lti.5 20.� 27.U 11.012.7 14.1 15.5 16.7 1.3 0.4 4.4 5.4 10.j income, Domestic in these Tables on the significance Product} by as will raise home production (the Gross of the figures to the bases on which they have been construc­ the assumption is .made that public and private 37.

Before commenting we wish to draw attention ted.


On the income side, investment much as 6½% per annum over the period 1960 to 1964.

On the other hand, the national is not ex­ and with it the revenue of Government, th�n 5% per annum; the main reason for pected to rise at a faster rate this latter slower rate of growth being · that the capital - intensive mining developments in alumina overseas capital, make a relative income through tribution by way of income tax will be deferred after 1964.
Taxation is assumed sent.

On the expenditure salaries Teachers) is calculated years at 6%.

i.e.

the charge includes est.

The estimated normal exp:i.nsion of 5% per annum.


borrowing for 20 capital repayment as well as inter­ for the also make an allowance figure of the Public Service which is put at an average in the Public Service ( including as they were in the early ]J1rt on the basis of 8� in respect while their con­ until by tax holidays to continue at the same level as at pre­ is based on the wages and salaries of Prirra ry School of 1961.
The Public Debt charge financed ly small contributio and other local expenditures, side the calculation of expenditure n to the national and manganese, employment of average as they are by figures .r.

< .. • - f' " 'f - .. - ,-- • .. 11 shown in Tables I and II (paragraphs there is revenue the figures made in the interveni rise in Government well after 1964. are a numbef of points which stand out.
First, stated, to alumina, es; and, as will be seen from Table II, the effects continue 1960 and 1964. between to the existence of the tax holi­ other manganese, and certain of these until 1966 -1967, It is not, indeed, revenue ng years.-* 38.When we consider 35 and 36),there the slow projected This is due, as we lave already granted days which have been enterpris measures and still more in 1968, that Government of concessions which exists at present of policy; and laid on the present view this is a fact which should not be overlooked _lative Service .the other hand.
39.The second feature the size of the contribution, in the form of Debt Charges, is borrowed in Table Ill, which is a re-arra in Table I. the benefits will reap stringency The financial one, produced by a deliberate act in the nature of a mortgage of the future.
In our when consideri ng re­ which rise from year to year as more money We set this out below on on the one hand, and the needs of the Development which stands out in Table !_(paragraph it may be said to be somewhat ng ement of some of the figures for the subsequent benefit the needs at the present made out of recurrent the Development is a temporary time of the Public Government priorities 35) is revenue Programme Programme.

to finance as between contained TABLE III -B. W. I.
$ MILLION Government Surplus before Debt Free 1960 (Actual) 1961 (Estimate) 1962 (Estimate) 1963 (Estimate) 1964 (Estimate) Total 1960 -1964 305.4 52.8 41.1 11.7 Revenue Debt Charge Charge Surplus 56.0 11.4 6.0 5.4 57.5 8.5 6.8 1.7 60.6 10.1 7.9 2.2 63.5 10.5 9.4 1.1 67.8 12.3 11.0 1.3 It is this prior charge for Government Debt of economic for the five of Government revenue years 1960 to 1964, as much as $41.1 million 13.4% of the wl1ole representing to the relatively to cover the Debt Charges, 40.It will be seen that out �fa total estimated $305.4 million is allocated revenue.
of the Government (mostly incurred for purposes "free surplus" same five years.

The true contribution Programme of the Development finance sums set aside annually under 41.

Thirdly, there $44.6 million 10%.


A large part of this is accounted additional relief to the destitute, for additional raising (with in 1960 to $49.0 in 1961, an increase the heading, is the sudden big rise in estimated daily wage in November of $4.4 million, for by higher Old AJI,e Pensions to $950�000 amou�ting by the cost of ($529,000);,and School Teachers the over the revenue to the much larger than the small total pf $11.
7 million of 1960 from $2.75 to $3.04 from Government development) "Free Surplus".

is therefore from or and which reduces the minimum Primary the consequential ad.iustments and the in other wage rates by salaries expenditure and 11 11 B "C" salary scales), in the Social Services, amounting the expansio to $1,375,000.
Granted that improvements n of educational facilities, and for the probable slowness of revenue to recover after the termin­ *A further reason ation of the tax holidays lies in the fact that section 2 (2) of the Income Tax (in Aid of Industry) for buildings period.
If these allowances ditional taxable Ordinance of 1951 provides that initial and annual depreciation are then claimed they could absorb the whole of the ad­ shall be deferred until the end of the tax holiday income in 196S and much of it in 1966 -67. plant and machinery allowances 12 t of Pro-­ to which between approved projects the present 35) show that the over recurren as recently of the budget dur­ the prospect expenditure the forecasts the $110 million of the country, target and achieve­ now to entertain for the Deve Lopment of this ma�nitude, it is now extremely involving additional PrograDmJe is concerned 10%, so that the finance is less satisfactory in T9.ble I {paragraph Guiana has access, whether teach there are important and which cannot be carried commitments on a l�rge scale.
of the total of $15 million, to come from the free s_urpluses would be in the neighbourhood however, after including the estimated in sight, which is larger than the original which are hdly out so pointed out in Part I of our ReJ!ort {paragraph tion for manual workers and lower grades of clerical !lnd which had Guiana oUQht to con­ likely to be ac­ of $100 million.

At the contribution of $15 mi.l-­ there is still a gap, for which no funds estimate financial by way of gift or loan.
Just out of additional were highly ; it is none the less.

true that they must narrow situation than had Secretary has of the 1960 - it was assumect to be the minimum amount which British by way of an overall excess of recurrent revenue as last year.
The Financial to the fact that when the financing e of $110 million was planned of the Moreover, that there will be any over the five year period as a whole, since the cost of the progrannne higher remunera workers, desirable and necessary the range within which it is possible entering into further 42.Finally, total amount expected ing the five years 1960 -1964, would be no more than $11.7 million: thus fall short by $3,3 million been thought tribute expenditure, towards gramme in this period.
43.We have already 12) that this sum of $110 million is itself a minimum fig:ure and it is one which has been closely geared to the limited resources British immediate needed in the interests within the limits set by that sum.

Noreover, far as the existing been foreseen drawn our attention 1964 Development Programm that there might be a "slippage" (a shortage ment) of the order of perhaps tually required moment, lion from budgetary sources, are at present slippage.
slippage physical of underestimates of sahries and wages.

For example, tion Scheme, now costed at $11.0 million; -Road, which stood in the Programme The same applies to a number of the other projects.

the Programme had been based on a level of wages ($2.52 a day for male adult unskilled labour, etc.)
which has since increased, commencement of the Programme, $3.04 with increases subordinate salaries and wages bills to which these increases relate totalled $7 million it is clear that this expansion of the wage cost has alone added something like $5 million programme covered by the $110 mil­ lion estimate.

While it is true that in 1960, the first year of the new Development Programme, million the first year's expenditure in.
subsequent new programme, will be some under-spending ; but all the indications go to show that in 1961 expenditure will certainly and will probably this year were to be only as much as $21 million (making a total of $37 million for the first two years of the Programme) feasible average to achieve cannot therefore result of under-fulfilment of the Development 44.

There is one remaining whole to which we wish to draw attention.

this country Revenue $5.2 million; of the cost of projects.
and increases Drainage was $8.2 mil.Lion, the target figure of $110 million for the whole period.

relief can be exyected will certainly be more than this figure as a result in the rates has maintained and this is the figure at which it now stands.

years.

It is almost inevitable before schemes have properly be not less than $21 million Even if expenditure at the commencement got under way, that there Programme.
of the financial first to $2.75 from the very 1960) to allocation and the Parika-Bartica a year at the 1959 level of wages and salaries, as against the original Development Estimate (in November, employees.

Since the that would still leave a perfectly for the years 1962 to 1964, in order is not a good guide to probable of $24 .5 million will in fact cost $7.2 million.

to the cost of the physical for which the programmed assume that any financial be as high as $24 million.
the actual expenditure For a number of years past was not more than $16.8 and more recently Furthermore, at $3.2 million, of $24.7 million, for salaried the Tapakuma situation a General and Irrjga­ unlikely feature Balance We as a some as a of a -is performance of approximately It repres- 13 uncommitted is even in relation to of the year; and such at high rates of on purely financial and consti­ the risk of ad­ which might affect one or other of the on which the prosperity of by no means the whole of this at any one time, since some $3 �illion of for Government capital figure, but up to a more substantial Programme have been held to have over­ surpluses of the Development Plan.
While of recent that the General Revenue Balance has at at around the figure of $5.2 million, rese,rve to hold pros­ to the economic for the con­ we have received as to as a whole for an unaltered since 1954. of this part of our Report we h�ve set out, of the country's fin­ forecast officially that we attach very great importance to the neces­ as urgently above all when regard is and to the need for pro­ for those comiey into the labour Balance depends.
of revenue Moreover, and working of set-back to the finance possibility up in advances �nd as they are or other changes which has remained th.e ever-present as we can, the condition sugar, rice and bauxite, we have drawn from the extensive is only a meagre and inadequate less than 10% of annual Government revenue, evidence of �he country and the whole of the free budget It would have been a wise precaution need in the interests of remuneration the result that what remains etc., with peak deficiencies to meet the in the second and third quarters have to be met by short term borrowing ents, howev_er, tutes all that there is in the way of a reserve against verse price major industries, so largely the country Revenue is available it is normally tied enterprises, insufficient expenditure deficiencies interest.
to have built this Balance g:r:ounds the claims of the Development riding priority; years have been allotted it is a cause for satisfaction least been able to be maintained it is clear that this against perity of the country.

45.In the first part of our Report we have given reasons clusion the imperative upward revision In the foregoing paragraphs as fully and objectively ances as these stann at the moment, for some years to come.
46.We wish to reiterate Development sary for the future progress had to the way in which population viding additional market duri� the ensuing years.

47.It is in the light of all these considerations that we now make the recommendation ion should be provided eration in the Public Service; Teachers.
* 48.Before going on to indicate we have recommended whether interests ing in mind the indispensable to the development main justification our Report (paragraph ·that the $2.5 million including Primary the Service, that this sum is very far from m_eeting appeared before representative by the 33 responsible the increases Many of these submissions unreasonable satisfied expenditure an additional ing down the total amount to be provided ion we wish to state that in our considered should, this sum can be justified as being absolutely of the Public Service efficiency that its members and well-bei stands out from the figures that were proposed on salaries Plan; and that we regard its fulfilment of this country, is growing for this purpose judgement which they deemed to be ne�essary under existing conditions, or to be extravagantly in the budget for the purpose and recommendations Heads of Departments including the salaries means of employment that an additional ng of the country.
Associations, of the long-term all the requests in themselves contribution be provided 69) where we show the way in which we recommend should be allocated to the different sections of School Teachers.

Here we would point out the claims of those who have us; and thiv applies not only to the Staff and other made to us as to but also to the recommendations whom we interviewed, for their own staffs.

did not seem to us to be high; yet to have to us would have entailed of well over $5 million.
In scal­ to $2.5 mill­ no less than this in order to enable the necessary in the bear­ itself, have to make We believe that the we give in Table VI of from which the $2.5 million could in our view be found, we wish to consider the sources and circumstances sum of $2.5 mill­ remun­ of improviD,Q: of Primary School •We understand fran our rec<Xllllendations that agreement shall be payable as from 1st January, 1961. has already been reached that salary increases resulting 14 of British personal and, School Teachers; the means by which this adnitional from Government had been that of the legitimate an appreciably and retain staffs in the numbers and of the quality if the affairs and its Development indeed, give any guarantee of this country Programme efficiently out.
We will effectively are to be adequately that our proposals carried and losses of staff that are imperilling the for the coming five are somewhat the need remuner­ to bring about a material, and with must mean that our conclusion, but we are of the Govern­ covered annually for many the .people finances.

of personal cate�ories We recognise the Public Service Plan".
It is with a of this country for improving of $2.5 willion but also towards of those who are can be obtained and expenditure which may have been con­ within the Service, by our terms of reference; of hopes and expectations We would have wished to recommend But this must needs wait upon a large and of the Development not only towards for this purpose that our recommendations that we have felt unable to go beyond the $2.5 million.
We regard this total on the in and are aware that revision in the state of the Government's to enquire into Service to attract that are required, administered, cannot, remove all the shortages essential work which the Public Service exists to perform; but we believe that they should be sufficient very badly needed, improvement.

all that it implies the disappointment fidently entertained.
larger1sum if the only consideration interests also bound to have regard to "the revenue ment, including the financing full sense of our responsibility, and the Primary &hool Teachers, Guiana and their Government, total amount of approximately one hand, as the minimum that should be provided remuneration in the Public Service and for Primary on the other hand, as the maximum sum which is likely to be within the financial capacity or six years.
we· feel, indeed, the nature of a transitional settlement; will arise at a future date for a further ation in the Public Service.

enduring improvement 49.We now proceed expenditure revenues.

50.To be�in with, we would actually ries will be increased, it is estinated by the increased incomes of those on the service, the Exchequer in the form of larger payments and greater 51.The first and most obvious source of additional �ppear to be higher taxation.
Guiana is, however, amongst the gFoss domestic together revenue -each contributing about the same amount, while excise duty (mainly company profits, yield of about $17 mainly on the profits rate of 45%-The personal first tranche ($1,200 of 12, 24, 40, 50, and 60% on successive the exemption married taxpayer; for each child under 12 years/ 12 and under 16/16 and over, with some further allowances less than one-fifth comes in excess of $2,400 per annum, there 12,000 inccme taxpayers.
$18 million millibn tranches.

yield of personal rates, especially in the upper income brackets.

52.

Import duty averages its total yield ($17 million million in each of the years 1959 and 1960, falls t, and is levied at the high income tax is levied at the rate of 6% on the The present level of taxation high for an underdeveloped absorbing Sjnce relatives and life of in­ in the country are in receipt are at present only about as it does some at factor cost.
Income tax and import duty already the highest in the Caribbean, not more than $18 fell in the 6% and 12% for the smallness of the point out that the additional million to tax, of which two-thirds afford the explanation per annum) of chargeable tranches to be found is not the full $2.5 levels being $900 for a single taxpayer of $2,400 per annum - and $1,600 for a for dependent of the families income tax (only some $3 million) ·secretary that over the whole range of In 1958, out of some $36 million for a further tenth.
The income tax on fell below the exemption the duty on rum) accounts for about two-thirds in 1959 and $21 million levels are increased which contributes of the total Central these exemption by which annual sala­ the Financial limit, leaving from indirect in 1960) about one- These figures of overseas and at the rates chargeable receipts investmen product account taxation.
income, sum which has might revenue in British country; and is 20% of but only 80% of this, or $2.0 million; because about 15% of the total value of imports.

Of in spite of the high by $250/350/500 of gross income, insurance.

Government some 20% will return to of income tax in respect about 80% of the total income tax 15 t. At a time when more private invest­ in Georgetown ng of essential in s. Bearing profits, sources 200% ad incomes.
in British equivalent from estate but provide and mortgage category, different high degree of pro­ from alcholic and motor spirit tbe the rates average the same conclusion of overseas investmen Those "less essential" per annum.
The remainder pay duty at for the other with regard to the tax on company in the tax rates on individual and on beer at 75¢ a liquid gallon; consumer goods account one half of the whole revenue consisti equipment, refrigerators, radios we feel unable to re­ We have also a little under 10%, and are responsible liquors, tobacco valorem.

of revenue a larger revenue in mind the incomes, in the rates on personal The total yield of excise duties is of ng the existing rates of taxation.
Guiana and the already In the case of other cons�er such as motor cars, electrical appli­ and other household 25 to 30 per cent ( the usual rate being 20% pre­ of the tax revenue per annum comes mainly from export duties (chiefly on cinema admission tax (16-2/3% ; from the and 15% in otherparts of the country); and duties on transports examined these there is scope for obtaining third is derived rates on which average goods which fall i1;1.to the "less �ssential" motor cycles, ances,.
ferential and 36% general).

for about 15% of total imports from import duty.

The remainder of the imports, consumer goo�s, ind�strial supplies and capital rates averaging half of the yield of import duty.

Excise duties are levied on rum at $9.60_per proof ga�lon, to an ad valorem rate of about 50%; on local fruit wine on toilet preparations at $3.00 per liquid gallon; at 50¢ per liquid gallon; and there is also an excise duty on matches.
now about $5½ million some $3½ million bauxite and sugar) and New Amsterdam duty, stamp duties; 53.We have carefully order to see whether through increasi income distribution gression commend any increase reached which stands now at 45%, and which falls, as we have noted, mainly on the profits ment is urgently needed for the future development of the country, when there are welcome signs that foreign opportunities would be a serious taxation on their prospective 54.
When we turn to look at indirect taxation, we find that those duties which are most productive greater ing high ad �alorem these rates at the present time, especially still heavier taxation of say, alcoholic liquors fact bring in a larger yield in total.
It is true that the taxation which come level is still quite moderate in respect into the more essential here would in many cases directly affect and raise the cost of living for the main bulk of the population; duties on the "less essential" equipment but no large amount could be wise to remove all element of elasticity so that there was no margin left to meet a serious emergency.
We note that in his Budget speech to the Legislative 1960, the Financial munity has reached but I do say that it would be inadvisable careful placing burdens where at our tax structure ture beyond the present tax level.

we do not recommend this country.

55.Apart from general from which some additional revenues could be obtained.
Manager recently submitted ation for an increase terminal charge of two cents per 100 pounds, etc., there may still be some scope for obtainable cap:i,city; to increase without the best way to do it without of 25% on parcel and cargo rates, together with a per ton investors Guiana, them by imposing and which yield the type of taxation, are already pay­ in this way; and it would not be from the tax system as a whole, projects to discourage rates, and we doubt the wisdom of further said: 111 am not suggesting that the com­ they do more harm than good.
We must look carefully and also at our tax administration for capital mistake increasing as it is uncertain whether or tobacco, would in household increases, direct.

source The General an increase in the existing would be undesirable.
which are now under cons�der­ in any sense the upper such as motor cars, and this in our opinion and thirty cents of those commodities and for that it limit of its taxable part of the revenue has told us that he has and expert appraisa level of taxation in on 9th December, ·of the Transport there is however l to determine But increases to Government commodities Department and Harbours In the case of both customs from this are looking Secretary proposals category.
in British we believe moderate taxation taxation and excise, penal rates of before we ven­ Council another profits.

11 In the light of all the circumstances 16 the we feel that the in order to revenue mileage revenue services charging by the General At the present the estimates that there should be a pointed out, of the Interior, by very cheap fares; costs.

While we recognise burden on general charges of $1,800,000 of the objectives and we recommend that Mamger should be adopted.
additional by the general and students, by a re�trictive from what he describes as a long time the Transport taxpayer on operating we have just mentioned, is excessive; of $238,000 annually of tariffs.

are largely financed the education of children with alminimum charge of two cents.

He estimates revenue increase overdue revision of this country subsidise and the development is an system and very low rates.
The result of this policy at present annualldeficit importance present the inereased proposed We allow on this account a round figure of $700,000 in all1 for the three years 1962 to 1964.
56.As we have already the years 1961 to 1964, shown in Table I (paragraph annual increase average of the1 Public ·service, formed us that, on past performance, increase estima�es this �count of$½ million in 1962, $1 million in 196�, or a total of $3 million believe achievkd, that are likely to result from the recommendations making in another part of our Report on leave entitlement Service.

57.Reverting I it is evident 1961 to 1964, depend based.
58.We set out the original for the years 1957 to 1960. that a saving of this order should certainly having in mind the effects basis of the figures revenue upon the assumptions over the three years 1962 to 1964.

We be able to be both-direct and in cost attributable of 5% per annum.
The Financial in Table IV a statement and eventual has in­ Secretary to hold this down to a figure of not more than 4% on the average; that in that event there would be a saving of expenditure in Table for the years on whi0h they that the forecasts essentially once more to the underlying in 1963, and $1½ million it should be feasible of expenditure excess of revenue of Government to the "·normal indirect, which we shall be over expenditure the difference throughout especially expansion" estimates 35), allow for an showing and he on between the for are • - TABLE IV -B. W. I.
$ AfILLION Year I Revenue Expenditure Surplus Estimate Actual Estimate Actual Estimate Actual General Revenue Balance .. 1957 .

.

1958 .

.

1959 .

.

1960 .

.

.

.

.. .

.


43.7 45.8 43.7 43.1 47.9 49.1 45.9 46.5 2.0 2.5 49 .2 48.8 *47.5 *45.51.75 3.26 51.6 56.2 *50.5 *50.7 1.1 5.47 5.2 5.2 5.2 5.2 2.7 - discrepancy between the figures for expenditure 4'fhe apparent 1959 and 1960, and those in Table 1 for the same rears, is explained fact that in Table Ill the expenditure I:ebt Charges, remainder of expenditure.
in Table Ill for by the figures are given inclusive of Public fran the whereas in Table I ·Debt Charges are shown seperately Secretary, as a prudent to err on the right side, rather the Financial ,'has preferred In this he has doubtless 59.

It is evident that of the Exchequer take the risk of being found to have overestimated revenue.

vulnerability of the economy of British referFed.

60.
60.

We are informed little likelihood bad assumed quarter of 1961 were$½ million higher than be had assumed Chancellor than to of his the buoyancy from Income Tax being better than he by the Financial Secretary for 1961, the receipts from Customs Duties in the first been influenced that, while there seems of the receipts Guiana to which we lave already ... .

.-,.
.-,.

by the well-known in the .. 17 - revenue 1961 to 1964, estimates of $120,000 the year Customs shown in Table I will be exceeded by a total amount of not less and Harbours from the Transport for that year in �able I (µ=1, ragraph 35).

He has told us might well exceed his esti­ that it would be reasonable if of the four years as a result of tban $4 million revenue estimate that by the end of We believe nate by as much as $2 million.
we were to assUIJ_Je that, over �he average the revenue larger customs receipts, annually.

excess of $1 million an average ?1· The General Manager of the Transport revenue 1nfcrmed us that he expects an increase in the current the appro':ed estimate for 1961, ann�lly in the years 1962, 1963, and 1964 making period 1961 to 1964.
We have also received of Posts and Telecommunications, to date the revenue his Department for 1961 is likely to exceed the approved estimate $154,000, subscribers following Georgetown.

The extension parts of the country, in New Amsterdam, structed at $69,000 which he estimates 1964; making in round figures 1%4.
ex�hange system to other to be con­ in revenue, in for the four year period 1961 to should be expected $420,000 for the from the Director of by should le&d to further in 1962, $74,000 $380,000 as a result of the large expansion the opening to show with year's results as compared of the number of telephone of the automatic telephone shortly increases in 1963, and $85,000 and that $100,000 the new exchange of the automatic that on results a statement telephone including Department has Services in which will of our recommendations in the immediate the in agree­ genePal assump�ion estimates in r.evenue very shortly.
of P.A.Y.E., Secretary's shown in Table I of an all-round in expenditure The first of these is the be expected to continue there are a number of savings in varying degree over the next three of which we set out in paragraphs which .will speed up the collection an annual saving of the order of $300,000; years.
Further, with which we are strongly as having already taken place this year in the Transport will not accrue for several that two important measures, 112 to 138 of our Report, will but much we have reason to of (paI'l¾!

:raph 35), based as they are on the increase of 5% do not make to which we have just and departments; and which may 62.It seems clear to us that tl:tfl Financial future revenue general allowance for the kind of expansions referred Harbours and Post and Telecommunications reasonably years.
63.Finally, arise, as a result either of the.

implementation are in prospect or of other steps which we understand future.
We estimate that the curtailment of leave entitlement, details produce ultinately of this believe ment, are likely to be adopted introduction income tax and reduce the extent to which it is necessary seasoml deficiency The second is the regrganisation now administered serve to diminish now required figure of $200,000 years 1962 to 1964, that is in all probability We wish also to draw attention our Report as to the scope for improvement of the Public Service.
recommendations ciency of the Public Service the quality will take time to and indeed the our recommendations greater efficiency 64.Several deal of the work being done at the moment by certain Departments, example the Development the salaries ments should be borne out of funds set aside for the execution ProgramDJe.

We are unable to entertain result of our etc., will be an increase in the.

effi­ more people of and p�ocess a conservative estimate.

section of to what we say in a subsequent workiilf.!
: that is required.

but we achieve; likelihood, under of many of those in such Depart­ Drainage & Irrigation, Programme, for salary increases, itself.

.to finance their trading losses.
If we assume a total of savings under these three heads for the three of the marketing under a separate of personal to finance in the administrative will be offset ultimately This also must be a gradual as a whole, as it attracts that one very important that the additional to us That, since the large subsidies of work in progress of our witnesses within the ·service so far as members by Government, have suggested this sugp;estion, as to salaries a great for by short-term is in respect borrowing ($370,000 .in revenue We believe of that by by from the banks.
and other enterprises, management which should in the 1961 Estinates) see no reason to doubt the possibility, expenditure entailed 18 directly are concerned.
in question The case of contract officers who are they are part of the normal establishment this does not alter out of the Development Programme, of their Depart­ t staff of the Departments of the permanen Even though for the time being many of their duties may relate to work arising the fact that ment; and as such their salaries should properly for that department.

for a specific different sums on this account considerable 65.
W� se·t out in Table V a kind of balance in Government expenditure, total increase period:1961 to 1964, which would result from the adoption mendation which we believe ing the same period.

shows that have in fact been included in them.


of sahries; that this additional A reference to the Development Estimates in is of course on quite a be carried on the Vote brought the sources from dur­ sheet showing first over the four year could be financed for the revision expenditure and secondly, and a limited aggregated of our recom­ footing.
purpose period, the I TABLE V 1.Increase in total Expenditure (gross) during the ng from the Revision Four Years 1961 -1964 resulti of Salaries $10,000,000 2.Deduct amount recovered in the form of direct and indirect larger salaries taxation borne by recipients of the 3.Increase eration in total expenditure (net) during 1961 -1964 ........... .
on Personal Remun- $ 2,000,000 $ 8,000,000 $ 4,000,000 380,000 420,000 700,000 • - • 4.A�ticipated of the Revenue Revenue during 1961 -1964, in excess 35): as estimated in Table I (paragraph Higher Customs Higher Revenue Higher Revenue Revenue Revenue from Posts, Telegraphs from Transpor from higher charges t Services for the carriage 5.Increased of Goods & Parcels during the years 1962/64 6.Saving during the years 1962 -1964 by reducing the in Table I for normal expansion provision Service 1962 -1964 .

.
.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

from 5% annually to 4% annually during the years of the Public 7.Savings to be expected from reduction of P.A.Y.E., the more �conomic of leave entitle­ commercial enterprises, of Government efficiency, ment, the introduction organisation greater Total of increased years 1961 to 1964 inclusive, together of expenditure and additional savings, be produced etc., 1962 -1964 revenue to be expected during the with reduction estimated to .

.

.
.

.

3,000, 000 200,000 as a result of our recommendations $ 8,700,000 figures as these were salary increases it would seem possible to be financed without estimated 66.On the basis of the foregoing the proposed free surpluses Table I (paragraph that in one or 35) above.

It is however other of the years 1961 to 1964 there may not be a close balance additional revenue creaffip salaries.
�ble alternative, General Revenue recommend tlat a very high priority Balance In this event, and in the absence it may be found necessary for encroaching on the y in Secretar of this be given to the restoration moment.

Balance.
Balance.

But should this prove to be the case we would entailed of any other prefer­ $5 million at the to approximately and the additional by the Financial to draw upon part of the expenditure possible possible earliest between by the in­ 67.In considering Table V (paragraph first place, the annual the significance of 65) we have certain the figures .observations we have set out in to make.

In the savings to be anticipated from the new leave .. ·: .

-... .
-... .

.., ':; .. , .. fa 19 enter­ revenue forecast Secondly, efficiency to connnercial .in subsidies proV1s1ons, from reduction by the Financial true with regard to the so far as the present larger after 1964 than that other expenditure within the Public Service, year 1961 is Post Office and period 1960 -1964.

This is particularly large free surplus of the balance etc., are we have estimated shown in Table I (para.Jrraph 35).
If large new and unforeseen into the from the exceptionally our estimates from Customs, which we have allowed for the average Programme over the four years 1961 to 1964, are based in general Secretary when he of the Service.

the excess of probable is greater than that entitlement P:ises, from greater likely to be very materially for the efficiency concerned, of Transport the four years 1961 -1964; at the same time the Development in 1961 will have benefited ($5.4 million) achieved in 1960.
Thirdly, and expenditure of revenue on the assumption by more than was figures items of expenditure next three years, this Fourthly, rupted.
side of$700,000 revenue be regarded as merely providing 68.It is of course apparent of future income, in Public Service have done this would in our view have laid us open to the charge of financial optimism as we consider although bP-tter than we have felt entitled the main beneficiary, the case Development cast (see Tahle III jn i:aragraph million if the target figure of $15 million from budgetary were to be achieved We have gone as far in the direction of trends; in the light of existing will prove to be Should this prove to be will be the we could have appeared remuneration than we have in fact recommended.
To will of course be dis­ shows an apparent excess on the to anticipate.

as is right and proper, over the four years 1961 -1964; but this should fore­ to the official $3.3 surpluses a small margin for contingencies.

of estimates will not increase drew up the Programme, which in any case according our hope that the final results basis of our calculations that by inflatjng the figures during the period 1960 to 1964.
39) would require our own calculation a larger improvement Budget Estimates during the are introduced an additional legitimate irresponsi it remains to justify bility.

Li# 4,W4 II _pc i :SU Wi•4 W 20 CHAPTER III CONCLUSIONS AS TO THE REVISION OF WAGES AND SALARIES 69.In T�bl� VI we set out the way in which we recommend that the sum of $2.5 million of the PuHlic Service.
should be allocated the different amongst branches TABLE VI (a)Super scale Administrative, (b)Ot1her Professional Posts Professional & Technical Posts 334,000 $ A1 A3 Other $40,000 $54,000 $64,000 (c) Other Administrative (Scales A2 ; A 7; & A12) Posts & Field Posts (d)Other Technical {e) Executive & Clerical Posts (Scales A19; A18; A 12 i All & A4 (f)Uniformed Disciplined Services $450,000 Police Fire Protection Civil Aviation (including Fire Services) Prisons Volunteer 77,000 49,000 12,000 carrying of certain B Scales which were Force salaries above the point $1512 (g) Revision (h)Open Vote Posts-Clerical (i) Primary & Aided School Teachers -Government and Other Grades Primary Schools (j)Transport & Harbours Department 158,000 27,000 390,000 350,000 588,000 20,000 50,000 428,000 150,000 TOTAL $ 2,495,000 an the in 1959. increase section in November of Public Service between the Federation result from our recommend­ the amount that we can reasonably rec0111D1end for we have noted that a substantial the effective date that will in question had already received 70.Id considering improvement of remuneration in the Public Service, larf�e employees was given a 1960, only two months before effective increases (January 1S61) of any the employees ations.
Moreover increase 71.The facts with regard to those increases result of negotiations and the Government, the minimum Employees to $2.75 with on a graduated and for other subordinate staff, with effect from April, 1959.

The and Federation, however, continued to press for a further raise after prolonged negotiations, the minimum basic daily rate from $2.75 to $3.04, with corresponding increases in the skilled rates and in tre "B effect from 29th November, 1960.
These adjustments, represent daily rate, brought worker rates up to a reasonable into a..ccount) with rates prevailing annual cost of the adjustments, 1959, was $785,000; while the cost of the subsequent increases 29th November, the manual (all things being taken the Public Service.
The daily wage of $2.52 was raised scale for other daily wage rates, improvement; reached to relationship outside which came into force as from 1st April, a 20% increase in the minimum and "C" c;alary scales,with of Unions of Government 1960, was $1,375,000, making $2,160,000 was eventually which together are as follows: as a as from in �11; agreement increases annually 11 .. ... ' .

�· -- - - 21 and having regard for the improvement special further salaries.
received *The main Services; (paragraph have had upon we have devised disciplined exceptions, referred already no other members and to the fact that, to be available in salary whatever the method of raising is approximately of the Development and Fire Prevention in pay since the of the Al and A2 scales.

parity with one another.

here are necessitated 43) to the effect these wage Programme.
are concerned the to bring all For in Table VI (paragraph 69); we have the salary scales of the great majority of the Public since 1954 (or in the early 1955), that we feel obliged to which have of the Service of 1954, -much as we regret our for those who have at this time· to recommend increases.

from the ear lier increases paid from public funds, while the annual sum involved revision We wish to point out that the number of those half the total to those sections revision to the other half.
now to the figures ha�e had any increases School Teachers, our recommendations Services by the decision services into general scales for the lower ranks.

throughout.
ng , to this, apart from a relatively small amount of regradi those in and we have increases the finances 72.It is in the light of all these cbnsiderations, to the sum of money we believe with only a few isolated Service case of Primary confine had no increase inability already who have benefited number of employees is not much less than that which we are recommending of remuneration 73.Turning adopted of those in the salaried grades by two increments exceptions occur in the case of the Police, scales A1 to A3; and the superscale 74.So far as the Police and Fire Prevention larger increases uniformed this purpcse 75.We have raised the Al to A3 scales by increases at the bottom to 14% at the top of the A3, and from 15% at the bottom to 10% at the top those scales cover, in addition qualified posts, the professionally etc., whose services are so vitally of British in Chapter Public Service rates of pay in comparison elsewhere.
tial treatment 76.Finally, with regard general, years ago in the Gorsuch bring the salaries with the salaries with neighbouring salaries which were more necessary represent the topmost Public Service, an important whether 77.Lists showing scales of superscale and II respectively.

78.As stated in paragraph tain posts in the uniformed posts in each of the component revised 79.The present School Teachers will be found in Appendices Guiana.
I of our Report as being continuously diverted though with a few modifications, Report.

and proposed revised and to posts in the Transport to many of the higher administ engineers, 74 special disciplined services of the holders of similar Trinidad.

of this country, as a result of the inadequacy revised posts are attached services showing the present salaries and salary scales is attached on behalf of those in this category.

salary scales relating to Primary and Harbours .
in particular posts in other territories, in these We feel no doubt tl:at adjustments already in 1959, are even today; and we would point out that these superscale posts made two to Those recommendations were designed exercise for many of those who may be consideri posts, we have adopted the recommendations These are the men and women to whom we have with what their skills and training can command and salary as Appendices referred from the of their of those posts into closer alignment that there is an unanswerable rungs of the ladder in the various can command ng salaries .I for the future development rative teachers, attracting power IV and V respectively deemed to be necessary or not to enter the Service.
scales have been devised Our reason for this is that and departmental to the superscale case for differen­ which their holders technicians, and the salaries and a list of all the and proposed We consider Department necessary the present and proposed as Appendix III.

of the branches ranging forcer­ from 23% in • The two -increment formula represents an increase of 261, at the bottom of the A18 and Al9 scales diminishing to 81, at the top of the A4 scale.
22 CHAPTER IV THE POLICE FORCE GENERAL OBSERVATIONS 80.The special described in the following extract from a Colonial 1 in his Report of March, 1959).

by Mr. L.H.

Gorsuch (cited duties and responsibilitie s of a Police Force are well Office Memorandum " ..... the Police Force is in fact in a special, though not of course a privileged, position.
But it must be remembered that a Police Force is a disciplined They are on occasions have to accept some limitations on their per­ liable to carry out dang erous degree of per­ a considerable placed on them by the law.

They are a rmed with than most body and its members s�nal liberty.

to exercise work.

They are expected s6nal initiative while on beat or patrol.

They also have spec1al r�sponsibilities wide powers and are thus more exposed to temptations Government employees.

the public and the Courts.


factorily should have qualities memory, observation and physique which a re just as valuable literary or manual skill and which should not be paid for at a lower price ....

The scales should be framed with an eye to the quality of men it is desired to attract".
Their duty is carried If a policeman out under the eye of is to measure up satis­ of him it is quite clear that he to what is expected of character, commonsense, responsibility, as 81.We wish to associate ties required Oaksey 1Connnittee's Kingdom, of their Report:- of a policeman ourselves with this description and also with the views expressed by the of the quali­ Report on "Police of 1949, (Cmd.
764), in the following of Service" sentences in the United in paragraph Conditions 25 "In our view it is essential and reasonably be contented not serve under the sense that they are not fairly treated, regard to the responsibilities, hardships, service entails make fewer demands and risks which their and to wages and hours of work in occupations which that members of police forces should worry.

'l'hey should free from financial upon the individual having ."
REVfSION OP SCALES OF PAY FOR THE POLICE FORCE should be cap­ received it is necessary very extensive who is potential the Police Force.

The Commissi evidence both from the Commissioner as to the need for increasing to produce its and that on the present establishment oner in par­ not only of recruit­ his services.

He has own Officers Inspector/Officer This is material.
in the face of the fact that, as and 1960, there were in the and 92 others who for ceased to be members of the Force, or a total loss of 82.
W� have of Police and from the Police Federation the rates of pay throughout ticulat has drawn our attention to the difficulty, ing the right type of man, but also of retaining pointed out to us that the Force is required to the rank of Commissioner, (1562 in the whole Force, of whom 1167 are Constables) that the men who enter the Force in the rank of Constable able of providing one man in fifteen material, and one in 'five who is subordinate clearly not likely to be achieved against 153 recruits same two years 28 retirements, various reasons 224.
In the first four months there have already attention to what he described years in the discipline and· morale of some members of the Force, which has been,causi 83.Our evidence improvement in the pay and conditions to retain the services of its present standard of discipline and efficiency, so essential and upon which the public has a right to depend.
it is equally important be snch as will attract that the pay and conditions a sufficient number of intelligent s. The Commissioner also drew our during the last two the high members and maintain morale and integrity, that are makes it clear that there is a pressing need for an for the two years 1959 of the present year, as a deterioration 104 resignations been 35 resignation of the Force in order to 30th April, 1961, of the Force should ng him serious candidates of service In addition concern.
Officer of 23 equipped education, efficient facilities good physique and a reasonable of law and order is a foundation we would observe that in recent ye�rs there has for this.

We believe and reasonably contented in British Guiana, ately with a better instructed been an in­ and if the Police public it must that the need Police Force is one coupled with good character, a desire to serve and remain in the Force.
With regard to educatio nal standards crease in educational Force is to deal appropri itself be adequately well disciplined, that will be generally recognised, maintenance which the other activities 84.
A further factor practice seem to be an estabhshed be a substantial parity between branches Prison and Fire Protection; advocated basis and bearing tioned above that we recommend the increased scales of pay for the Police Force set out below and reproduced and disciplined Services such as Polic�, and we note that in other territories the remuneration in his report of March 1959.

It is on this that there should of the different in.
mind the other considerations to which we attach importance and that it will be accepted that the without of good Government, of the uniformed this principle cannot succeed.

by Mr. Gorsuch of Government , is that it would which we have men­ in Appendix was strongly for a III.
POS'I' Present and Salary Scales Salaries Proposed and Salary Scales Salaries Commissioner F 8: $8,640 Deputy Commissioner F13: $7,200 Assistant F15: $6,720 Senior Superintendent F17: $6,240 Commissioner F 9: $10,320 F14: $ 8,640 F16: $ 8,160 F17: $ 7,680 A 4: $4,560x240-$5,760 A 4: $5,040 x 240 -$6,240 A 5: $3,696x144 II x 240 -$5 , 760 -$4,560 Superintendent Finance Officer Bandmaster Traffic & Transport Officer Deputy & Assistant Superintendent Assistant Quartermaster Bandmaster Radio Technician A 9: $3,120 x 144 -$3,984 II x 144 -$4,560 A12: $3 , 048 x 120 -$3 ,408 II x 144 -$3,840 A12: $3,048 x 120 -$3,408 X p 1: $3,696 144 -4,560 II x 240 -$4,800 Motor Mechanic Chief Inspector Cadet Inspector Sergeant -Corporal Constable II x 144 -$3,840 p 2: $3,696 $3 ,408 (Fixed) P 3: $3,720 (Fixed) $2,640 (Fixed) P 4; $3,216 (Fixed) 144 -$4,560 X X 120-$3,540 AH: $2,400 x 132 -$3,192 'p 5: $3,060 B 3: $1,992 x 96 -$2,280 p 6: $2, 772 96 -$3 , 060 B 6: $1.680 x 72-$1,896 p 7: $2 ,400 X 72 -$2,616 P 8: $1,152 II 1,392 x 120- B 7: $1,056 ll1,200x 48 1,872 II 2, 00� X 132- -1,440 II X 72 2 , 268 II 2,400 11$2 , 532 1, 65 6111, 680 I/ $1,776 X ALLOWANCES 85.
Having regard to the large uplift in the s�lar.ies of members Police Force which will result from the adoption we have prop�sed, and to the cost entailed by these proposals annually), to recommend - see paragraph .in the allowances they are now entitled we are unable, on financial (other than housing on various grounds, grounds.
of the salary scales 144) to which of ·the any mcre_ase (�450,000 • 86.In Chapter V of our Report we have submitted our recommendations LEAVE AND LEAVE PASSAGES 24 for the Public Service, Teachers Passages Leave and Assisted regardinp: and Nurses.

87.At present the Gazetted under the General Orders relating to leave and leave passages Offic�rs 88.

Vacation dealt with in regulation and we consider that this arrangement leave for Non-Commissioned and Inspectors Officers Officers should continue.
119 of the Police Regulations may grant vacation and Constables is which reads:- of the Force come for Public - as follows and constables 11The Commissioner officers (a)not exceeding 1 month with full pay in any one year; or (b)not exceeding 3 months with full pay after each period of 4 continuous and constables �c) not exceeding continuous and constables 6 months with full pay after each period of 4 with 20 or more years service11• with less than 20 years service; years service and officers years service in the case of non-commissioned in the case of non-commissioned officers leave to non-commissioned sheet within 2 months of his application.
120 that leave shall not 89.It is also laid down in Police regulation be granted to more than five per cent of the total strength of the Force at any one time; that more than one month shall not be spent in the Colony; and that leave shall not be granted to an N.C.O.
or Con­ stable who is undergoing punishment or who has had an entry in his de­ faulter 90.We recognise stables imposed upon their in view of the restrictions fact that with the liberty of movement they have to work on Sundays and sometimes more than eight hours a day.

On the other hand, we feel that the existing ions of the Police Regulations, vice, are 91.

In these circumst Police Regulations s when they are off duty, and Public Holidays that it is right and proper that N.C.0.
's ances we recommend that regulation excessive and should be reduced.
which are necessarily should receive special like those pertaini ng to the Public Ser­ hould be revoked treatment together 119 of the and Con­ provis­ and the following clause substituted!- in regard to leave facilities, leave to non-commissioned - as follows: and constables "Tbe Commissioner ma.y grant vacation officers (a)not exceeding 2 months with full pay after each period of 4 pontinuousyears service in the case of non-commissioned and constables (b)not exceeding continuous and constables with less than 15 years service; 3 months with full pay after each period of 4 years service with 15 or more years service".
we consider 92.With regard to assisted passages pay brings them into category the passages granted recommended whose that Sergeants D of Table VII (paragraph 138) should be for that category.

officers and in the case of non-commissioned officers WIDOWS AND ORPHANS' FUND 93.The Police Federation asked that "consideration non-gazetted ranks of the Force to contribute fits of, the Widows and Orphans'Fund Laws bf the Colony".
We feel that this request ation', but it would certainly require examination by an actuary any d1ecision to, and receive the bene­ by Chapter 75 of the is worthy of consider­ before could be reached.
established be given for the PENSIONS 94.The Police Federation for a higher gratuity to the dependants of members of the Force" who lose their lives 95.In connection interesting to note what the Oaksey Committee said - in the performance represen tations in Great Britain it is urged that "special of their duties.
with similar consideration be given 11The pension payable to the widow of a police officer is due to an injury on duty will, like the award to a man injured ion duty, be increased by the adoption of our revised whose death scales of pay 25 in the present scale.

Simi­ no change in the scale of children's death is due to an injury on duty, since these, any increase to us by the Joint Central pay.
in the father's for England Committee rate should be paid to the allowances and of other citizens who meet their death as "exceptional risks" in the to apprehend to the police, to disting uish between to be open to all 11 acciden­ armed criminals.

of this kind, which would amount to a financial in a pensions In any case we do not think assess­ scheme can properly be included on the subject.11 Guiana Police Ordinance 1957, reads:- 11 injuries.
of policemen taking what they described or in attempts and we do not recommend any alteration larly, we recommend where �he father's too, will reflect It was suggested and Wales that awards at an enhanced dependants through enforcement of the law This �eem�, in i�s application the obJections which beset attempts al tal" and 11non-accident that payments ment of gallantry, and we make no recommendation Section 55 of the British to the provisions 11Subject and allowances the rate prescribed the Pensio�s Ordinance, or any ordinance allowances 96.In addition, vides for the payment public officers However, if he should die in the performance receive under the Pensions to the non-gazetted 97-In the circumstances, the Public Officers Widows Police Force (see paragraph contributory Widows & Orphans'Fund a public officer shall be paid in respect ranks of the Police Force.
to public officers fund in addition contributes Ordinance.

the Pensions of pensions from that Ordinance a pension who lose their lives in the performance of their duties.
to the Widows & Orphans'Fund, of his duties, his dependants or gratuity But the Widows & Orphans'Fund is not open to the pension and also of this Ordinance, pensions, gratuities by, and in accordance with, the provisions of service in the Force at of 1933, or any ordinance amending the same, and relating to the award of pensions, gratuities for the time being in force.11 pro­ to public officers relating and gratuities to the dependants of if it should be found impracticable & Orphans'Fund 93 above) we would recommend that a separate to open of the members to non-gazetted for them.
should be established MEDICAL ATTENTION Ordinance for hospital 32 of the Police provide 98.

Section Police Regulations of the Force.

This section ment of members to dental treatmP.nt and, subject and essential been made.

The Police Federation and we recommend that the necessary have yet dentures.
No Regulations for these facilities to regulations, the issue of spectacles asked that these facilities Regulations be promulgate be provided d. and Regulations accomodation 106 -117 of the and medical treat­ of the Ordinance also refers it will become an executive body and deal with pro­ and Gazetted Ranks as well as appeals against or Sergeant in the is vested with pro­ Commission deals Ranks; the Police Service but upon the introduction of and Gazetted the Governor; and the Police Service by the Commissioner which Promotional Corporal procedure to Sergeant at present of Police, to the ranks of Corporal PROMOTION 99.Promotion Commissioner motion to and in the Inspectorate Commission at present advises the new Constitution mot ions to the Inspector decisions Governor.
tc Corporal, with in Force Order No.

13/57, dealt with in Force Order No.

50/57.

posed that there should be any major procedure to the rank of Sergeant Police.
above the rank of the performan This is however, relevant Commissioner The Federation basically the present in respect of Police of Sergeant should be by selection ce of duties and supplemented Force Orders and as it was described and specifically stated and appointment of promotions and Sergeant from Constable to Ins�ector, is dealt Ranks is has not pro­ The Police Federation change in the existing promo�ional up to us that it agrees that promotion of to the Gazetted the Commissioner should be in the hands of to us that the filling suggested of all posts procedure by a qualifying based upon observation exami_nation.
as set out 1n the to us in detail by the we see no need to re- ..

In these circumstances are dealt with by the :, list tr 26 commend any change in the present promotional case of Cadetships CADETSHIPS with which we deal in the next para�ra�h procedure, except in .

subjects to the ranks promotion promotion of eQ.ual value.
to Gazetted for ultimate Constables a Constable Rank, they of Education are required: Certificate to Cadetships as recently as Trinidad, Jamaica, Officers Course at Guiana Police Force, for the he can be appointed suitable be promoted with the ne­ of The Cadetship system, either the Cambridge to the substantive of "outstanding" which was introduced to pass examinations ranks will if considered which England, to those s elected will then be are dealt with by the Police Service again on trial for a further period of two years in various 1 attend a Non-gazetted well educated either a at ordin­ s has to serve a minimum rank of Assis­ takes approximately or British on trial to Cadet Officers School Certifi­ Hendon, 6 month� and (b) to be attached to police work.
Under this procedure educational and other qualification the ages of 20 and 25 years who possess, with passes in five subjects both for accelerated who possess (one of which-should be En,c,i:lish) or a certificate 100.A�pointments Commission.
1957, provides, of suitable cate with four Credits of equal value; and for direct appointment Guianese between General ary level one of which must be English and three of which must have been obtaine,d at one examination, or a certificate 101.In the case of appointment to Cadet Officer on trial from within the ra�ks it is laid down that Constables must have had at least two years s,ervice and that promoted of Cor�oral and if, after two years in that rank, they are considered suitab1e will be appointed Cadet Officers on trial for one year during which they will be required (a) to we are 1informerl the Barbados, remainder of the one year on trial.
After that Cadet Officers on trial from within the to Assis­ tant SJperintendent; during which they are required related cessary seven years before tant Superintendent.
102.In contrast to this, Cadets appointed (a) to undergo Force on probation liminary training at a District Training (b)to attend a Non-gazetted mately six months; in Barbados, or Trinidad, Officer for one year; then, if after a preliminary (including the foregoi ng training are considered suitable, on pro�ation for a further quired to pass examinations in the same various police l"'ork as in the case It is �hus possible Superintendent four years after his entry into the Force.

103.We understand No.


50/57 establishing the Cadetship system in 1957, the then Commiss­ ioner of Police consulted vision being made for Cadetships us, however, the Federation objects and on the ground of the difference between initial training in the case of Cadets from within and from outside the ranks of the Force.
In principle, entry into Cadetships should be restricted members achieve the purpose quired quality sulted the Commissio in his opinion brought in some potential have been attracted view that, since a sufficient number of men with the necessary al qualifications there is no are not entering the Force as Constables, alternative number of Cadets by direct entry.
104.Having regard to the short period during which the scheme has been so far has worked satisfactorily which would not otherwise period of two years during which they are re­ to and it agreed to pro­ by direct entry.

In its evidence a period of 13 weeks pre­ School in the United Kingdom; to the Police Force Guiana, as a Cadet period of two years from within the ranks.
to become an Assistant of the Force for the reason that direct entry had failed to that in 1956, before the promulgation he has informed us that and has to join the Police Force.

Moreover, Officers Course at Hendon lasting they will be appointed Assistant for which it was instituted, it told us that it considered within the Force itself.
We have con­ the education­ for a direct entry Cadet ner of Police on this, and of their counterparts the Police Federation, for the time being but to those who were already or Jamaica, or British the length of the period of could be found from and (c) thereafter the direct entry Cadet.
both in principle, to recruit a limited to be attached the experiment while Cadets of the re­ direct from to the system, he expressed to continue of Police Order material subjects of the outside related officer period) approxi­ before that all Officers Superintendents 27 we recommend that consideration we educational With reference Superintendent, for the Police Force will attract a sufficient and other to the second of reduci11J2: the period of seven years which constables for appointment with the necessary as Cadets.
we have received, sy�tem of direct entry Cadetships be retained which rates of pay and conditions in operation, and in the light of the evidence _that the present rec�mm�nd until it 1s seen whether the improved we have recommended number of suitable qualifications point raised by the Police Federation, be given to the possibility a Cadet from within the ranks has to serve before he can be confirmed as Assistant appointment extent the unfavourable entry Cadet, which to us that this might Corporal grade a Cadet from within the Force should, if suitable, on probation for one year instead Assistant Under such an arra11J2:ement years on trial as at present.
service years.

We appreciate as an Assistant would have entry candidate also has candidate from within the Force should take the examination period of one year Superintendent for Cadets from within the Force would be.

reduced proposal to pass.

To meet this we recommend that the during the by reducing from 2 to 1½ years, and that after one year in the Cadetship from 7 to 5½ from within the Force with the four year period of the direct a sense of grievance.
comparison seems to have created be achieved be appointed of for two in order to remove to some Superintendent, the period of service in Police subjects I s service as an Assistant the qualifying Superintendent the candidate would mean that before appointment on probation.
examination which the direct to pass the It appears that our as in Inspectors, 1957, of enabling to consider AND NEGOTIATION inspectors, by law in -1950 and its was first established and Constables and the Governor for under section 50 of the Police Ordi­ REPRESENTATION 105.The Police Federatjon is now provided constitution nance, 1957.
It was established Officers Subordinate of the Commissioner welfare for the purpose to consider matters Section 50 of the Police Ordinance, of enabling and bring to the notice affecting affectill!!

: matters there shall be established their general reads:- officers and bri11J2: to the notice of the Commiss­ and efficiency.
11(1) For the purpose and constables ioner and the Governor efficiency, the Police Federation which shall act through Central made under the provisions (2)The Police Federation unassociated power to make representations in relation to any matter of discip­ line, promotion, transfer or leave or any other matter affecting individuals.

106.In its memorandum repeatedly referred Qaksey Committee's Great Britain.

of section 51 of this Ordinance.
of and to the Police Act, Report of 1949 on Police Conditions 1919 of Great Britain and the in their general an organisation with any body outside the Force and shall have no welfare and to be called Branch Boards, Section I of the Police Act, 1919, reads:- and during discussions shall be entirely independent Conferences subordinate and a Central as provided of Service Committee for by rules with us the Federation 11 of enabli11J2: the members to consider and bring to the notice o.f the of the police forces and the Secretary of State all the matters their welfare and efficiency, other than questions of affecting with the Schedule individuals, there shall be to this Act an organ­ to be called the Police Federation, which shall act through representative bodies as provided in that Sche­ and promotion in accordance (1) "For the purpose of England and Wales police authorities affecting discipline established isation local and central dule.
(2)The Police Federation tirely independent side the police service".

and every branch thereof shall be en­ of and unaassociated with any body or person out­ 107.Duri11J2: an interview should be altered in order to enable it to function union in making representations gested that the Federation on matters with us the Federation should be permitted to discipline, relating on behalf of its members.
asked that its purposes: a trade more like It also sug­ promotion,transfer to make representations or leave or any 28 of their senior 50 (2) of the Police Ordinance, forbidden by the 1957, in section which is expressly individuals, ot�er matter affecting worps we have underlined quoted above.
108.The Federation in its reference attention to paragraph recommendations regarding the Police Council reqpesting affecting paragraph below:- that it should be permitted discipline etc., the Federation 254 of the Oaksey Report which is so relevant 383 thereof to the Oaksey Report invited our which SlllllllJarised that Committee's in Great Britain.
But in in natters to make representations appears to have overlooked that we quote it Committees that men·' s representatives in cases of discipline forbidden by section have asked of both Police Federations ·should have power to ls.
This is individua I of the Police Act, 1919, and tn affecting "Tbe Joint Central us to recommend intervene expressly the evidence duced against incompati like the question officers, ation's submi.ssio argument bas been ad- given before us no convincing the continuance of individual it is clear that for and decisions of the provision.
tous quite in a service power to It seems ce of good discipline to have men's representatives stated the Federation's representatives that they wished the Federation Trade Union.

In this connection in Great Britain in disciplinary matters affecting are not allowed members is the same in British Guiana and in our 2 of the Police Act, 1919, of Great Britain and section 53 of 1957, prohibit unable to accept the Police Feder­ should remain".
provision that the given above, the Police Federations ble with the maintenan police for the the disciplinary authority and we find ourselves n. We recommend 109.In the light of the quotations sound reasons to intervene Police Forces.

The position should not be changed.

opinion 110.As we have already the impression to an ordinary section the local Police Ordinance, Police Forces from joining any trade union.
In any event, however, Federation expressed tations and negotiate in matters conditions position to Staff Associations Public Service.

Council on the lines recommended Council for Great Britain, Council for the Police Force composed on the Staff side nominated six to eight members and:Three Independent connection Com�ittee with the question police in Great Britain.

on the Official side, nominated by the Government; members one of whom should be Chairman.
·to draw attention by the Oaksey Committee for a Police up of a Whitley six to eight members to what the Oaksey NO.
343 of its Report when dealing organisation gave us to become something akin it should be noted that we feel it appropriate had to say in paragraph of changes in the representative and Trade Unions in other sections of the theview that it should be allowed relating to pay, allowances, also that the Federation and suggested the setting should be in a similar ly, they proposed by the Central the creation to make represen­ of service; as follows:- Committee According and other of a Police members of the respective In this for the the of the Federation; as possible have as much freedom and what activities overwhelming from the point of view that both from the existence of an will benefit and that representative organisation, to deter­ it should under- majority of witnesses "We have approached the problem the men and the authorities efficient and well-balanced the.
men themselves should mine how it should be organised take.

But we think, and the agreed with us, that a representative body of men, and especially law and order, must be prepared to accept certain limitations.

it is common ground that the police example, ever form it takes, must not become unions and cannot be free to call on its members to strike or to To express this in commit any other breach of discipline.

general must be so con­ ducted as not to impair in anY.__}'.
@,Y- the authority of the senior offi8ers or the confidence of the communitY.:.

ThP-fact that there are these limitations must place an obligation to ensure that whatever organisation well if the men care to make use of it."

for For "trade union", what­ terms, the police trade union's activities is set up will be able to work affiliated with other trade one with the prime responsibility organisation on the authorities in a disciplined more � 129 is ours) and we commend them by all concerned.
and made no mention representation these views (the underlining in Great Britain, in Trinidad, We endorse for acceptance 111.It is noteworthy that in its memorandum and discussions the Federation has only referred and negotiation regarding to the position with, the position we have been told nothing arrang ements as provided or unsatisfactory 112.In all the circumstances as it stands at present.

to Regulations the Police Force are contemplated the Commissioner Federation through of commenti have.
an opportunity ng upon them.

the general they should b·e sent to the Police of Police in order that they may which would lead us to conclude in the Police Ordinance, that they should be altered.

or other territories.
or Orders affecting we do not recommend We consider, any clange in the lR.w Jamaica, however, with us the present that when any amendments conditions of service of of, or comparison Moreover, 1957, are so inadequate = ,, 30 CHAPTER V CONDITIONS OF SERVICE AND OTHER MATTERS LEAVE AND LEAVE PASSAGES n. ng ly for to In leave be leave will nullify numbers in that in the fore­ an indispensa leave may as the ble condition ble positions there is no doubt in coming from a temperate climate, working in their own country.
We Guiana overseas as poor as British aware of the apparent anomaly as a right by peFsons and commerce in British employees tends to expand, About the first question I as having influenced We are, it is true, well or under-privileged and should the cost of passages ng ly remote from its original Guiana, it greatly leave will remain a vital necessity for the apace, overseas purpose.

which we us in recommending with.


Moreover, the cost will be increas­ has been found that Guian­ from being given overseas world, and would largely in Chapter a class of its own; it in relation such leave is becoming increasi would put them arise under this headi�: should overseas be of this facility vis-a-vis their opposite the objects all over the world that no man can perform for long periods without 113.Three questions given at all; if so, to what extent?

borne by the Government?

our minds whatever.


that !overseas leave, which was originally emplo1yment in the tropics of expatriates shou�d be claimed know 1too that in a country appear to be a luxary that can well be dispensed nUlllbdr ot' Government i:a,gli heavy, and as Guianisation proceeds become increasi 114.But when all is said a�d done we are convinced seeable future overseas efficient functioning of the Public Service.
In the first place, we believe that the Service shou]d not be pnt into should not be either over-privileged the various walks of life with which its own grades may be compared.
industry ese in responsi benefit of granting leave, and the practice common; thus to deprive Public Servants in a much under-privileged position the commercial have enumerated better remuneratio 115.Secondly, it is accepted mental work continuously and efficiently regular physical loses his iniative the increase in efficiency In the present impossible for anybody sary change of intellectual climate anyone of being with strangers, adapting.himself to new conditions, the chang e from relative importance obscurity except by going overseas stantly finding is to develop its own efficiency, Guianese in order to keep abreast of innovations 116.Thirdly, overlooked, fideµce the broadest mention Jamaica, the opportunities much greater Guiana.
British Guiana has been drawn more and more into the cultural world, and many more visitors from other countries, frequently standing in their own communities, country is still much less favoured tra�el routes.
117.Fourthly, the Public Service men and women of professional minds cannot stand still; either they go forward particularly necessary .frequent opportunities to the countries where they can discover 118.Thus we are quite couvinced' life ofthe of high Guiana, this than others which lie nearer the main .
Such people's or they go back.• of this kind should have in their professions by going to seeing how other pe0ple do their work, in in and Barbados, not to are still in the last few years and intellectual change; , and, worse still, gets set in a routine to achieve contacts with the world of culture and the mental exercise inherent to nameless that all Public Servants to keep up-to-date and absorb fresh knowle�e.

but Guiana must be able to travel abroad from an alert"mind.
it is virtually new ways of doing everyday thing s; and if British without having this he becomes stale, in a large one, are exceeding ly necessar to be the self-con­ sense of that word.

Even in we would not like the wider aspects is becoming increasingly for making such contacts holding a responsible that comes from fre(!uent or technical aptitudes in a small community as the world develops the need for Guianese developm·ent, within the country.

in the world at large.


that overseas le.ave y and cannot be found is essential, stage of British dependent on than in British to be expected of this problem to find the neces­ .
Moreover, are visiting especially The stimulus which prevents Although Guiana's Trinidad normally position British it is con­ It is 31 in the Public Service after everv holiday system; dver-long this problem be expected is entitled an unhealthy the fortnight Commissions for long or overseas suggestions that have .is anomalous, expensive to 84 days' lon,g leave , and it i; pattern estimated steps should be taken by the Head of each (both here and in Trinidad), that for the holiday has become an over-privileged Ideally, will be difficult walk of life is long leave given to so many people in that those in the more responsible :mental change by goin,g overseas.
leave.
Indeed in this respect i.t is quite class, hours, work very long hours, in most cases without suggest le for the to the true fortnight's firstly, every year, and secondly, must obtain the necessary we have been guided by two main prin­ annual that every worker should be given a fortnight's by Heads of Depart­ to reconcile the by the Governme nt, and the interested We are convinced and we recommend that in principle to take a fortnight's should be right to achieve first two or three years .it to be split, so as to give time to get out of hand.
This has been recognised alike, and it only remains been put forward we are equally certain that its present and excessive.

to us .in his evidence One Bead of a Department that be needed <JVer ten per cent extra men on his staff in order to provide true to say that the Public Service for in no other the lower ranks.

Thus even a messenger three years' employment clear from this example and many others that the whole system has been allowed ments and Staff Associations different previous parties.
119.In considering ciples; holiday positions 120.We have been surprised to learn that although the rank and file in most Public Service offices keep to regular and not many of the senior officers taking even casual leave from one year's end to a.nother.

that this is every Public Servant should once a year, and that the necessary to make this effective.

Department taken all at once, but obviously this away.
We therefore shall be permissib for the transition 121.Next we recommend that officers gory A) should receive inclusive (Category $4,500 (Cate�ory tfme in the leave period for two reasons: itself and thus an integral officer do so, without 122.We recommend that those earning $3,000 to $3,500 (Category should receive ible at the officer's twelve years, including dations 123.Fourthly, Leave facilities, Technical and that lleads of Departments leave .in cases where it would be for the benefit concerned and of the Service 124.Fifthly, in Government Secondary Technical should take their long leave in the long summer ho1iday, numbers do in other countries why, because they happen to be employed arrangements should be markedly professio or seven months e�ery three years -make for expense ·for instance, College: earning over $8,000 a year (Cate­ years, overseas between $4,501 and $8,000 $3,501 to C), four months every five years.
We include passage in treatment for teachers and the Trainin,g College, the Teachers' they to us much more satisfactory thal of passage time; those earning B), four months every four of all categories; to recommend study both of the officer -six and inefficiency.

of Queen's n. Moreover, .it .is clear that the present arrangements as-a whole.
we recommend seperate their leave from what is normal in their to spend most of his leave in other countries, West Indian leave of two months every six years, convert­ for the following Officers, are set out in Table VII (para11:raph 138).

part of leave, but air travel will enable an this is what we have been told losin,g much of his time travelli we recommend that increased leave every three of the world.
There is no reason and Administrative travel by sea is a holiday should be encouraged years; and those earning option to full overseas use should be made of Study by the Government, time.

These overseas leave of four months every to be made possible.

by the Principal Professional, as their opposite if he wishes especially Institute.

and Teachers and ·special four months' different leave recommen­ It appears normally Schools, passage grades: holiday to D) n,g . "
.... the school has to run with a continually quite apart from the inefficiency obvious causes me endless headaches on the time-table, ed every time a master goes on or returns from leave.
Some years chan,ging staff, and that this causes, which has to be chang­ it 32 when it actually requires about 35 - by considering required 43/36, obtained would take their leave in for in the estimates This figure was arrived at by multiplying for this by havim1; as permanent and the long were shortened to start the Christmas Term members to run the school, Later from 43 to 40, .... and we have been of the day to make some of the staff more and 43 men were is that Schoolmasters each year.
The school terms could be adjusted s� and Easter holidays to make it possible ago I was able to persuade the Government allowance m�n than were actually provided 36 men to run the school.

t�e 36 men needed by the fraction that a man will be away for 7 months after serving 36 months.

on the total number was reduced in difficulties ever since .

.

... , the proposal ·the long vacation that the Christmas hbliday extended on a bout Oct. 1st.

each year.
each year.

Our Government Oxford and Cambridge G.C.E., end of July.

Those schools that take the Cambridge would be in a different but not unfavourable The advantages obvious, the greatest as it is of efficeincy would save the Government no longer be any need to provide needed to run the school.

Seven salaries could be saved.

The use of long; leave for study cannot be over-emphasied, and I to the scheme suggested would suggest there should be a really generous scheme of Study Leave."
recommend that masters, and institutions two months overseas all<JWances) to fit in with the long summer holiday.

and a far grea.ter measure which advantage quite a lot of money is that there would to be gained if the idea were to be adopted are being that the staff would always be the same, in the school would result.
Another so the term cannot end much before the leave every two years, (with the and the 124, should that as a complement in all the schools with more Masters Exams in December mistresses, in paragraph lecturers, in England, Schools, take the mentioned position.
Queen's than are 125.We therefore like, in the schools have approxinately appropriate 126.Sixthly, we recommend special as follows: passage treatment for certain categories, Geologists and others -such as some Surveyors and Forestry Officers -whose work takes them into hard-lyi (not the coastal ing time: Category spective in the Interior of their work­ A (four months every three years), irre­ belt) for at least fifty percent ng conditions of salary.
their own leave conditions as set out in paragraphs 91 Pblice: and 92.

Nurses: Primary School 28 days annual holiday in all, as at present.

D, but without assisted Category Teachers: and long leave always to embrace there are over leave every year, and expense that would result at this stage; it would amount 3,000 such teachers, about 500 will go on long the additional we cannot recommend annual passages from granting them assisted a year.
to at least $75,000 It has separate Transport & Harbours Department: .

leave arrangements, the school summer holiday.

passages, As and we recommend that its line with our proposals (though not in general entitlements) for similar ·schcol leave entitlements reasons Teachers.

into be brought its passage to those cited for Primary an anomalous nor in Government it.
is not normally leave situation we consider 127.There is at present lower A and all of the Band C scales: these grades is unnecessary; commerce, .is not universal 128.Accordingly, that such a step if taken imm�diately discontinued; would have the effect of altering for the worse the existing conditions of some present employees in these grades; that present employees in some of the that long leave in given in industry and we recommend that these le ave arrangements even in this Public Service .1.n "B II and "C" scales, in other countries, and indeed whether on the Fixed or but we recognise we therefore employment also rece■mend should be .
33 in our recommendations to wife for 1962. cases it can be much of one long although entitled handling officers an officer Moreover, sea passages for Category first-class reduction; -employees Similarly, as flexible, to first-class of this chapter, so that Category supply our answers for every officer, provide passages.
and his wife, whenever he that the Government Establishment, to obtain a student's into these grades in our view essential upon; in some often too, cabin-class concerned the extent to which the Government "D" should enjoy should enjoy the privilege might be given cabin-class n?
one is normally for himself, his might elect to travel ca.bin-class and use the difference at this end; thus a return ticket, or economy-class or coach-class should not scales who do not B officers accomodation we suggest that the cost of passages in 11A the privilege It is therefore passages to the second of the three namely the extent to and much cheaper than first class; it might even be possible even the rates of pay we have proposed in many cases to save money In commerce and Industry the passage being paid leave.
This is not to say that all officers must be alike.

For example, we B, tr.e arrangement should travelling by sea, if ordinary first­ of long leave on the Unfixed the scale of 84 days after three years, once only after 1st January, 1962, but that from now on new entrants 11 receive this privilege.

qualify for Leave Category leave after 1st January, 129.These recommendations questions posed at the beginning which overseas leave should be granted.
130.The third question sliould given long leave without and often his children.

are not such as will enable passages.

should provide goes on overseas invariably treated suggest be regarded for example, class were not available.

Similarly, passages take his children with him.
131.In the meantime reduced by more efficient with a saving of 10% should always be insisted may be possible sea passages, adequate to charter an aircraft going on leave about the same time, with a consider 132.In addition and overseas sidered 133.As regards sick leave, we have come to the conclusion that it is unwise to impose a limit: we are satisfied that the present 28 days' allowance tends to be regarded as conversely be limited that with the elimination from work has largely 134.We therefore following safeguards: days will only be acr.epted the pre.scribed form, to be signed by a Registered frequent absences for sickness board.
These arrangements sickness with as under the present system.

135.Casual leave we consider that is, leave of absence illness or death in the officer's reason as in the case of sick leave, there should be n� limit attached to it, but as a safeguard with the reasons; responsible officer individual 136.
In all these recommend Guianese terms, according competing territories; and that expatriate or not, should be guaranteed ther these happen to· lie in Europe, Asia or anywhere United Kingdom, at the officers' .

this should be inspected at regular periods by a with power to stop such leave being granted to any should simply be what its name implies, such as serious for chance reasons, or employee's family.

For the same disappeared.
recommend the removal to the needs of the service and the terms offered by there sb9uld be a record of casual leave granted by a medical and employees, lasting more than 28 consecutive the need for regular short absences ations we make no differentiation between may have special to London for public officers will lead to examination passages to their countries will apply to all officers we see no reason why, if a man is sick, he should necessarily to 28 or 14 or any other number of days.
Moreover, of the limit, subject to the for more than two consecutive n of a medical certificate, and their wives costs.
leave we have con­ to the annual holiday except that contract and expatriates, able saving in sick and casual leave: days will continue officers, whe�her in case of abuse.· air passages, on productio for sickness are perfectly on contract else, or to the of malaria officer$ we believe granted absence to be dealt option but in of origin whe­ Medical Practitioner; a right and is sometimes abused, and - :s s: PE K 1 s ; ;s :;::;;;;?'";:::,.
;: i V P U +z 34 date of these recommendations 137.We suggest that the effective be 1st January , 1962, but that entitlement to long leave shall be reckoned from the expiry of the officer's how­ ever, that an officer who by that date has already qualified for leave and passage assistance in excess of those now recommended, shall be granted assistance.
138.The following leave:- last period of leave; provided, our recommendations the excess leave and passage table sUIDmarises for overseas shall • -., • TABLE VII OVERSEAS LEAVE Leave Salary Categolj Qualification Tour in Leave it1 Years Months Passages allowed A Over $8,000 3 4 To U.K. or country of origin: self and wife, 1st class by sea (or equivalent) B C D $4,501 -$8,000 4 $3,501 -$4,500 5 4 4 do.
do., 2nd class by sea 1" (or equivalent) $3,000 -$3,500 6 2 To Barbados or equivalent; self and wife, 2nd class byair (or equivalent) .

.

.,.

.

- \ � \ r Notes: (a) Salary qualifications refertothe salaries recommended in this Report.

(b)The passages allowed must not be taken to exclude n of West Indian leave to such ents as conversio arrangem full overseas or the substitution Kingdom.
leave, as mentioned of other countries in paragraph for the United 122, (c)Except in the case of expatriate officers the Government returning to their own countries, will provide the appropriate fare to the United Kingdom or to such (or points therein) as the other country or countries officer may choose, provided that if the fare to points is greater than to the United Kingdom the officer pays the difference, the Government pays the actual fare only.
or if it is smaller, those (d) The fa.re to the United Kingdom should be that to the point of entry, except for United Kingdom who should be given the full_fare to their and this should also apply to expatriates from other countries returning home.

principle officers, home towns: (e)As at present, only t�ose on the Fixed Est�blishment will qualify for Overseas ages, except where otherwise Leave and Assisted recommended.
Pass� 139.To sum up, our recommendations are as follows:- ANNUAL HOLIDAY: Every officer and employee year (people one year's annual holiday).

LONG LEAVE: As set out in Table VII, subject to to have a fortnight leave to miss one going on overseas exceptions a noted in paragraphs 125, 126, and 128.

SICK LEAVE: No limit except for long periods.

CASUAL LEAVE: No limit, but only to be used in cases of emergency.

.
.

·� t ..... • - • " - t 35 that these changes will produce in passages in size of staffs, 140.We estimate reduction savings savi�s will be to reduce expenditure but this figure will not be reached for a number of years (see paragraph 63).
direct economies and also consequential of all these annually; and that the ultimate effect and acting allowances by approximately $300,000 due to HOUSING 141.Under existing the office they hold or because their normal headquarters, 90th cases rental is paid on the followi� of their assignment are eligible to occupy Government basis:- either by virtue of for duty away from arrangements officers, certain In quarters.
(a)10% of salary up to a maximum of $50 per month for unfurnished quarters; (b)12% of salary up to a maximum of $60 per month for furnished quarters; (c)5% of salary for unfurnished quarters, salary is $191 a month or less is serving G eorgetown, New Amsterdam excluded); and when an officer elsewhere than in (Bartica whose or in the Interior (d)6% of salary for furnished quarters, subject to the conditions in (c) above.
stationed the financial in in some measure is considerably would have to pay for comparable from headquarters.

on the basis of 10% or 12% rates at (c) and (d) apply to ju�ior officers paid by an officer, maxima, as offsetting .of transfer whether and for this reason, to the officer.
subsidy from the Inland Revenue The reduced rural areas, and are regarded hardship imposed on them because 142.The rental of salary or at the prescribed the officer open market, siderable enquiries should not be required rental actually rent.

143.As far as we are aware the present percentage tories, salaries basis Furthermore by expatriate of charge was not too far below the level of rents then charged in the open market.
such rental represents Indeed, Department were low and most of the senior posts in the Service in the current a not incon­ has provoked the officer between this situation as to whether to pay income tax on the difference of salary basis is the method adopted the yield from the percentage paid and the "economic" but when the maximum system of charging circumstances, In the present accomodation below that which we recommend:- officers.
were held the rental on a in most other terri­ rentalsof$50 and $60 per month were fixed, (i)that the basis for charging rentals be retained at 10% and should be raised to and furnished in is now almost exclusively the 12% of salary but that the maxima payable $75 and $90 per month for unfurnished y; respectivel (ii)t hat as the Service character, allocation and those officers quarters quarters referred, a housing expatriate officers part of their terms of contract; the Government of quarters because ; other than the exceptions to which we have just as are vacated from time to time should be used as pool mainly to provide for should consider to all senior personnel for whom quarters housing who are required to reside in specified Guianese discontinuing except Judges should be provided as accomodation quarters, of the nature of their duties; and that such (iii)that the present occupant and when they vacate their posts, the quarters not be allocated automatically s; s should not be disturbed, concerned should but as to their successor should be required to pay the (iv)that the present occupants rentals proposed higher maximum 1962; (v)that the existing paragraph stated therein view of our salary recommendations.
141 remain unchanged, should be raised from $191 but that the salary limit to $213 a month in with effect from 1st January, rental rates listed at (c) and (d) in 36 concerned who are required 144.Tfere are also some officers which adjoin their place of work.

Such quarters are provided free of rent to the officers paid.
We recommend that such officers paid by them for unfurnished quarters certain the rent tection l.imi pre scribed paid to members of allowances we also recommend that the Police Force and Fire Pro­ be re-imbursed rented in the open market, and Prison Services be reviewed.

ts.

In this connection.


and where not available rent allowances the actual amounts to reside in quarters within are HOURS OF WOR.K 145.The official working hours, which are with a break from 11.30 a.m. to LOO p.m. (Saturdays 8.00 a.m. to 12 noon),' correspond fairly closely with those of the business We do 1not recommend any change in the status quo.
It is important, and for this however, to ensure that the full hours are in fact worked, purpose registers should be properly from 8.00 a.m. to 4.00 p.m., kept and supervised.

attendance community.

CONSULTATION PRACTICE fees.


ilternat solution practice practice of service it cannot be said were accepted mainly because of consultation salaried members on the former salary to engage in private for specialists ive to this system, were not permitted the new conditions in 1954 the position and to Specialists who, it must be remembered are was practice, with the has been a thorny and controver Guiana for many years.

Repeated of the Public Service.


But fifty per cent of the consultation normal hours and away from Government premises, allowance, ng the entitlement allowance of $1,200 per annum in lieu of consultation of $4,800 per annum in lieu.

When a new ·salaries Review Com­ by all the specialists, to any consultation fees.

new dissatisfied have been very successful so far.

Revision or of continuing to one half of the consultation fees.
In an attempt the 1954 Revision together with the payment sial have been made attempts which would be acceptable both 146.Private consultation issue �n British in the past to find a practical to the Government full-time that these efforts 147.At the time of the last Salaries that Specialist Officers but they were accorded the privilege right to receive to devise an effective providled for higher salaries of a non-pensionable fees; and they were given the option of either accepting the new salaries with tihe non-pensionable scale and retaini Eventually with the result that they ceased tobe entitled however, soon became acutely The specialists, it was their contention arrangement, small; and in November in lieu was unrealistically that they should be given the option of choosing practice outside allow�nce mission was appointed this matter was specifically included in his terms of reference.
The Gorsuch Report of March 1959 supported, of the specialists and they continued to press their case shortage Finally, in view of the serious of their feeling strength decided to allow specialist-Medical Officers private consultation practice was further basis lasting expressly reserved the rules to be in the public interest optional non-pensionable effect from 1st September, 1959, to $1,800 per annum for Senior Spe­ cialists and $1,400 per annum for Junior Specialists.
148.Under the existing arrangement Clerks and paid into a deposit collected by Hospital Treasury.

In the case of the X-Ray, Laboratory and Bacteriological specialties, fifty per cent of the fees accrue to Government revenue the same applies and fifty per cent to the Specialist to surgical entitled teen Speciali with.the that the allowance 1957 they demanded either consulting or an to the whole of the fees paid in.

We understand one specialist to have the option of 1959.
It with effect from 1st September, the right to withdraw agreed upon, during the two-year fees for consultation practice are at the account agreed that the new arrang ement should be on an experimental of specialis of dissatisfaction the claim practice; consultation if it were considered also decided fees; but in all other cases the specialist is the concession period, allowance in lieu should be increased, 1958, in the personofMr.

L.H.
L.H.

Gorsuch, t staff, and the gave way, and with vigour and determination.

that out of four­ each in Leprosy, for two years until 1st Septembe with some modification, r, 1961; though Government sts, only six (including for the option of private to do so.
Government concerned; in November operation Gcvernment or vary any of that the with 37 and the salaries of Specialists remain that the practical working is giving rise to a considerable on as the of the all the specialists Hence the ng in Great Britain where while there are also public; another practice salaries to the attached practice) Diseases, Hospital.
they also told us indicated have adopted themselves of the general to arrive at a conclusion but the mere fact that there are numerous of this it put forward in the Gor�uch would have meant a consider­ ts: but those recommend­ were given without There are at this concentrated in their evidence the alternative Apart from those If the Government which are unfilled, the significance of the specialists more specialists.

though we understand must give cause for concern.


where there is virtually although denied that which are sufficiently ninety per cent of all consul­ dispersed in private no scope of the non-pension­ charged.
in a position approximately a fee being angle from which this whole question moment seven vacancie super-scale in the basic salaries of Specialis s for spec­ that five are likely to ll/2: volume of work there is and one post at New Amsterdam, in the Georgetown that prevaili is very different from over the country, practice.

Tuberculosis and Venereal for private in lieu.


When considering able allowance must be borne in mind that the proposals Report for increasill/2: able up-lift ations were not implemented, they were fixed in 1954.
149.Some of our evidence system of private consultation volume of complaints from members to us strenuously Specialists there were any abuses which could be substantiated, that in some specialties tations 150.We are not ourselves this aspect of the problem; complaints 151.There is, however, should be considered.
ialists be filled shortly; and, with an ever increasi an urgent need for three Special Hospitals in this country are situation are widely specialists large numbers engaged Service is to attract the services must in one way or other offer them prospects pension rights) outside the Service, held comparable at the present of preserving these Medical Officers the Public Service.
benefit substantially our Report, which are set 152.As there seems to be strong criticism consultation in the context of British that a fresh effort should be made to resolve in such a way as will secure as far as possible operation and importance to the people of this country.
Accordingly, that the Specialists any claim to fees and receiving ance of $2,400 per annum, payabletoSenior or of continuing subject to whatever the experience recommend further of fifty per cent of the fees paid in should be applicable and not only to those which arise in respect of the Surgica l, X-Ray, Laboratory to the first werecommend that in the event of the recommendations of a specialist, who is in receipt in lieu, being appointed he should receive for so long as he holds one or other of these posts, and that the same principle should apply to any other Medical receive promoted Health.
153.There are certain observations which our recommendations and in particular posts in other territories.

time.

Part of the difficulty some reasonable of remuneration in line with what they could earn with what they could earn if they not the case and to do it and co­ the goodwill are of such great value we recommend the allowance by virtue of their existing to one of the higher administrative of this system of the last two years will have shown to be needed.
in lieu thereof a fixed pensionable allow­ alike; and Junior Specialists we wish to make with regard to that This is clearly arises from the desirability to the post of either Chief or Deputy Chief Medical of Government to all fees to post and who are of posts in the Ministry a personal pensionable Here we would point out that the in the precedill/2: paragraph.
from the salary increases and Bacteriological otler high-ranking of in will in fees for·private of the Specialists, in this paragraph, that the deduction of the allowance which we recommend and those of specialties.

As a corollary of the system of private the basic salaries office holders Specialists Guiana today, we consider We revenue consultation practice, who are entitled whose services of $2,400 per annum for the benefit this problem, the operation regulations understand out in Appendix I.
First, we alignment governing allowance to receive Officers practice between Hospital it it requires, (including should be given the option, either of abandoning Officer, 38 Secondly, practice.

sts a complete to forego private consultation in lieu; and we believe alike, since they frequently if it is to afford practice.
prohibition we regard it as essential Specialists are given the option whether to that it throughout the Caribbean receive fees or to accept an allowance would be much wiser to continue this option in British Guiana rather of private than to impose on the Speciali consurtation that the allowance in lieu, of $2,400, should be pensionable an effective inducement we hold that this allowance should be payable to Senior and Junior work.
Specialists Fourthly, where the option for private consultation we consider which prevailed of all' fees collected the pr�sent even where expensive consu�tations Government on a pe�sonal of it who are promoted to higher administrative Health!, motion in the knowledge allowance.
posts in the Ministry of to apply for such pro­ for them of the that it would not entail the sacrifice to the system fifty per cent on the ground that Government equipment the most part is not actually used, the in Government time and on system gives rise to anomalies between that there is a strong case for reverting before the 1954 Salaries premises.
Lastly, our recommen basis of the allowance in lieu, in the case to make it possible take place for are doing exactly to Government Specialists; is desj P:ned the same practice revenue, Revision accrued whereby of those holders Thirdly, moreover, is exercised, dations as to the continuance PRIVATE PROFESSIONAL PRACTICE IN 6ENE�AL are the only from e.g.

private persons practice practice servants.
available fees for private in this country is so, it is difficult In practice, however, it has to be recog­ Officers in question 154.We have had a good deal of evidence, some of it conflicting, in various branches of the Public Service, professional Officers Veterinary Surgeons, Eng ineers, Surveyors, etc., and also from the Heads with their of their Departments, as to the combination of normal official In principle, duties as full-time Government of the Public it seems to us to be undesirable that a full-time member Service while he is in receipt should receive of his normal official salary.
nised that in some cases the Government qualified sphere of work.

Where this alternative to the present system of permitting private fees (a part of which is usually taken by the Government) the wdrk is undertaken Department nativJly, that it should be undertaken outside 1 not to feel that, whenever privat!e pmctitioners in any field the pufblic, the prurt of Government Officers.

155.District subject to the refund of a part of their salary ranging $160 a month.
In view of the shortage in many parts of the country, uation of this system so long as existing prevail.

normal hours and so as in question.
We number of it can be shown that there is sufficient with the needs of and approval with the knowledge in question, if the work is in Government in their own particular to see any practical steps should at once be taken to abolish to the contin­ in this respect of the Head of time; or, alter­ Medical Officers are at present we can see no alternative practice provided to cope adequately duties of the Officer with the official allowed private conditions interfere practice for that from $40 to of pdvate medical practitioners private pr:tctice on ALLOWANCES 156.We have given careful consideration in the allowances perform artisan and other skilled duties duties.
In view of the overall cost of our salary recommendations, howevdr, allowances.
of employees who to their normal we are unable to recommend now being paid to various to representations in these and similar any increases categories for increases in addition THE UNCLASSIFIED SERVICE 157.Difficulties public employees s_alaries Classified have arisen as the result of a considerable number of appointments clerical or departmental holding carrying which, in some grades, are the equivalent of those in the Appointments to these posts, however, Clerical Service.
have 39 and departmental section numbers of this .. Members character which had has expanded known as the Unclas� to the Adminis­ edu­ minimum been considered to be of a temporary career prospects Service; with inferior in the Classified and Clerical Grades qualifications by the Rules prescribed for admission e.g.
certain of the Service, originally proved to be of a permanent find themselves in comparison in some with duties which are identical before the naximum age of recruitment of the Service, over the years, as projects not been governed trative cational attained now 23 years of age.
This section sified Service, activities nature, the Service with their opposite cases they work side by side, performing those of officers in the of lower salaries, feel that they are 158.This matter has been the subject Commissions (the Mills Report of 1953 and the Gorsuch and during the course of the past few years Government ingly concerned Service; but 159.A comprehensive would require a detailed of the Service and its relationship might have formed part of the task of the Public Service Structural Review Committee which was appointed in 1 960; but we note that 1n paragraph 12 of their Report of Feburary of the of this section have been taken.
Service of the Unclassified by a number of Rep�rt of 1959), has become increas­ solutionofthe problems investigation Classified are not entitled of this part as a whole.

This over the future of the members in the ranges and not unnaturally as yet no adequate remedial of recommendations 1961, the Committee say:- into the structure being unfairly to the Service to pensions, They stagnate although measures Service.

treated.
treated.

of of officers "Our attention to instances who have been engaged we are told, other officers We have drawn the attention have not included them in our proposals .

has been drawn by the Heads of certain Departments of many grades being paid from open votes continuously is as permanent in character whose posts are specific on work which, as that performed ally shown in the Estimates.
for lcng periods by of Government 11 to these and on advice 11 position that the present by the Federation of "Open Vote Employees it is atid this was put to us in It is common knowledge general is unsatisfactory and that Service in and the Unclassified discontent; giving rise to ever increasing evidence of Unions of Government that there is urgent need both for some immediate to resolve the whole firm decision 160.Accordingly the status of Members of the Unclassified effect, if at all possible section periods those performed This would mean their being taken should be so regraded on to the Fixed Establishment and designated Departmental immediately.
which should have 1962, all members of this for l ong continuously stamhrd to of the Service who have been engaged and who are performing by Class I or Class II Clerks in the Classified Service, a comprehensive revision of Service, Employees.

action and also for a duties which are of a similar problem in the near future.

we recommend that, pending from 1st January, and appointed.

We believe Officers REGRADINGS made to us by Heads of Departments for the regrading posts.
In addition, and Staff of various a number requests proposals Heads of Departments contained of employees 161.The represen�ations numerous Associations and of individual categories received of other regrading various were referred consideration.

merits or otherwise would have required very long time.

There are, however, to be clearly salary scales more in keeping qualifications Appendices I and II and can be easily identified against each of them.
In some of the following on certain We have found it impracticabl of every such request, extensive under-graded, of their holders.

which we recommend posts for required investigations a number which would have taken a of posts which we consider them on with their responsibilities and we have accordingly upgraded and/or t�e All such posts are shown 1.n paragraphs both redesignation by the letter (R) place_Q we comment and regrading .
by the Finance Secretariat, to us by that Secretariat from for closely the for the reason that to do so e to examine 40 COMMENTS ON SPECIFIC DEPARTMENTS AND GRADES LEGISLATURE responsibility of editing the of speeches made in the Legislative the revision and checking Reporters has the additional 162.Il has been represented to us that the mcst senior of the four Official Hansard Council by the Members of that Council, and that his post should be Senior Offichl Reporter and upgraded redesignated for the additional understand conseqJent are to :be submitted for consideration suggest that the appropriate grading of the post in question with those proposals.
deferred AUDIT that proposals for increasing upon the impending introduction re Secretariat, and we should be bility he carries, We have been given to for consideration concurrently by the Finance the staff of the department of a bi-cameral legislatu to compensate responsi him self-government General To emphasise the special 163.We have been told that with the advent of internal 1961, the final responsibilit after August, accounts will, under the new Constitution, instead of with the Director the case at present.
will hold under the new Constitution of Audit.

We have also upgraded designated it Deputy Director of Audit.
However, that the until after August, these posts shall be F10: $10,080 the period 1st January $9,600 respectively, of both posts will not assume revised with effect from 1st September, we recommend that the the post of Principal to 31st August, holders 1961. y for the audit of the public rest with the Director of Audit of the Overseas Audit Service as is which the Director we have upgraded the post of Director position Auditor in view of the fact heavier responsibili and re­ salaries attached ties to and F14: $8,640 respectively, during $11,280 1961; and F7: and F11: are required the members of this service arrangements, to us the representatives Field Fire Service whom the Union represent Guiana of the British conditions of tre ed.
CIVIL AVIATION 164.In their evidence Labour Union were strongly critical of the working members of the Atkinson Under the existing to work on a "five day on" and "five day off" shift system.
Moreover) Field they owing to lack of suitable housing accomodation at Atkinson from their_ hre forced to live apart from their families .and to provide own resources Field and their the cost of tra.nsportation between homes, most of which are located in Qeorgetown and can only be visited during their off-duty p.eriod 165.We do not approve of such working approptiate a rrangements members of the Atkinson Field Fire Services consecutive also rJcommend that, until such time as it might be possiblA families to reside with them at Atkinson should be paid a monthly bus fares to Georgetow and recommend that to relieve of having to work for five being able to leave their post.
We for their be made as early as pcssible Field, each member of the Service days and nights without to the cost of two return conditions equivalent allowance Atkinson the n. s. CHIP.f SECRETARY'S □PPICE the present designation and grading responsible for Government 166.We consider the officer inappropriate in relation to the duties and responsibili We have redesignated the post Controller of Government Printing and Stationery and upgraded INF□RMATI□N SERVICES Printing and Stationery ties of the post.
it on the salary scale shown in Appendix I. of the post held by to be 167.Having regard to the nature of the duties and responsibilities post of Senior Information Officer, we have redesigr.ated Information II.

it on the salary scale shown in Appendix and upgraded it Deputy Chief Officer of the EDUCATI□N 168.We understand that Masters Bishops' graduates, High School and the Anna Regina Schoo] are required to be and we have put these posts into the professional scale, A3.
es at Queen's College, and Mistress I - 41 Assistant Education Officers scale.

reasons we have upgraded Training College 169.For similar to the same 170.In the Government Master and Mistress them, Assistant Masters and Assistant graduates or have qualifications alent, we have redesignated to A3.
171.Finally as Senior Master and Senior Mistress of we have redesignated the post and upgraded Mistresses, who must either be and experience Masters and Mistresses, regarded them and upgraded as the equiv­ upgraded Officer, the following posts: Education we have also Senior Education Education Officer, Deputy Principal, Queen's College Senior Master, do.

High School Headmistress, Bishops' Deputy Headmistress, do.

Senior Mistress, do.

Principal., Anna Regina Government do.

Secondary School.
Secondary School.

Department TECHNICAL INSTITUTE should be graded on two of the present and holders we regard the For this purQose that the post of Lecturer 172.We consider to the qualifications salary scales according of candidates thereto.

Higher National (plus appropriate al qualification have retained the present ifications post of Master the holder professional for appointment Certificate industrial entitling the holders qualification.

lower in status.
We have also teaching of which possesses to salary on the scale A3; and we A5 scale for those Lecturers upgraded who possess qual­ to the A3 scale the a graduate as well as a of the United Kingdom and teaching experience) or its equivalent to be a profession­ PRIMARY SCHOOL TEACHERS who that pupil teachers do not receive their salaries while and others salary scales ap�licable by applying to teachers the two-increment who obtain a qualification in of a deduction or domestic science should receive one increment and two increments if the Qual­ if obtained of $50 per month from for board and lodging .
We consider of $50.per month to be too low, and we recommend that the College Schools Training is obtained but are paid an allowance the existing and Aided-Primary 173.We have revised in Government formula (paragraph 73).

174.We have been given to understand enter the Government undergoing training, which $40 per month i� deducted present allowance it should be raised to $65 per month, on the assumption of $40 for board and lodging.
175.We also recommend that teachers handicraft ification after overseas qualification paid an allowance ments should remain unchanged.

176.Representations Association West Indian Territories, constant consider that there is merit in their claim manner as Public Officers, and we recommend that the to provide Ordinance be amended for - or rate of constant (a)a pension � 0 pension that, unlike their counterparts when posted to handicraft existing arrangement is obtained.
The after local training and qualifying equivalent or domestic training, payable 6 were made to us by the British Guiana Teachers British they do not enjoy pensions based We maxjmum service as for Public Officers.

to be treated in the same in the neighbouring on the same in both cases immediately after the teachers are depart­ whereby science Teachers Pensions instead ffi as at present; instead of one-half to two-thirds of pensionable of pen­ salary (b)a maximum sionable as at present.
FINANCE CENTRAL REGISTRY unreduced salary, 177.Having regard to the size of the existing sibilities se!

'Ves both the Finance ment, we have upgraded Secretariat one post of Secretary of the officer in charge and the fact that this Registry and the Accountant General's Depart­ on to the A12 scale and establishment, the respon­ redes�gnated it Senior Woman Secretary.

INLAND REVENUE 42 an approved accounting , specialisi certificate or a are eligible ng in accountancy, as Inspectors of Taxes.
We regard these to be full which entitle the holders to be paid salary who possess 178.C�ndidates recognised degree in economics for appointment professional on the A3 scale, and we have upgraded accordingly.

In consequence Senior Inspector of Taxes and Assistant qualifications the post of Inspector of this we have also upgraded the posts of of Taxes Commissioner of Inland Revenue.
FIRE PROTECTION, P RISONS AND VOLUNTEER FORCE 179.As stated in Chapter been brought to general parity with one another and special been devised for the lower ranks as set out in Appendix III.
III (paragraph 74) these services have scales have LAW OFFICERS as the official in August 1961, the post of Attorney office and as a result the Solicitor that, with the coming into force of General will General will 180.We have been given to understand the new constitution become a political function we consider should not be inferior to those of a Judge and we have upgraded it accordingly.

not become payable 31st August the salary payable annum (Fl O) .
that the status and salary of the post of Solicitor General should be at the rate of $10,080 For the period 1st January until 1st September.

salary (F6: $11,520) The proposed revised should, to per head of this departnent.
In the circumstances, however, .1 MINISTRY OF LABOUR, HEALTH AND HOUSING Officers practice, was authorised on the permanent attached to medical and in 1959 an 11insti­ to be paid to those establishment, to private are not permitted 11 non-pensionable allowance who are appointed officers other Government 181.Npn-specialist Government Medical .institutions tutional medical certain In 1961, payment Georgetown Hospital 182.We have upgraded salary proposed allowance now payable of this allowance for this post and the School Medical I Medical Officers, and to all Dental Officers.
was extended to Registrars at the Officer.

the post of Registrar, and in view of the revised we recommend that the '11instituti onal11 to Registrars should be discontinued.
POST OFFICE -TELECOMMUNICATIONS the posts of thereto designated lly undergone are graded lower than the A3 professional qualification posts in other departments, however, that there are two Engineers required for ap­ is below the status of a full professional 183.Unlike similarly in this department Engineer scale the reason being that the minimum pointment tion.
We understand, ment who have successfu United Kingdom, per�od1of post-examination the Institution We bel,ie·ve that membership of this Institution is in itself a fully recognised to be paid salary on the A3 scale.

We recommend that any Post Office Engineer, Member­ ship of the Institution A3 scale.

and other training in the the qualifyi completed ng membership of for corporate do so.
the other will shortly for Associate should be placed on the service of Electrical and that one of them has already qualification which renders of Electrical Eng ineers, who produces evidence of having qualified the holder eligible professional Engineers; qualifica­ necessary in the depart­ academic TRANSPORT AND HARBOURS DEPARTMENT the existing ralaries for super-scale 184.We have revised Department connnended existing salaries.
to this Department by bringing them into line with the increased for posts in other departments We have also revised by applying the two-increment formula of the Service, the incremental posts in this salaries carrying similar scales applicable re­ referred to in 43 being the salary scale T11 attached to made by the Pilots Association was given in 1961 for for Pilots, approval to their salaries of $80, $120 and $160 a month based on the One, which respectively, qualifications, of British on the scale Tll, to acquire during the course of their careers.
In before us, representatives of the Association that claimed were still far below the level arts in Surinam and Trinidad.

They to the fact that they are required hours a day, and they are often called on to work as to be on call allowances Certificate representations 73, the only exception salaries to be paid, in addition paragraph the post of Pilots.
185.Following Guiana for increased those officers non-pensionable Two and Three -District Pilots are required their evidence despite of remuneration also drew our attention for twenty-four many as sixty 186.We have given careful tions made by the Pilots Association salary scale set out in Appendix V should to the following conditions: (i)that payment or seventy hours paid to their counterp these allowances a week.
their emoluments consideration to these and other representa­ and we recommend that the revised be adopted for Pilots, subject the preceding of the non-pensionable allowances paragraph should be discontinued; referred to in (ii)that only First Class Pilots who possess the Three-District Certificate should proceed to the maximum ($6,720); (iii)that Second Class Pilots possessing Two and One-Dist rict C ertificates and $5,280 per annum respectively; should stop at the bar points $5,760 per annum (iv)that all Pilots should be paid, in addition to salaries on scale, 10% of the pilotage fees individually the revised earned.
PERMANENT SECRETARIES duties and responsibilities Secretary, in an integrated that the existing of the 187.We consider posts of Permanent or not, Ministry whether are such that all these posts should be graded on the same salary scale.

We have also taken into consider ation the fact that, with the coming into bilities force of the new Constitution in Aug ust 1961, the responsi of all According ly, we have Permanent appreciably.
however, upgraded that until 1st the revised to 31st Aug ust the September, p.a.

(F10: as revised).

salary payable salary (F9: $10,320) should not become payable 1961, and that for the period 1st January should be at the rate of $10,080 all posts of Permanent Secretaries will increase We recommend, Secretary.
SEVERANCE PAY of Employees incapacity to the fact that, under of the Federation benefits if their service before they have completed for any superannuation engaged for work on temporary us that employees or redundancy to us the representatives drew our attention employees 188.In their evidence Unions of Government existing service conditions, are not eligible projects is terminated They also informed of physical but had received no 189.We consider continuous service the reason that he has not completed should be eligible worked more than three years and less than seven years continuously should be granted pay, calculated for every twenty-five service.
only for seven years continuous service, pay, and we recommend that if he has he seven years continuous on the gro�nd had been retrenched after nearly seven years service who is retrenched for superannuation working days in excess of a minimum after three years benefits at the rate of one day's pay that an employee, and is ineligible for severance severance of three years gratuity.

service.

ANOMALIES 190.


We have endeavoured manner as possible in the limited of this nature, however, to carry out our task in as comprehensive a it is not always possible time av?,ilable to us.

In assignments to avoid anomalies, and we recommend that ad hoc committees should which may result from any anomalies our recommendations.
be appointed to deal with 44 REORGANISATION OF THE STRUCTURE OF THE PUBLIC SERVICE advocated and regarded as a Commission who was appointed and for this purpose lies review structural as an urgent matter by Mr. L.H.

to review wages, salaries and headed was appointed, Adviser, 191.The reorganisation of the structure of the Public Service outside our terms of reference.

The need for a general was strongly Gorsuch, conditions of service in 1958.

In 1960, a Committee by Mr. S.N.


Angel, then Organisation and Methods the first stage of the review, the Gorsuch recommen Report which was submitted itself to classifyin had confined divisions into which the Service the Gorsuch Report; and the important of existing departmental examination as to determine the adequacy or otherwise remains to be done.

192.We rec6mmend that early arrangements ly no·� thld the integration done, especial apace.
is proceeding g existing was to be reorganised, should be made for this to be of Ministries and clerical of departmental dations were made available early in 1961 disclosed to undertake based on proposals Its out detailed cadres, to the Committee.
task of carrying that the Committee as envisaged in executive posts within the structural and departments so establishments, EFFICIENCY it salaries of all grades full value from what of efficiency, for improved of increments, that recruits this objective, which in principle the requirements of duties by the officer should be conditional both recr:uits and serving officers of time and staff.
In order to achieve by ensuring that public servants since it is imperative will depend on their effici­ to get thing s done properly sPould be of the right should be such as would a career to make the service that one of the most important will be a more There is also need to safe­ 193.It is axiomatic that in the long run the cost of the Public Services, in terms of money spent for value received, ency; and by efficiency we mean the ability with a minimum to the Public Service is necessary type, and that in general conditions of service encourage and to aspire to high rank • We believe results of our recommendations Public Service.
and more efficient contented guard the public interest do in fact satisfy that the Government as an employer should receive it spends on staff.

194.We have been given to understand by a number of witnesses that the on the granting concerned , satisfactory progress and performance as a mere matter of form in many cases.

It is has come to be regarded clear that, unless the incremental be open to this criticism.
be preparedi and especially responsibility for ensuring cases where thay are 195.On another analogous believe that a new procedur every case where there is an efficiency not depend solely upon obtaining Degree, b.efore Public Service Secretary for deciding proceed beyond the bar, would then rest with this Board and not with the Head of his Department.
consideration mission 196.There are other means, such as training and promotion rather than by strict seniority, level of efficiency we have taken into the fact that after Aug ust, 1961, the Public Service Com­ Certificate, Diploma, an ad hoc Board composed Commission by merit much can be done to improve In the first place, there is matter -the passing of efficiency bars -we We recommend that in e should be instituted.

, and one member to be nominated which comes in question.
Head, drawing attention in to their should only be granted and issued from time to time to all Heads of Departments, a specified etc.

), the officer In making this recommendation system is firmly administered, of one member to be nominated bar to be crossed (and this does such as a should appear to every newly appointed of the Public ·service.

should be recommended will become fully executive.


qualification that increments of the Department by the Permanent the candidate that a circular it will should We therefore really merited.

as suitable concerned recommend, whether whereby by the the to The responsibility 45 Administration will with Staff Associations management We do not doubt that in many departments training courses, matters.

better higher manage­ we consider and capacity Efficiency and its harmful as employer.
that suitable and employees and employees for selecting that seniority training courses These are matters for promotion.

contribution arrangements of interviews, isin large measure results.
We realise for excepticnal of indifference pro­ to which by the United Nations due to poor personnel in the Government's and long delay in dealing we have come to the conclu­ posts, and we recommend ensureasupply of officers effect upon the efficiency that Heads of Departments by the system Any system always play its part in matters of pay and working conditions of matters, public, and urgent need for personnel ofin-service relations the post to be filled the more necessary embracing and clerical should always be on to undertake and equally so in but over are excellent; and resent­ or represen­ I we referred to the low morale of a part of the Public Apart of the Service.
that there is substance in these allegations in particular including the conduct We hope that the expert to be Assistance of frustration to complaints with wage claims and similar of public administration.

We consider out, would eventually ability in the Public Service, is to a large extent influenced urgent need for the introduction a variety the general cesses and aspects we attach great importance.
properly carried equipped in every way for the more responsible that early steps be taken to introduce such courses.

197.In Chapter Service, from questions sion that discontent by the Government the relations between management and over again we have been told of feelings ment caused by the appearance tations, We believe for improvement ment, and staff and labour relatio�s.

Technical supplied in this respect.

make an important 198.Secondly, the lookout responsibility.
and Commerce, Industry adopted officers which is based on too rigid a regard for seniority unsatisfactory which must important the job should be given its full weight.

officers whose chief claim is that of seniority, discouraging effect on less senior officers work performance, Service is always the dang er that seniority practice; it is merit rather than seniority in any case of promotion.
199.We cannot emphasise the quality of work and economical and our of how to increase output is common to most public services, belief is that the solution efficeincy should be carried routine -eliminate departments between effective processes clerical steps are being taken to develop Organisation whcse services Technical Assistance 200.Another factor which adversely Service is the marriage women employed registry clerks and certain ments on marriage.
ments and representatives that enforced efficiency, experienced iru?

competent out by the Organisation in every department; and duplication as in almost every case the women concerned officers and expand the functions and Methods Division, under the guidance of functions and to introduce and other procedures.

others are required We have been given to understand Although it is an accepted Guiana that account than in taking on more staff.
For these purposes, methods and greater work studies and Methods Division of all being to the main objectives as well as and more We understand that of the existing of an expert, by the United Nations is bound to have is an essential but the more for this is bound to have a ng ability in the Public rules governi� and grades as stenographers, principle should be taken of merit, there it is that fitness If posts are filled by promoting use of staff.
There is no doubt that the problem are to be made available shortly bar result in loss of and We have also been informed by the British of the Service which could be achieved of ensuring ng factor and we wish to stress strongly which should be the determini lies more in improved and much difficulty efficiency in the Public Administration.

due to the marriage bar.

Under existing replacements.
and ministries, the importance in the clerical of promotion; overlapping by Heads of Depart­ resignations procedures of the British of outstandi are trained of British typists affects within, simpler factor that and is being experienced in recruit­ to resign their appoint­ its operation, too strong ly the high degree of improvement in by proper organisation Guiana Civil Service Association may become the normal and automatic 46 and the Senior Professional that their organisations and Admin­ are in favour the necessary bar.
We therefore Association of the marriage Guiana Civil Service istrative Officers Association, of the1abolition the interests of efficiency, services of women officers other grades, employment 201.We suggest for the Public Service 1 expres sing salaries on a monthly salaries in multiples of five.

as may be considered of five or ten, and being multiples as worthy of consideration the normal practice instead subject to such condit.ions governing desirable.
while employed who marry recommend that, in steps be taken to retain the in the clerical and the desirability in Industry of an annual basis, .monthly and Commerce of of adopting increments being reckoned their continued CONVERSION to the normal point for point prac­ two or more former former scale, in VI.
salary as Appendix of salaries to the revised adopted conforms from the existing scale, has been used to determine as a resuit of regradings, scale, the highest 202.Cpnversion scales is as set out in the tables attached 203.The principle tice.

Where, however, scales have been merged in a revised its relation to the new ponding points of conversion.
Conversion been made to conform as possible the highest vidual points in the revised scales, of a number of pre-revision salaries reached 204.Where the application effect1of holding preceding the hi11;hest advance for them to earn the difference between amount by which their former salaries down, at the corresponding salaries which before revision former scale used as determinants, the new incremental the determina from a lower former scale has to the conversion principle has had the points referred to in the points of at indi­ compression, former scale.
This has necessitated be necessary rate.and the nt.

in the lower former scales.

1 1compression were above those in paragraph, as closely the corres­ exceeded of the 11 to the next incremental point as such dates as would the officers affected shall ..-- 47 CHAPTER VI SUMMARY OF MAIN CONCLUSIONS AND RECOMMENDATIONS 205.We give below a summary of our main conclusions and recommendations.

CHAPTER I -GENERAL CONSIDERATIONS FOR REVISION OF REMUNERATUON RELATING TO THE NEED IN THE PUBLIC SERVICE .
(i)We conc�ude that, over a wide range of the Public Service, there is an overwhelmingly of levels of re��era�ion so-as to bring them into a better relation with levels pre­ yailing in other avenues Guiana (paragraphs strong case for an upward revision both inside and outside of employment 26 to 28).

British CHAPTER II -FINANCIAL CONSIDERATIONS (ii)We recommend annually including for the purpose the salaries provided Service, 45 to 47).
that an additional sum of $2.5 million of improving remuneration should be in the Public of Primary School Teachers (paragraphs (iii)We regard this sum as justified in particular.

the Public Service of the country Programme sum that the country next few years for the improvement in the Public Service (paragraph of general 48).
(iv)We show how we believe We also consider in the long term interests as a whole, and of its Development of that it represents the maximum is likely to be able to afford now and during the standards of remuneration that the additional over the four years 1961 to 1964 without level of taxation (paragraphs expenditure of $2.5 having 53,54,56,60,63, million to increase and 65).
can be financed the present (v)We recommend that increased charges and cargo, as proposed Harbours Department, CHAPTER 111 -CONCLUSIONS 55).
should be adopted (paragraph AS TO THE REVIS ION llF WAG'ES AND SALARIES by the General on the transport of parcels Manager of the Transport and (vi)Having regard to the sum that is available, and to the needs of of the Service those branches vision is most urgent, $2.5 million of the Public Service, including Primary ation has remained should be devoted we recommend where we consider that the case for re­ that the whole of the a.nnual sum of to improving the salariesofthose members unchanged since 1954 (paragraphs 70 to 72).
School Teachers, whose remuner­ (vii)We set out in paragraph the annual sum of $2.5 million branches salaries of the Service; attached and in Appendices posts.

to individual should be allocated I to V we show the effect on 69 the way in whjch we recommend that the different between (viii) CHAPTER IV -THE PDLICE FORCE We recommend that the salaries of the uniformed disciplined ser­ vices should be brought into parity with one another.
recommendation in paragraph on the salaries The effect of this of the Police Force is shown of members 84.

(ix)We recommend, open the Public Officers members of the Police Force, that 1 Orphans Fund should be established Widows and Orphans 1 a separate for them (paragraphs and Widows 93 to 97).
contributory in the event of it being found impracticable to Fund to non-gazetted 1 (x)We recommend that, for the time being at any rate, the system of direct entry cadetships peri"od of qualifying should be reduced should be retained, from 7 to 5!

years (para.graphs that, when any amendments service 100 to 104).
to Regulations or Orders for cadets from within the Pol i.ce Force but that the minimum (xi)We reconnnend affecting the general contemplated, Commissioner tunity of commenting conditions they should be sent to the Police Federation of service of the Police Force are through the may have an oppor­ the Federation of Police, in order that 11pon them (paragraph 112) .
CHAPTER V - CONDITIONS OF SERVICE AND OTHER MATTERS 48 ... , (xii)Leave and Leave Passages: We conclude modified (paragraph of British Guiana, 118) that overseas but that leave is the existing that in future overseas leave and passage allow­ in the Public Service ances �hould be as follows:- essent�al provis�ons should be (xiii!)
We recommend k Leav Salary Tour CategorY Qualification I (as revised) years 4 ,\ I Over $8,000 3 in in Months Leave Passages allowed I B $4,501 $8,000 C I $3,501 -$4,500 5 4 4 4 D I -- $3,000 -$3,500 6 2 .

(paragtaphs 121 and 122).

I or coun- To United Kingdom try of o rigin:: self and wife, 1st class (er equival ent) by sea --� -- To United Kingdom or coun- try of origin: self and wife , 2nd Class by sea .

(or equivalent) To Barba dos or equivalent self and wife, 2nd Class by air (or equivalent).
- --· -- (xiv� Present employees in "B" and "C" whether should enjoy the privilege on tl1e Fixed of long leave, Establishment, Unfixed l or the on the scale of 84 days after three years, once only after 1st January, 1962; ut from now on new entrants this Pfivilege.

"D", should enjoy the privilege for Le?J,ve Category after 1st January , 1962 (paragraph 128).
into these grades should not receive who do not qualify of one long Similarly, employees in "A" scales, scales, leave (xvi) Primary School Teachers: Category "D", but without assisted passagrs; and long leave always to embrace ( paragraph 126) .

the school summer holiday (xvij) Transport and Harbours brought into line with our recommendations Department: Leave entitlements to be (paragraph 126) .

.
.

I (xvii) Teachers in Government Secondary Schools, the Teachers entitlement) Institute: Two months overseas College and the Technical appropriate passage school!

summer holiday (xviii� Geologists and others, whose work takes them into conditions in the Interior for not l�ss than fifty per cent of their working time: Category of salary (paragraph every two years, to fit in with the 124 and 125).

(paragraphs 126).

Training leave (with the "A" (four months every three years) irrespective hard�ying (xix!
Police: Special leave conditions as set out in paragraphs 91 and 92I.

(xx)Study Leave: We recommend that increased facilities made available for Study Le1:1,ve, Professional, that HJads of Departments in cas�s where this would be in the interests and of I the Service and Administrative should be encouraged 123).
as a whole (paragraph especially Technical for the following Officers should be grades: and and Teachers; study leave to recommend of the officer concerned (xxi)Annual Leave: We recommend holiday expectfd to take a fortnight's steps should be taken by Heads of Departments But thJse who take long leave in a given year should not be entitled so to annual leave in that same year (paragraph once a year, and that the necessary effective.

to make this al­ 120).


that every Public Servant should be (xxii)Casual Leave and Sick Leave: We recommend to cerfain safeguards, casuallleave, or sick leave, in any one year (paragraphs (xxiii) Consultation Practice: We recommend that Specialists should subject of of the present limits placed on the granting the removal, 133 to 136).

• ,.
• ,.

f 49 pensionable allowance ng any claim to fees and receiv­ either of abandoni a fixed of $2,400 per annum, or of continuing to,Senior and Junior Specialists alike; to whatever subject fees for private of this system the experience of the governing 152 and 153).
be given the option, ing in lieu thereof payable receive regulations hst two years (xxiv)We recommend revenue fees and not only to those which arise in respect Laboratory and Bacteriological Specialties of Government to all of 50 per cent of the fees paid in, should be applicable of t.he Surgical, X-Ray, phs 152 and 153).
to be needed (paragraphs that the deduction, will have shown the operation for the benefit consultation practice, to of $2,400 per annum for so long as he holds one or (paragra a Specialist, who is in re­ to the post of either he should receive a personal (xxv)We recornrr,end that in the event of Officer, allowance ceipt of the allowance in lieu, being appointed Chief or Deputy Chief Medical pensionable other of these posts, and that the same principle other Medical Officers tue of their existing administrative (xxvi)Private Professional Practice wherever practitioners public, the part of Government (xxvii)Housing: We recommend Officers (paragraphs - who are entitled post, and who are promoted steps should be t.aken at once to abolish posts in the Ministry it can be shown that there is a sufficient 154 and 155).
to receive should apply to any the allowance by vir­ to one of the higher 152).
of Health (paragraph in General: We recommend that, number of private in any field to cope adequately with the needs of the private practice on (a)that the basis for charging rentals be retained should be raised to $75 and $90 per month for unfurnished nished quarters at 10% and 12% of salary, respective (b)that Government ly (paragraph should discontinue the allocation 143(i)); of quar­ and fur­ quarters for Government but that the maxima payable ters to all senior personnel, as are vacated mainly to provide 143 (ii)); (paragraph housing except Judges; and that such quarters from time to time should be used as a housing for expatriate accommodation pool officers (c)t.hat present occupants should not when they vacate their automatically allocated posts, the quarters to their successors but as and be disturbed, be concerned 143(iii)); should not (paragraph (d)that present occupants should be required rentals proposed, with effect from 1st January, to pay the higher 1962 maximum (paragraph 143 (iv)); (e) that the salary limit for junior officers paying a lower be raised from $191 to to live in quarters, which adjoin the actual amount paid by in the open market, within certain of income as a rental charge, percentage $213 per month (paragraph required of work, should be reimbursed (f) that officers 143(v)); unfurnished of the status of members quarters 144); limits (paragraph the rent allowances and Prison Services of members be reviewed Service: We recommend their place them for prescribed (g) that Protection (xxviii)The Unclassified revision hensive which should have effect as from 1st January, section performing periods by Class I or Class those performed should be so regraded and appointed (xxix)Efficiency: issued from time to time to all Heads of Departments each newly appointed ensuring 194).
really merited (paragraph of the Service, and who are We recommend that who lave been engaged should only be granted that increments Head, drawing attention duties which are of a similar II Clerks in the Classified (paragraphs a circular 157 to 160).
should be prepared and especially and to for 1n cases where they are to t?eir responsibility of the Police, Fire 144); (paragraph a compre­ that, pending 1962, all members of the Unclassified Service, of this for long standard to Service, continuously (xxx) We recommend that in every case where there is an efficiency bar (and this does not depend solely cation) the officer qualifi­ should appear before upon obtaining an ad hoc Board a specified in question ..... .. 50 compos d of one member to be nominated and on member to be nominated by ment *·, question (paragraph 195).
by the Public Service Commission, the Permanent Secretary of the Depart­ (xxxi)We recommend that early steps be taken to introduce 'in-service management, as we in the Government 196 and 197).
use of staff, and believe that much could be achieved of work to the proper organisation reference with special for relations with its staff (paragraphs train"ng courses to personnel belie1e that there is urgent need for improvement arran�ements (xxxiil) We attach great importance and th� economical by work studies (paragraph 199).

(xxxi�i) We recommend the ma:rriage clerksj and any other grades (paragraph 200).
(xxxivi) We recommend that early arrangements in,g o�t a detailed clerical cadres, mental: establishments bar as now applied to stenograph so as to determine the adequacy exarninfl..tion in the interests (paragraphs of existing; 191 and 192).
of efficiency should be made for carry­ executive departmental, or otherwise of depart­ and the abolition of ers, typists and registry ] days the members allowance ar­ of the equivalent that appropriate bn Field Fire Service (xxxvj) Atkinson Field Fire Service: We recommend to relieve be made as early as possible of having to work for five consecutive Field, each member of the Service should to the cost of two return bus fares their posts.
We also recommend for their families to re­ be rangements Atkins and n"ghts without being able to leave that, ntil such time as it might be possible side ith them at Atkinson paid� monthly to Geo rgetown (paragraph 165).

l (xxxvi)Primary School Teachers:We of $50 a month for pupil teachers Tr�in�ng College, should be raised to $65 a month, on the assumption that tlhere is a deduction graph \174) .
(xxxvi�) We recommen craft or domestic science and two increments cation is obtained after local training, overseas traiPing, payable iffimediately after the qualification is obtainbd 175).

(paragraph (xxxv�ii) We recommend to pr9vide for - recommend and others who enter the Government of $40 a month for board and lodgin,q d that teachers who obtain a qualification one increment, Ordinance be amended that the Teachers' that tl1e present if the qualifi­ allowance Pensions should.
receive if after in handi­ (para­ p;resent; (a)a pension constant or rate of instead 6�0 7�0 equivalent to two-thirds pension of one-half salary, instead 176).

of pensiona of ble a::; :ct of (b)a maximum unreduced pensionable salary as at present (paragraph (xxxil) Ministry of Labour, Health & Housing: We recommend to Registrars "·inst�tutional" allowance now payable 182).
Hospital should be discontinued (paragraph We recommend (x4) Post Office -Telecommunications: of havin,g qualified Eng ineers, Offic� Engineer, who produces Mernbe�ship of the Institut on th1 A3 Scale (paragraph 183).
(xli) Transport & Harbours Department revis�d salary scale set out in Appendix conditions: subject I (a) that payment of the non-pensionable 'hey are at present entitled, Pilots: We recommend that the V should be adopted ued; should be discontin ion of Electrical to the following evidence that any Post for Associate ailowances, to which should be placed for Pilots, that the at the Georgetown (b)that only First Class Pilots who possess the Three-District to the maximum ($6,720); Oertificate should proceed I (c) that Second Class Pilots possessing Oertificates tlively; I (d) that all Pilots should be paid, in addition scale, 10% of the pilotage the revised 186) .
(paragraph should stopatthe bar points $5,760 and $5,280 respec­ fees individually to salaries on earned Two and One-District ,.

.. .. 51 (xlii)Permanent Secretaries: We recommend that all posts of Permanent should be graded on the same salary scale (paragraph Secretaries (xliii)Severance Pay: In the case of any employee for work on temporary projects, less than seven years severance ing days in excess of Et.
minimum continuously, pay calculated we recommend at the rate of 1 day's pay for every 25 work­ 189).

to the appointment of ad hoc Committees that he be granted (xliv)Anomalies: We recommend and who has worked more than three and who has been engaged 187).

deal with any anomalies 190).

(paragraph which may result from our recommendations of three years service (paragraph ACKNOWLEDGEMENT Mr. L.R.

Harewood.
Harewood.

206.We wish to express our deep appreciation Secretary, cacies of' establishment devoted himself efficiency.

to us, and to his arduous duties unsparingly and with matters has been invaluable His knowledge of the details and of the servjces of our­ intri­ he has great ud (Chairman) (Sgd.)

c.w.

Guilleba C.M.

Bernard (Sgd.)

C.L.

Kranenburg W.A.

Macnie (Sgd.)

(Sgd.)

(Sgd.)

L.R.
Harewood (Secretary) 29th July, 1961 -..... -- .. 53 APPEND/ X .I SUPER SCALE SALARIES POSTS PRESENT SALARIES PROPOSED SALARIES ( Fl: $12,000 Fl: $13,920 Chief Justice F2: $11,520 F2: $13,440 Chief Secretary F3: $ 11,040 F3: $12,960 Attorney Financial Secretary F4: $10,560 F4: $12,480 Chief Medical F5: $10,080 F5: $12,000 General Officer - Puisne Judge Solicitor (R) * General F6: $9,600 F6: $11,520 F8: $8,640 Director Director Director of Public Works of Drainage & Irrigation F6: $ 9,600 of Agriculture F7: Sll,280 Director Director Director of Posts & Telecomrnunicat- of Education of Audit (R) * F8: $ 8,640 Deputy Chief Medical Officer F6: $9,600 ions (R) .. Commissioner of Title (R) • Permanent Secretaries * (R) Governor's Secretary & Clerk Execu- F7: $9,120 F8: $8,640 Fl2;i 7,680 F8: $10,560 F9: $10,320 Deputy Chief Secretary Commissioner (R) of Police (R) tive Council (R) F8: $8,640 Public Hos- Medical Superintendent, pital, Georgetown F7: S 9,120 Fl0:$107080 Principal (R) Medical Officer *Revised salaries to take effect as f�om 1st Septem­ ber, 1961.
For the period 1st January to 31st .lugust, 1961, revised salary should be at the rate of S 10,080 per annum (F 10).
Paragraphs 163, 180 and 187 • .. ,._ 54 I - APPENDIX SUPER SCALE SALARIES PRESENT SALARIES PROPOSED SALARIES POSTS Physician Senio� Surgeon Senioi, OphthaJlmologist Surgeo� - Ear, Nose & Throat Radiol.ogist Venerelal Diseases Officer & Derma- tologist l Officer Senior Tuberculosis Anaesthetist Obstet:ric ian Senior l I Government & Bacteriologist Pathologist Medic�l Officer of Health Medic�l Superintendent, Leprosy I Hospital Medicajl Superinte ndent, Mental Hos­ pital F8: S 8,640 Fl0:$10,080 Comptr!oller of Customs & Ex.cise Accou1ant General Execut ive Commissi(mer of Inland Revenue l of Interior ator of Forests Consernr l Commissioner ioner of Labour Commis Commissioner Commissioner Direct Direct1or of Marketing r of Geological 1 � of Lands & Mines of Local Government Surveys .. • Secret�ry, Public Service Commis- 1 sion (R) Fl2:$ 7,680 Deputyl Financial Secretary I DeputylDirector of Deputy Director of Agriculture Drainage & Irri­ Deputy!
Director Chief f°gineer, of Public Works Roads Division, gation P.W.D.
FlO:$ 8,160 Fll:S 7,920 Fll:$ 9,600 " - ... .. 55 SUPER SCALE SALARIES APPENDIX I POSTS PRESENT SALARIES PROPOSED SALARIES Deputy Director Deputy Director of Posts & Telecom­ of :Education munications (R) Auditor (R) (To be redes­ Principal igna ted D eputy Direetor of Audit)* Official Receiver, Public Trustee & F13:$ 7,200 Fll:$ 9,600 Crown Solicitor FlO:$ 8,160 Principal, Queen's College Registrar, Supreme Court Principal , Government Technical Institute (R) Physician Surgeon Ophthalmologis t,New Amsterdam Hos­ Obstetrician /Gynaecologist, N.A.
pital Hospital Medical Officer of Health Tuberculosis Officer Junior Ophthalmologist Pathologist -New Amsterdam & Men- tal Hospitals Radiologist Director Commissioner of Civil Aviation De- for Co-operative Fl2:$ 9,360 Fl2:S 7,680 - Fl2:$ 7,680 F13:$ 8,880 Planning Officer (R) Senior Legal Draftsman velopment Senior Crown Counsel (R) Government Analyst (R) F13:$ 7,200 Headmistress, Bishops' High School (R) Fl4:$ 6,960 :.,.

*Revised salary to take effect as from 1st September 1961.
For the period 1st January to 31st August, 1961, revised per annum (F14) • Paragraph 163. salary should be at the rate of S 8,640 , 56 SUPER SCALE SALARIES APPENDIX I PRESENT SALARIES PROPOSED SALARIES POSTS I Assistant Director of Public Works Chief Architect Chief!Mechanical & Electrical gineer En­ Assis}ant Director Director Assistant of Agriculture of Drainage & I Irrigation .Fl2:S 7,680 FD:$ 7,200 Assis}ant DirP.ctor of Education Fl5:$ 6,720 Clerk of the Legislature Deputy Comptroller of Customs & Deputy Accountant General Deputy Commissioner of Inland Re- Excise l I I venue Mines �ent Deputy Conservator Deput� Commissioner Deputy Commissioner of Forests of Labour of Lands & Deputy Commissioner of Local Govern Deputy Commissioner EnginJer-in-Chief, Telecommunica tions of Police ­ Deputj' Director of Geological veys Sur­ I Director of Prisons Registrar General Housi� Administrator Principal Assistant Principal Establishment Principal Personnel Officer Chief lrnrormation Officer (R) Statistician (R) Govertlment Regis{rar, Public Hospital, Secretary I Officer George- town (R) Organisation & Methods Officer FD:$ 7,200 Fl4:$ 8,640 Fl2:$ 7,680 FD:$ 7,200 ;('.
.... � ·, • • - ... .. • -"' "J 57 SUPER SCALE SALARIES APPENDIX I POSTS PRESENT SALARIES PROPOSED SALARIES Executive Engineer Health Engineer Senior Magistrate School Medical Officer Community Development Chief Building Officer, Officer Local Government Education Depa.rtme nt F13:$ 7,200 Chief Fii-e Officer (R) Fl5:$ 6,720 Training Principal, Government Deputy Principal, College Queen's College, (R) Fl5:S 8,400 Fl4:$ 6,960 Deputy Principal, Government nical Institute (R) Tech­ Senior Geologist Chemist Petrologist l Geophysicist Hydrologist (R) Deputy Registrar, Deputy Registrar Legal Draftsman Deputy Crown Solicitor Suprem� Court of Deeds Assistant Assistant Commissioner Commissioner of Police of Inland Reverrue Superintendent Government Pharmacist (R) of Surveys Fl6:$ 6,480 F13:$ 7,200 A3: $3,696 - $ 6,720 Fl4:$ 6,960 Fl5:$ 6,720 Fl6:$ 8,160 Senior Education Officer (R) Deputy Headmistress, - Bishops' High School (R) Fl8:$ 6,000 Principal, Anna Regina Secondary School (R) Assistant Controller Secretary of Government (Redesignated Printing & (R) Stationery) A2: $ 4,560 - $6,720 58 SUPER SCALE SALARIES APPENDIX I POSTS I I PRESENT SALARIES PROPOSED SALARIES �chivist (R) Valua�ion Officer, Local Government, {R) A3: S 3,696 - S 6,720 Fl6:$ 8,160 I Seniol] Auditor Assis�ant Comptroller of Customs & Excise I Senior Master, Queen's College Assis�ant Accountant General Licence Revenue Officer Assis�ant Director of Posts & Tele- Fl5:S 6,720 I Senio� Superintendent, Land Devel- corrum.mications opment I Train:ijng
 Officer Deputi Commissio ner for Co-operative Development Fl6:S 6,480 Assis�ant Director Cartograp her (R) Staff !Officer & Adjutant, Volunteer of Civil Aviation Senio1 Superintendent of Police Force F17:$ 6,240 Fl7:$ 7,680 Princi�al, Carnegie School of Home I · Economics Senio� Education Officer (R) Assis�ant Director of Posts & Tele­ Fl8:$ 6,000 : communications (In Training) Senio11 Mistress, Bishops' High School (R) Fl9:$ 5,760 Inspeckor of Mines, Lands & Mines (R) Department Educat�on Officer (R) A3: $ 3,696 -$6,720 A4: $4,560 -$ 5,760 of Lands (R) Superihtendent Master!, Government TrainingCollege (R,desigoated Senior Master)(R) A5: $3,696 -$5,760 Mistre�s, Government Training Col­ lege (Redesignated Senior Mistress) A6: $3,048 ... $5,760 (R) I - ,.
.. .. .. 59 APPENDIX I - SUPER SCALE SALARIES POSTS PRESENT SALARl ES PROPOSED SAL AR I ES Matron, Public Hospital Georgetown, F20:$ 5,040 Fl8:S 5,760 (R) Principal Tutor, Public Hospital All:$ 4.008 (R) -S 4,512 Georgetown Fl9:$ 5,280 .

. '
60 APPEND/ X I I REVISED INCREMENTAL SCALES -(I) "A" SCALES POSTS PRESENT SCALES PROPOSED SCALES Crown cbunsel Assistant Legal Draftsman Magistr!te Medical Officer Supernumerary Dental Officer Medical Officer Al: $4,560 x 240 -6,960 Al: $5,280 x 240 -7,920 Senior inspector of Ta.xes (R) I * Commissioner Assist�t Secretary District Executi�e Officer & Secretary, A4: $4,560 240 -5,760 X Local Government Board Social Welfare Officer Superintendent, retary, Poor The Palms & Sec­ Law Commissioners A2: $4,560 240 -6,720 X Principll Administrativ Country e Officer Planning Dept., Town f Self Hetp Organiser Senior Information Officer, (Redesignated Deputy Chief In­ formation of Labour (R) Officer) (R) Inspectbr Chief Pfobation Officer (R) A4: $4,560 x 240 -5,760 A2: $5,280 240 - 71680 X Economist Chemist1 Agricultural Economib Botanist FisherylOfficer Entomologist Plant Plthologist VeterinlU'Y Officer Agricultural Officer Agricultural Engineer Meteorological Officer (In I Training) Scientific Officer (Analyst De­ partment) Enginee1, P.W.D.
& D. & I. A3: S3,696 x 144 -4,560 // X 240 -6,720 A3: $4,560 x 144 -5,424 X // 5,760 7,680 240 - Department Engineer I Mechanical Assista�t Mill Maiiager, Utilisation Officer, of Forests Forest Department Forest Department Conservator Geologift Hospital Secretary Architebt Quantitf Soil Sureyor Master,1Queen•s College (R) Surveyor A3a:S3,048 x 120 -3,408 // X X 144 -3,840 // X 144 -4,560 // 240 -6,720 * One post redesignated "Controller upgraded on Fl6: SB,160.
of Government Printing & Stationery" and - .,.

, ,, .. .. .,.
61 I I APPENDIX REVISED INCREMENTAL SCALES -(I) "A" SCALES POSTS PRESENT SCALES PROPOSED SCALES Lecturer, Technical Institute (R) * A5: SJ,696 x 144 -4,560 / / x 240 -5, 760 Mistress, (Graduate) Bishops' High School (R) Master, (Graduate) Master/Mistress Regina �econdary Technical Institute Anna (R) (Graduate) School (R) A6: SJ,048 x 120 -3,408 // X 144 -J,840 // X 144 - 41560 // X 240 - 5,760 Inspectors of Taxes (R) iHt A7: SJ,696 x 144 - 4,560 x 144 -5,424 AJ: $4,560 // 5,760 X 240 - 7,680 Assistant Assistant Mistress, College Education Officers (R) Master & Assistant Governmen t Training (Redesignate� Master & Mistress) (R) Senior Surveyor Senior Hydrographic Senior Assistant Quantity Surveyor Sur- veyor Controller of Aerodrome Opera­ tions A8: SJ,048 x 144 -3,840 // X 144 -4,560 $5,040 X 240 - 61000 $5,520 X 240 -6.480 Executive Officer Auditor Customs Supervisor -Class I Supervisor Deputy Superintenden Deputy Chief Fire Officer Officer, Administrative Land De- of Home Economics t of Prisons velopment Department Senior County Public Health In- spector A4: $4,560 x 240 -5,760 Health Education Officer of Police Superintendent Finance Officer (Police) Bandmaster Personnel Officer (Post Office) Chief Accountant Engineer (Telecommunicat Traffic Superintendent ions) (Telecom- munications) (P.W.S.)
Drilling Superintendent, Roads & Buildings P.W,D, Central Chief Storekeeper, Superintendent Principal Officer, Stores Deeds Registry Traffic & Transport Officer - Police (R) A5: $3,696 x 144 -4,560 // X 240 -5,760 A4: S5,040 x 240 -6,240 * Minimum qualificat ion for appointment on A3 Scale -Higher National Cert­ ificate plus teaching experience, - Minimum qualification for appointment on A3 Scale -A.C.C,A.
or B.SQ, (:Econ,) or equivalent, • r 62 APPENDIX I I .... REVISED INCREMENTAL SCALES - ( I) "A" SCALES II POSTS PRESENT SCALES PROPOSED SCALES ' Assistant Clerk of the Legisla­ ture (R) A7: S3,696 x 144 -4,560 Supervisor of Handicraft, (R) tion Department Fduca - A8: $3,408 x 144 -3,840 II x 144 -4,560 A4: $5,040 X 240 -6,240 Gardens Curator, Botanic Maintenance Superintendent, In­ Vice-Principal, Carnegie School terior A5: S3,696 x 144 -4,560 II x 240 -5,760 of Home Economics Industrial Officer (R) Senior Assistant Assistant Government Pharmacist (R) Pharmacists (R) A7: $3,696 x 144 -4,560 Superintendents, Land Develop­ ment Schemes A6: $3,048 x 120 -3,408 I I x 144 -3, 840 I I x 144 -4,560 II x 240 -5,760 Surveyor Sub-Warden (Lands & Mines De­ partment) Land Officer (Lands & Mines De­ Assistant Hydr1ographic Surveyor Assistant Quan�ity Surveyor partment) $),000 II 3,120 X 144 -3,984 II 144 - 4,560 X 240 - 5,040 A5: S),984 x 144 - 4,848 II 5,280 X 240 - 6,240 ., A6: S),288 x 120 - 3,648 II ),840 X 144 - 4,128 II X 144 - 4,848 II 5,280 x 240 -6,240 $),240 II ),408 X 144 -4,272 II X 144 - 51040 X 240 -5,520 Air Traffic Control Officer, $4,200 X 120 -5,040 $4,440 X 120 - 5,280 Grade I Assistant Administrative Infonnation Officer Co-operative Officer Assistant Engineer Chief Draughtsman Headmaster, Essequibo Boys' School Assistant Geologists Assistant District Assistant Inspector Senior Assistant Commissioner of Labour Social Welfare Officer County Public Health Inspector Assistant Hospital Chief Steward (P.H.
Georgetown) Chief Technologist, Secretary Medical - A7: S3,696 x 144 -4,560 Beet, Department Inspector (Telecomnruni Well Driller Farm Manager, Livestock cations) Station, Ebini Housing Officer Chief Planning Assistant Chief Building Inspector Assistant Clerk, Executive Council A7: $3,984 x 144 - $4,848 - • - ...
I I I 63 APPEND/ X / I REVISED INCREMENTAL SCALES -(I) "A" SCALES POSTS PRESENT SCALES PROPOSEO SCALES Senior Chief Dispenser Chief Dispenser (R) (R) A7: $),984 X 144 -4,848 Senior Probation Officer (R) Assistant Secretary Al2:S),048 x 120 -3,408 II X 144 -),840 ,-Poor l.a.w Collllllissioners Agricultural Assistant A8: $),408 x 144 -3,840 II X 144 -4,560 A8: S),696 x 14� -4,128 I/ X 144 -4,848 Deputy Matron, P.H.
Georgetown, (R) Matron, New Amsterdam Hospital, Matron, Mental Hospital (R) (R) Matron, Best Hospital Radiographer (R) Principal (R) A9a:$),120 x 144 -3,984 A9: $3,408 x 144 -4,272 I/ X 144 -4,848 Nursing Supervisor (R) All:$4,008 x 168 -4,512 Tutor (R) Al2a:$3,000 $3,720 x 144 - Psychiatric Senior Postmaster Social Worker A9a:$3,120 x 144 -3,984 A9a:$3,408 x 144 -4,272 Court Reporters Official Scientific Reporters Assistant (Geological Assistant Mill Manager, Forest Surveys) Department Accountant Senior Examiners of Accounts Chief Clerk Accountant, Friendly Societies Movement Al0:$2,400 x 120 -3,120 I/ X 144 -4,272 I/ X 144 -4,560 AlO: $2,640 x 120 -3,360 I/ 3,552 X 144 - 4,560 II x 240 - 4,848 Customs Supervisor, Class II Personnel Officer Field Auditor Manager, Employment Exchange Officer -in -charge, Medical Stores (Post Office) Inspector of Mails Super-intendent of Parcels Superintendent Post Office Superintendent, Savings Bank All:$4,008 x 168 -4,512 All: $4,344 x 168 -4,848 Deputy Registrar Trust Officer, General Official Receiver's Office Sub-Registry Officer Notarial Officer Conveyancing Judicial Assistant Officer Officer Licence Revenue Officer .. 64 APPENDIX II REVISED INCREMENTAL SCALES -fl) "A" SCALES POSTS PRESENT SCALES PROPOSED SCALES & Aide-de-Camp Private Secretary y Senior Woman Secretar Administrative Cadet Senior Clerk Technical Assistant -Grade A Supervisory Officer (Public Assi- stance) Senior Field Assistant, A g.ricul- 1 Farm Manager, Livestock ture Station, St. Ignatius -Grade I
 Assistant Accountant Examiner of Accounts Draughtsman Statistical Clerk Statistical Press Officer Senior Broadcasting Officer Customs Supervisor -Class III Yard Superintendent Officer (P.W.
Depart- ment) Mechanical Superintendent, Superintendent Stone Crushing Plant (P.W.
Department) of Works Superintendent Senior Accounting Officer Senior ljlxemining Officer Assistant Field Auditor Secretary, Clerk-in-charge, Education Committee School Feeding Sc:iheme Al2:$),048 x 120 -3,408 // X 144 -3.840 Deputy He:/i.dma.ster, Essequibo Boys' School Assistant Inspector of Taxes Al2: $3,288 x 120 -3,648 // ),840 X 144 - 4,128 Senior Forest Inspector Assistarit Utilisation Officer Mining Claims Officer Senior Lands Officer Assistant Superintendent, Mails Branch 1 Officer of Heal th Central Board Assistant Personnel Secretary, Radiographer Physiqtherapist Stewards Laundry Superintendent, (Hospitals) P.H.
Georgetown Storekeeper, P.W.

Central Stores Technical Officer (Telecommuni­ cations) Telephone Operators -Supervisor Assistant Superintendent, P.O.

BIP'l,k.

Savings Supervisor of Library & Records Surveys) (Geological Clerk-in-Charge, Pure Water Sup­ ply Senior Clerk of Court, Magistrates Assistant Conveyancing Officer .. - --- • • - 65 APPENDIX II ,,.
REVISED INCREMENTAL SCALES -(I) "A" SCALES POSTS PRESENT SCALES PROPOSED SCALES Clerk to the Chief Justice Assistant Sub-Registry First Marshal, Community Organisers Estate Manager, Housing Supreme Court Depart­ Officer ment Warden, The Palms Catering Officer, P.H.

George­ town Almoner, Occupational P.H.

Georgetown P.H.
Therapist, Al2: $3,048 x 120 -3,408 II x 144 -3840 Al2: S3,288 x 120 -3,648 I I 3,840 x 144 - 4,128 Films Officer Georgetown Secretary (Woman -Finance Cen - Al4:S2,400 x 132 -3,192 tral Registry) (R) Assessment Officer Al2a:$3,000 x 144 -31720 Al2a:S3,288 x 144 -4,008 Ma·ster (Non-Grad) Queen's Master (Non-Grad) Anna Regina Secondary School College Mistress (Non-Grad) Anna Regina Mistress (Non-Grad) Secondary School Bishops' Al):$1,764 x 132 -2,952 II X 144 -)1840 Orthopaedic Assayer (Geological Technician Survey De-• High School partment) �istrict Field Officer, Interior Department Senior Technologist , Bact.
De-­ partment Al3a:S2,400 x 132 -3,192 II x 144 -3,840 Senior Dispensers (R) Senior Public Health Inspectors Al4b:S2,640 x 132 -3,300 (R) Al): $2,028 x 132 -3,216 II 3,384 x 144 - 4,128 x 132 -3,456 Al)a:$2,664 II J,624 X 144 - 4,128 Confidential Technical Code Clerk Assistants -Grade B & Field Assistants, Grade I Grade I -Agri -culture Department -Grade II Examiners of Accounts Senior Assistant Draughtsman Building Inspector Building Supervisor Press Officer District Information Broadcasting Officer Co-operative Officer Senior Public Assistance Officer Issuer, The Palms Officer of Customs & Elltcise - Officer Al4: $2,400 x 132 -3,192 Al4:S2,664 x 132 -3,456 Resident Mechanic, & I=igation Department Class I Drainage Senior Overseer stock Verifier ... ---- ,- • • 66 APPENDIX I I I REVISED INCREMENTAL SCALES -(I) "A" SCALES POSTS PRESENT SCALES PROPOSED SCALES Departm�ntal Clerical Officer - Grade I Officer County �ttenda.nce (Labour Office µsistants Depart­ V e Employment Officer Juveni: ment) (Labour Department) Senior bffice Assistant (Carnegie I School of Home Economics) Principal Teacher, Essequibo Boys' School Clerks Senior 1Accounting of Cinemas Inspector 1 Junior Assessing Crown Land Officer Forest IInspector Draughtsman (Forest Field Observer (Geological Survey Officers Department) Senior Drawing Office Assistant, Department) (Geological Survey Department) (Geological Stenographer Survey Department) Assistant Superintendent, Lam.
De- velopment Officer Assistant Industrial Assistant Social Welfare Officer Welfare Officer (Prisons Schemes -Probation Service) Officer Probation Officer Head Bailiff, Georgetown Bailiff Interpreter Chief Collecting Warden I (Hospital ) Hospital Clerk Senior 1 Postmaster Assistint Postmaster, Sorting Office Superintendent, New Amsterdam Post Office Al4:$2,400 x 132 - 3,192 Al4:$2,664 X 132 -3,456 Clerk-�n-Charge, C.T.O.
(Telecom­ rmmications) Telecommunications Sales Representative Clerk (Telecommunica- tions) A Officer Traffic Senior !Technician " Storek�eper Overseer/Technician, Interpreter Clerk, Grade I Atkinson Field I Senior Public Works Clerk Clerk, 'central Stationery Store Senior Poreman, Pure Water Supply Assistant Enginee� Microphotographer Senior Marsha.I Class I Clerks Male Social Welfare Officer Venereal Diseases) Woman Child Welfare Officer (Soc­ ial Assistance Department) Rent Collectors, Housing Department • - • - • - I" .- ,.. "' - 67 APPENDIX I I I REVISED INCREMENTAL SCALES -(1) "A" SCALES POStS PRESENT SCALES PROPOSED SCALES Clerk, Essequibo Boys• School (R) Al8:$912 II 1152 x 120 - 1632 I I X 132 - 2,292 Al4:$2,664 x 132 -3,456 Storekeeper, Prisons Department (R) B6: $1,680 X 72 -1,896 Depa.rtmenta.l Sister Al4a.
:S2,760 3,480 x 144 - Al4a.
:S3,048 3,768 x 144 - Supervising Inspector, Al4b:S2,640 x 132 - Mosquito Control Service 3,300 Instructors, Carnegie School of Assistant Supervisor Home Economics (Telephone Operators) Al5:Sl,764 x 132 -2,952 Senior Field Assistano (Geological Survey Department) Control· Chief Inspector, Mosquito Service Technician, Technical Institute (R) Al7:$1,764 x 132 -2,292 Fems.le Social Welfare Officer x 132 - Al4b:S2,904 3,564 Al5:$2,028 x 132 -3,216 (Venereal Junior Departmental Sisters Inspector Senior Health Visitors of Midwives Diseases) A15a:S2,160 x 120 - 2640 II x 120 - 2,880 Al5a:S2,400 x 120 - 2880 II X 120 - 3,120 Chief Guard, Customs & Excise Senior Collecting Officer, Magis- trates Department Al6:Sl,680 x 132 -2,736 Field Technician, Mosquito Control Service (R) Al8:S912 II 1152 x 120 - 1632 II X 132 - 2,292 Dispenser Al6a:Sl,200 x 120 -1,920 I I x 120 -2,5_20 Ward Sister (R) Health Visitor & School Nurse (R) Senior Male Nurse (R) Al7a:Sl,560 x 2,160 120 - Al6:Sl,944 x 132 - 3,000 x 120 - Al6a:Sl,440 2,160 II X 120 - 2,760 Public Health Inspector Al6b:$960 II 2,520 1,200 X 120 Al6b:Sl,200 II 1,440 x 120 -2,760 Broadcasting Officer Assistant Libr11,rian Filing & Recording Officer (Dre.in- age & Irrigation Department) Overseer, Grade II Stenographer, Senior Clerical Public Assistance Officer Photographs Assistant Officer Geological Surveys A17:Slf764 x 132 -2,292 Assistant Teacher, Essequibo .. Boys• School (R) B51 Sl,440 x 72 -1,656 X 72 -1, 872 X 96 - 2,064 ' Al7:S2,028 x 132 -2,556 REVISED INCREMENTAL
 SCALES - (I) "A" SCALES POSTS PRESENT SCALES PROPOSED SCALES APPEND/ X / I Apprentice Reporter, Technical Assistant, -Grade C & Legislatu re Grade II II (Agri- Field Assistant, Grade culture Department Assista�t Draughtsman Accounts Clerk (G.I.S,) Officer of Customs & Excise - Class II Drawing Office Assistant Clerical Departmental Officer, Grade' II, P.W.
& D. & I. Depts.

Laboratory Assistants.


Queen's College Accounting & General Clerk Stores Clerk (Forest Department) Field Assistant (Geological vey Department) I Lapidary Interpreter Clerk -Grade II Cbarge Operator/Inspector, Sur- Mos- Al8:S912 // 1,152 x 120 -1,632 // X 132 - 2,292 Al8:Sl,152 // 1,392 x 120 - 1,872 // 2,028 X 132 -2,556 Laboratory quito Control Service Mosquito Technicians, Control Service Technician (Telecommunicati ons Technic�an, Technical Technologist, Dark Room Technician, X-Ray Bo.ct.
Deparlmen Department) Institute t Hospital Clerk Stores Clerk/Librarian, Analyst Department Department Meteorological Observer Telecommunications Computer Tracer Class II Clerk Clerk Storeman, Technical Institute B4: Sl,656 x 72 -1,872 X 96 -2,064 Al9:S912 // 1,152 x 120 -1,632 Al9:Sl,152 120 -1,872 // 1,392 x (To beredesign ated Stores Clerk) Assistant Librarian Surveyor Apprentice Office Assistant Engineering Apprentice Clerical Assj�tant Laboratory Assistant, Technical .Apprentice Draughtsman B.H.S.
& Institute Surveyor Probationers Mosquito Con­ Field Technician, trol Service Assistant Hospital Clerk Depositor's Attendant, P.O.

Savings Bank Civil Engineer Orthopa.edic Technician (Trainee) Apprentices ---- ,. "'
- •• ., 69 APPEND/ X / I .. REVISED INCREMENTAL SCALES -(2) "B" SCALES POSTS PRESENT SCALES PROPOSED SCALES Senior Lineman, Telecomunmica tions Bl:$2,352 x 72 -2,640 Bl:$2,496 x 72 - 2,784 Marshal of the Supreme Cour� Senior Bailiff, Collecting Officer Enquiry Officer, Hospitals Captain, Hydrographic Corentyne Survey Launch B2:$1,584 -2,328 // 1,680 x 72 Power Plant Foreman, Public Works Department Grade II Foreman, Pure Water Supply B2:$1,728 II 1,824 x 72 -2,472 Marshal, Legislature (R) x 72 -l,6S6 BSa:$1,584 // 1,680 X 96 - 1,872 Storekeepers, Prison School Teacher Foreman Mechanic, P.W.
Depart­ Prisons Department Woman Housing Officer Community Foreman ment B3: $1,992 x 96 -2,280 B3: S2,1&4 x 96 -2,472 Senior Officer, Essequibo Boys' School (R) B5: $1,440 x 72 -l,6S6 // X 72 -1,872 X 96 -2,064 ... in charge of Sterilizers Mechanic Driver/Projectionist, Information Services Foreman Foreman Mechanic, Mechanic, Forest Depart­ ment Geological Sur­ veys Department Mobile Dispens­ a:ry Launch Services Foreman Mechanic, B4: $1,6S6 X 72 -1,872 X 96 -2,064 Office Assistant, Employment Ex­ change Grade I Lineman, Telecommunica- tions Operator Telephone Gardens' Superviso Chief Attendant, r -Grade I P.H.
Georgeto'WD Storekeeper, Essequibo Boys' School (R) Bl0:$1,200 x 48 -l,S84 II x 72 -l,6S6 Forest Rangers Clerk/Storekeeper, Agriculture Department // X 72 -1,872 X 96 -2,064 B4a:Sl,584 x 72 -l,6S6 Dental Mechanic Stock-keeper & Printer, D. & I. Foreman, Boat Crew, Interior Department Departmen t BS: $1,440 x 72 -l,6S6 // X 72 -1,872 X 96 -2,064 .. Locksmith, Captain, P.W.
Department Forest Department r B4:Sl,728 // 1,872 x 72 -2,016 / 2,160 X 96 -2,2S6 x 72 -l,6S6 B4a:Sl,S84 // 1,872 X 72 - 2,016 / 2,160 x 96 -2,2S6 BS: Sl,440 x 72 -l,6S6 // 1,872 X 72 - 2016 // 2160 X 96 - 2,256 70 APPENDIX I I REVISED INCREMENTAL SCALES -(2) "8" SCALES I POSTS PRESENT SCALES PROPOSED SCALES Captain, I Geological Survey De- partment Enginee1, Hydrographic �urvey Launch Supreme Court Custodiljl,Il Librarian, BS: $1,440 X 72 -1,656 // X 72 -1,872 X 96 -2,064 B5: $1,440 X 72 - 1,656 // 1,872 X 72 - 2016 // 2160 X 96 - 2,256 Officer, Essequibo Boys•· School (R) BlO:Sl,200 x 48 -.
1,584 II x 72 -1,656 Driver �echanic, Agriculture Depart[lllnt Housekeeper , Government Training College B6: Sl,680 x 72 -1,896 I I l • - Senior Operator/Inspector, Mos- quito Control Service Department Master Baker, Prisons B6: $1,824 X 72 - 2,040 Matron, 1 1Essequibo Boys School (R) BlO:Sl,200 x 48 -1,584 II x 72 -1,656 Overseer Apprentice Cattle Foreman, Agriculture De- partment Operator/Inspector, Mosquito Control Service B7:Sl,056 // 1,200 x 48 -1,440 II x 72 - 1,656 // 1,680 // 1,776 B7: Sl,056 // 1,200 x 48 -1,440 // X 72 - 1,728 // 1,872 // 1,968 Medical Ranger Town Postnan I BTa:Sl,656 x 72 -1,776 B7a:Sl,800 x 72 -1,920 t Adjuster of Scales & Weights Revenue1Runner Bailiff, Storeman, Cro'Wll Ld.nd Ranger Male Head Attendant, Technical In,stitute Magistrates Mental Department Hospital B8: Sl,584 x 72 -1,656 Male Head Attendant, Leprosy Hospital Mental Female Head Atten:lant, Female Head Attendant, Hospital Leprosy Hospital Class I Guard, Customs & Excise Storeke�per, Geological Survey Department B8a:Sl,584 / 1,680 X 96 - 1,872 Department x 72 -1,656 BS: Sl,584 x 72 -1,728 B8a:Sl,584 X 96 -2,064 x 72 -1,872 - Boatbuilder, Porest Department B9: Sl,440 x 72 -1,656 B9: s1,440x 72 -1,728 Assistant Foreman Mechanic, Captain Engineer) Mob- (Relief ile D�spensary Launch Services Governot1s Chauffeur Captain IEng ineers, Agriculture & BlO:Sl,200 x 48 -1,584 // X 72 -1,656 Medical Departments Captain, Lands & Mines Department Launch Captain, Interior Depart- I ment BlO: $1,200 X 48 - 1,584 II x 72 - 1,728 • • r-
 ... 71 APPENDIX II REVISED INCREMENTAL SCALES -(2) "B" SCALES POSTS PRESENT SCALES PROPOSED SCALES Coxswain, Local Government, Police & Prisons Departments Cooper, Colonial Bond Overseer, Colonial Bonded Va.re­ house Assistant Printer, D. & I.
De:­ Chauffeur -Mechanica, partment Education, Interior, Post Office & Prisons Assistant Departments Boys• Teacher, Essequibo School Engineer, Grade I, Forest & Geo­ logical Survey Departments Office Assistant Assistant Juvenile Labour Department Employment Officer (Female) Post Office Department Investigation Officer, Rural Postal Assista.rrt Grade II Lineman, Telecommunica- tions Department BlO:Sl,200 x 48 -1,584 // X 72 -1,656 Bl0:$1,200 X 48 -1,584 / / x 72 - l, 728 Operator, Grade II Telephone Charge Nurse Departmental Joiner, ications Carpenter, Telecomnnm­ Department P.W.
Depart.­ Resident ment Foreman Porter, P,W.

Department Driver Mechanic, Medical & Geo­ logical Survey Departments Mechanic/Janitor, Fama.le Social Entertainer, Mobile Dental Units Med- ical Department Hospital Read Cook, Georgetown Boiler Attendant, Best Hospital Head Carpenter, P. Hospital, Carpenter, Medical Dark Room Technician Department Georgetown ... � .
.,, 72 APPENDIX II REVISED INCREMENTAL SCALES - (3) "C" SCALES .• j POSTS PRESENT SCALES PROPOSED SCALES General Office Assistant (Male & Female) Apprentice Telecommunications Technical Assistant, Electrical Leadsm�n, Hydrographic Survey In�pectors 1 Branch Sec.man, " " Cook, Typist/Stenograph er, tt " " Best Hos­ Launch It Cl: $1,056 x 60 - 1,356 // X 60 -1,656 Cl: $1,056 x 60 -1,356 // X 60 -1,656 (No Change) Receptionist, Public Hospital, Georgetown pital Staff Nurse (Female) Staff Nurse (Male) Nurse Midwife Certified Nurse, No, 1 Dispens­ ary Cl: Sl,056 x 60 -1,356 II x 60 -1,656 $1,056 X 60 - 1,356 // X 60 -1,656 X 72 -1,800 (New Scale) Gue.rd -Class II ( Customs & Eic­ Cla:$1,344 x 60 -1,584 Cla:Sl,344 x 60 - 1,584 cise (No Change) Male Senior AttendBJ1t, Mental & Leprosy Hospitals Female Senior Attezrlant, Mental & Leprosy Hospitals Receptionist, Public Service Commission & Labour Departments Forest Guard Assistant Stores Clerk, Forest Department Office Assistant -Registrar General's Department Vault Attezrlant, Registrar Gen­ C2: $1,200 x 48 -1,584 Receptionist, Registrar General's eral's Department Department Mechanic, Mental Hospital Head Seamstress, Mental & Best Hospitals C2: $1,200 x 48 -1,584 (No Change) The Palms Head Seamstress, Head Cook (Female) Head Cook, Public Hospital, Berbice The Palms Head Cook, Best Hospital Head Seamstress, Public Hospitals Georgetown, Berbice & Suddie Nurse Aide, The Palms C2a:$708 x 42 -960 x 48 ,.. 1,584 C2a:$708 x 42 -9nO x 48 -1,584 (No Change) Vehicle Driver
 Engineer, Agriculture Department Chauffeur, Information Services, C3: Sl,098 x 48 -1,338 Drainage & Irrigation, Post Office & Public Works Depts., Engineer, {Boat) Lands & Mines Department C3: $1,098 x 48 -1,338 (No Change) - ., .
- ... 73 APPENDIX II REVISED INCREMENTAL SCALES -(3) "C" SCALES POSTS PRESENT SCALES PROPOSllD SCALES Grade II Engineer, Forest De� pe.rtment Post Office Janitor, Porter, Post Office Senior Bridgekeeper, Watchman Supervisor, Canje Public Works Department Janitor, Queen's College Janitor, Carnegie School of Home Economics Assistant, Hospital Head Porter, The Palms Carpenter, Kama.knsa Public Hospitals, Suddie & Best Berbice, Carpenter, The Palms Tailor, Plumber, Painter, Outpatient 11 11 11 11 G1Town Public Hospital rt " Casualty Attendant, Attendant, Hospital, Public Georgetown Public Hos­ pital, Georgetown Handyman, Public Hospital, Georgetown C3: $1,098 x 48 -1,338 Tanner, Mental Hospital Yard Attendant, Best Hospital Medical Headquarter & s Head Porter-Attend ant, Public Hospitals, Georgetown & Ber­ bice Senior Laundryman, Public Hos­ pital, Georgetown Gateman, The Palms A mbulance Driver, Mabaruma Hos­ Gatemen, pital Public Hospitals, Georgetown, Berbice 1, Suddie & Best Boiler Attendant, Public Hos­ pitals, Georgetown, Berbice & Best Messenger Messenger/Janitor, Secondary School, Anna Regina, Esseq­ Boathand, Agriculture, Co-operative, pensaries, Forestry, Mabe.ruma Hospital & Lands & Mines Department quibo Medical, Dis­ C4: $906 X 48 -11098 // X 48 -1,338 Female Attendant, Mental & Lep­ rosy Hospitals Carpenter, New Amsterdam Hos� pital Janitor Assistant Storeke.eper, Essequi­ School bo Boys I Typist Clerk, Essequibo Boys'· School • C3: $1,098 x 48 -l,338 (No Change) C4: $906 X 48 -1,098 // X 48 -1,338
 (No Change) 74 APPENDIX I I REVISED : INCREMENTAL SCALES - (3) "C" SCALES POSTS PRESENT SCALES PROPOSED SCALES Atterdant, Bacteriological t Barracf Labour, Police Depart- ment Departmen Stores, Assistant, Prisons Mess Cook, Boat Crews Storekeeper, Geological Prisons Depart- ment I C4: $906 X 48 -1098 // x 48 -Sl,338 C4: $906 X 48 - 1098 // x 48 -'Sl,338 (No Change) Band Apprentice, Police Force C5: $906 x 36 -1,194 C5: 1906 x 36 -1,194 (No Change) Nurse 1 Student Female Male St,uderrt Nurse Supernumerary Constable, Secretariat, culture, .Agri- Customs & Telecommunicati ons De- partments l Postalllipprentice Watchmen Ground sman, Civil Aviation 2ueen1s Laboratory Attendant, Incinerator Attendant, Public College Telephone Operator, Suddie Hospital, New Amster­ dam Hospital Seamstress, Georgetown, Public Hospitals,.
Berbice, Suddie, Gardener, Barrack Labourer, Mental & Best Labour Department Police & Fire Protection Departments Porter, Post Office Night ]i'atrol, Priso ns Depart­ I Housekeep er for Colony Hruses, ment C6: S906 x 48 -1,098 C6: 1906 X 48 -1,098 (No Change) LocJ1 Government & Public I Works Departments Grade II Bridgekeeper, Public Works Department Rang er Seawall Airport Hand, Civil Aviation Head La.undress, Public Hospit- als, Georgetown, Berbice Suddie & Head Laundress, Head Wardmaid, Public Hospital The Palms Georgetown George­ Cook, Public Hospitals, town, Suddie, Berbice, Men­ tal & Best The Palms Seamstress, Cook, '!he Palms Ra.tiger Attendant, Kamarang Dispensary Attendarrt, (Male) Kamakusa, Lethem & Kamarang Dispensaries II 75 4PPENDIX II REVISED INCREMENTAL SCALES -(3) "C" SCALES POSTS PRESENT SCALES PROPOSED SCALES Porter Attendants Porter Attendants, Anna Regina & We.kenaam Dispensaries Bedmaker, Public Hospital, Georgetown, & Best Hospital Laundrymen, Public Hospital, Gardener, Georgetown Medical Headquarters Public Hospital, Georgetown & C6a:S906 x 48 -11194 C6a:S906 x 48 -1,194 (No Change) Night Telephonist, Public Hos- pital, Georgetown Attendant (Female) Leprosy Hos- pite.l Ward Orderly, Female Nurse Attendant, Hospital Hospitals I Mabe.ruma Public Kitchen Assistants, Carnegie C7a:$708 X 42 -1,002 X 48 -1,338 C7a:S708 x 42 -11002 X 48 -1,))8 (No Change) School of Home F.conomics Essequibo Boys' School Washers, Caretaker Me.id, Bacteriological Female Attendant,-T elecommuni- Department cations
 & Government Pharmacy Prison Wardress We.rdma.ids Mortuary Ma.id, Public Hospital, C8: $642 X 42 -810 X Georgetown 48 -1,002 Laundress, Cook-me.id, Hospitals Charity-Lethem Dis- Charity We.sher-me.id, Atterdant (Female), pense.ries Dispensary Ida Sabina & 72 miles Potaro Dispensaries Attendant (Female) Dispensary Leguan Dispensary Cook, Local Government & Public Works Department C8: $642 X 42 -810 X 48 -1,002 (No Change) 76 APPEND/ X /II REVISED SALARY PROPOSALS FOR POSTS COMPRISING THE UNIFORMED
 DISCIPLINED FIRE PROTECTION & VOLUNTEER FORCE SERVICES - POLICE, PRISONS, POSTS PRESENT SCALES PROPOSED SCALES Commissioner of Police (R) F8: $8,640 F9: $10,320 Deputy Commissioner Director of Prisons of Police Fl3: $'7,200 Fl4: $8,640 Chief �ire Officer (R) Fl5: $6,720 Fl5: $8,400 Assistant Corronissioner of Police F15: S6,720 Fl6: $8,160 - Senior Superintendent Staff Officer & Adjutant, ilolun- of Police teer Force Superintendent of Police Finance Officer, Police Depa.rt.- Fl7: $6,240 Fl7: $7,680 ment A4: $4,560 x 240 -5,760 Bandmaster, Police Deputy Chief Fire Officer Deputy Superintenden t of Prisons Department Traffic & Transport Officer (R) A5: $3,696 X 144 -4,560 // X 240 -5,760 of Police Deputy Superintendent lssistant Superintendent of Assistant Bandmaster, Police Police Quartermaster Station Officer, Fire Protection Aerodrome Fire Officer, Civil of Police Department A9: $3,120 X 144 -3,984 /IX 144 -4,560 Aviation Department Superintendent & Assistant Sup- erintendent of Prisons Radio Technician, Police Depart- Al2:S3,048 x 120 -3,408 ment (R) // X 144 -3,840 Motor Mechanic, Police Department· Deputy Assistant Superintendent Al2:S3,048 x 120 -3,408 A4: $5,040 X 240 -6,240 Pl: $3,696 X 144 -4,560 II x 240 -4,800 P2: $3,696 X 144 -4,560 Steward, Prisons of Prisons // X 144 -3,840 Chief Inspector of Police 13,408 (Pixed) Waxrant Officer I (R) Al4:$2,400 x 132 -3,192 I Cadets, Police Department $2,640 (Pixed) P4: $3,216 (Pixed) P3: $3,720 (Fixed) Inspector of
 Police Sub-Officer, Fire Protection Chief Prison Officer .A.14:$2,400 X 132 -3,192 i - - P5: $),060 X 120 -3,540 Al4: (Modified) 12.
736 ·x 132 - 3,192 .. C 77 APPENDIX II I REVISED SALARY PROPOSALS FOR POSTS COMPRISING SERVICES -POLICE, PRISONS, FIRE PROTECTION THE UNIFORMED DISCIPLINED & VOLUNTEER FORCE POSTS PRESENT SCALES PROPOSED SCALES Clerk4farrant Officer II, Volun- teer Poree (Redesigoated Warrant Officer II) (R) B3: $1,992 x 96 -2,280 Motor Transport Warrant Officer, Yolunteer Poree (Redesigoated Warrant Officer II) (R) Orderly Room Clerk, Volunteer Force (Redesignate d Warrant Officer II) (R) B6: $1,680 X 72 -1,896 P5: $3,0A.O x 120 -3,540 Principal Officer, Prisons Depart- ment Al6:Sl,680 x 132 -2,736 Prison Farm Sup ervisors Senior Matron, Prisons Department (Redesign ated Woman Principal B6: Sl,680 x 72 -1,896 Officer)(R) Sergeant, Police Poree Section Leader, Fire Protection Civil Aviation & Departments B3: $1,992 x 96 -2,280 Armourer, Volunteer Force B6: Sl,680 x 72 -1,896 (Redesign ated Sergeant) (R) Force Storeman, Volunteer Volunteer Driver-Mechanic, (Both Redesigoated Sergeant) Force (R) B9: Sl,440 x 72 -1,656 Arms Cleaner, Volunteer Poree (Redesigo ated Sergeant) (R) B7: $1,056 I/ 1,200 X 48 -1,440 II X 72 -1,656 II 1,680 II 1,776 Corporal, Leading Fireman, Fire Protection Police Poree & B6: $1,680 X 72 -1,896 Civil Aviation Departments .. Caretaker, Drill Hall, Volunteer Force \Redesigoated Force A rms Cleaner, Volunteer (RedesigoatedCorporal) Corporal} (R) (R) Range Warden, Volunteer Force (Redesign ated Corporal) (R) Prison Officers B7: $1,056 II 1,200 X 48 - 1,440 II x 72 -1,656 II 1,680 II 1,776 Al8:S912 I/ 1,152 X
 120 -1,632 2,292 II x 132 - Constable, Fireman, Pire Protection Police Force (R) Aviation & Civil Departmarrts (R) Matron, Prisons Department (Redesigoated Woman Prison Officer (R) -.
• B7: Sl,056 II 1,200 x 48 -1,440 II X 72 -1,656 II 1,680 II 1,776 P6: $2,772 X 96 -3,060 P7: $2,400 X 72 -2,616 P8: $1,152 I/ 1,392 X 120 - 1,872 I I 2,004 X 132 -2,268 II 2,400 II 2,532 --'· ,, APPENDIX IV 78 REVISED SALARIES AND SALARY SCALES - PRIMARY SCHOOL TEACHERS CATEGORY PRESENT SALARIES AND SALARY SCALES SALARIES PROPOSED AND SALARY SCALES Qualified Teachers Teachers Unqualified I Pupil Teachers who have - (a) pelsed the P,T.A.
1 I (b) examination Sl,248x84-l,920//x84- 2,172//xl2(}-$2,772 Sl,416x84-2,088//x84- 2,320//2,352xl2(}­ $3,012 S720x48-l,104x72- Sl,248 S864x48-l,248x7 $1,J92 2- s 600 p.a.

s 720 p.a.

the end of 1st year examination s 660 p.a.

$ 780 p.a.

pTed (c)pa r ed tre end of 2nd year examination s 720 ·p.a.

s 840 p.a.

I (d) parsed the end of 3rd year examination s 780 p.a.

s 900 p.a.

(e)pa sed the end of 4th year examination Junior Teachers $ 840 p.a.

s 420 p.a.

s 960 p.a.

s 540 p.a.


� (1) Qualified Teachers in the following grades should enter the revised scale Sl,416 -$3,012 at the following points:- Grade I with Class I Certificates Grade I with Class II Certificates Grade II with Class III Certificates stop at the bar point S 1,584 p.a.

S 1,500 p.a.

$1,416 a.nd S 2,340 p.a.


I (2) Unqualified Certificate should enter the revised scale $864 Teachers Examination or who hold some equivalent who have passed only Part A of the Teachers' -Sl,392 at the point Sl,104 p.a.
qualification (3)Pupil Teachers Unqualified Teachers appointed $864 -Sl,392 at the peints indicated who have passed the following hereunder:- should enter the revised scale examinations on being End ol 2nd year examination End of 3rd year examination End of 4th year examination $ 864 p.a.

S 1,008 p.a.

S 1,104 p.a.
(4) Uncertificated Teachers hold appointments as Unqualified enter the revised scale for qualified bar point $2,088 p,a, with twenty years satisfactory should be permitted to Teachers service who teacrers and proceed to the • 79 APPENDIX V TRANSPORT AND HARBOURS DEPARTMENT SUPER SCALES AND INCREMENTAL SCALES REVISED POSTS PRESENT SALARIES AND SALARY SCALES PROPOSED AND SALARY SCALES SALARIES General Manager Tl: $10,080 Tl: $12,000 Traffic Manager T2: S 7,680 T2: $ 8,880 ' Chief Mechanical Engineer T3: $7,440 T3: $ 8,640 Civil Engineer (Development) Civil Eng ineer (Rail) Harbour Master Marine Superintendent T4: $7,200 T4: S 8,400 Chief Pilot T5: $ 6,240 T5: S 7,680 Chief Accountant - T6: $6,000 T7: S 4,800 T6: $ 6,480 T7: S (obsolete) Mechanical Assistant Engineer Civil Engineer TB: $ 3,696 X 144 - 4,560 II x 240 - S 6,720 TB: $ 4,560 X 144 - 5,424 II 5,760 X 240 - S7,680 Senior Hydrographic Surveyor $ 5,040 X 240 - $ 6,000 $ 5,520 X 240 - S 6,480 Chief Storekeeper Office Manager T9: $4,560 X 240 - S 5,760 T9: $ 5,040 X 240 - s 6,240 Executive Officer & Chief Clerk TlO: $ 3,696 X 144 - S 4,560 II x 240 - S 5,760 Pilots Tll: $ 3,696 X 156 - $4,320 II X 240 - S 4,800 Accountant Traffic Superintendent Assistant Deputy Chief Storekeeper Tl2: $3,696 X 144 - Goods Superintendent Industrial Officer Secom Assistant Accountant Relations S 4,560 TIO: $ 3,984 X 144 - S 4,848 II 5,280 X 240 - $ 61240 Tll: $ 4,560 X 180 - S 5,280 II x 240 - S 5,760 II x 240 - $6,720 Tl2: $3,984 X 144 - S 4,848 Hydrographic Surveyor T13: $
 3,000 IS'J,120 X 144 - $3,984 II X 144 -$4,560 X 240 - S 5,040 T13: $ 3,240 I $3,408 X 144 - $4,272 I I X 144 -$5,040 X 240 -$5,520 Stellings Stations' Superintendent Superintendent, East Coast T14: $ 3,552 X 144 - Stations' Superintendent , West S 4,272 Tl4: S 3,840 X 144 - $4,560 Garage Superintendent Dock Superintendent Coast • ·-· � .
:...,,.

:=;;; .. -, - - .. -·-··-r· -- - � -.-.. ,....... �--, ,,,-; .. ,.

, ..,.

r{ f 80 APPENDIX V TRANSPORT AND HARBOURS DEPARTMENT SCALES SCALES AND INCREMENTAL REVISED SUPER POSTS PRESENT SALARIES AND SALARY SCALES PROPOSED SALARIES AND SALARY SCALES Workshop Assistant Loco.
Superintendent General Superintendent, Personnel Shore 9aptain Ass:st � Assi$t nt Traffic Superintendent Auditor Senior I Clerks Inspector of Ways Marine I Inspector & Works t to Ma�ine Superintendent TI4: $ 3,552 X 144 - S4,272 TI4: $ 3,840 X 144 - $4,560 .
Tl5: X 144 - $ 3,552 S 3,984 -- Tl5: $ 3,840 X 144 - S 4,272 Assistant Assist t Superintendent, Superintendent, Traffic Dockyard I r I Tl6: $ 3,144 X 120 - $3,384 II X 168 - S 3,552 Locomoiive Inspector GTede I Clerks Oversekr of Works Permanent Vay Inspector Assistant Mechanica l Superintend- Tl7: $ 2,904 x 120 - $ 3,384 I ent t Running Shed Superin- tendent Assist r X Tl6: 120 - $ 3,384 S 3,624 II x 168 - $ 3,888 .- Tl7: $ 3,144 X 120 - $ 3,624 Bunning Shed Foreman, East Coast Shore �ief Engineer Captai�s Tl8: $ 2,520 X 144 - S 3,240 II x 144 - S 3,384 X Tl8: 144 - S 2,808 $ 3,528 II X 144 - S 3,672 Chief ineer r Tl9: $ 2,520 X 144 - S 3,240 Tl9: S 2,808 X 144 - S 3,528 Senior1Assista.nt Draughtsman Drawing Office Assistant Tl9A:$ 2,400 x 132 - $3,192 Way Foreman Perman�nt Stellifgs Foreman Workshop I Fore= T20: $ 1,920 X 84 - S 2,424 II X 144 - S 2,856 District Foreman Electrtcians, Workshop Chargefa.nds Iha.de p Clerks AssistF.t Permanent Locomofive Foremen Supemsor of Guards Bunni� Shed Foreman, Yest Coast Yay Inspector T20: (Mod.
)$ 1,920 x 84 - S 2,424 T21: s 2,472 X 120 - s 2,832 x Tl9A:$ 2,664 $3,456 132 - T20: $ 2,088 X 84 - S 2,424 II$ 2,568 144 -S 3,144 X T20: (Mod.

)$ 2,088 x 84 - $ 2,424 II X 144 - $2,712 T21: S 2,712 X 120 - $ 3,072 T21: (Mod.

)$ 2,472 120 X T21: (Mod.
)$ 2,712 120 X - $ 2,712 -$ 2,952 _ ... First b1ass Station Master I ---- -- 81 APPENDIX V TRANSPORT AND HARBOURS REVISED SUPER SCALES AND INCREMENTAL DEPARTMENT SCALES ·•, POSTS PRESENT SALARIES AND SALARY SCALES PROPOSED AND SALARY SCALES SALARIES Nil - T22: $2,208 X 120 - $ 2;808 T22: $ 2,448 X 120 - $3,048 Locomotive Driver T23: $ 2,112 X 96 - $2,400 II X 120 - $ 2,760 T23: $ 2,304 X 96 - $ 2,592 II$ 2,760 X 120 - $3,000 Second Class Station Senior Guard Master T24: $1,920 X 96 - $ 2,400 T24: $ 2,112 X 96 - S 2,592 Mates Coxswains Secom Engineers Tug Masters - Grade III Clerks Stenotypists Telephone Operators T25: S 1,560 I 1,644 I T25: 1,656 I 1,668 IX 84 -1,836 // 1,920 X 96 - $ 2,400 T26: $1,056 X 72 -1,488 T26: II x 84 -1,656 I 1,680 X 84 -1,932 II x 108 - S 2,364 $1,560 X 84 -1,728 // 1,836 X 84 - 2,088 // 2,208 X 96 -S 2,592 $1,056 X 72 -1,488 llx84 -1,656 I 1,848 X 84 -2,100 I/ 2,256 X 108 - $ 2,580 Firemen T27: $ 1,560 X 84 - 1,644 / 1,656 / 1,668 X 84 - $1,920 T27: $1,560 X 84 - 1,644 / 1,752 I 1,836 X 84 - S 2,088 Nil Pilot Apprentices Junior Guards Goods Train Guards Stoker Drivers Leading Seamen Lighthouse Attendant Boathouse Attendant Charge hands Porter Foremen Third Engineers Boatswains District Foremen Assistant Guards Assistant Goods Train Guards Va.runen Level Crossing Barrier Gatemen Assistant Porter Foremen Seamen, Harbours Gatemen (Four) • T28: $1,656 I 1,728 X 84 T28: - S 1,896 $1,800 I 1,896 X 84 -$ 2,064 T29: S 1,200 X 84 -1,620 T29: / 1,656 / 11728 X 84 -S 1,896 $1,200 X 84 - 1,620/
 1,728 / 1,896 X 84 - $2,064 T30: $1,536 X 72 -1,608 T30: I 11656 I 1,680 X 72 - $1,824 s 1,5)6 X 72 - $ 1,968 T31: $ 1,056 X 84 - s 1,560 TJl: $ 1,056 X 84 - s 1,560 (No Change) '" 82 APPENDIX V TRANSPORT ANO HARBOURS DEPARTMENT SCALES INCREMENTAL REVISED SUPER SCALES ANO I POSTS PRESENT SALARIES AND SALARY SCALES PROPOSED SALARIES AND SALARY SCALES I Nil Messengiirs I T32: $1,056 X 72 - $1,560 T32: $ 1,056 X 72 - $ 11560 (No Change) T33: $ 906 X 48 -1,098 T33: $ 906 X 48 - 1,098 // X 48 - I 1,338 JI x 48
 - I 1,338 (No Change) Marine Apprentices Watchmeh T34: $ 726 X 126 -978 Ii 1,JJB T34: $ 726 X 126 -978 / S l,:,JB (No Change) TJ5: $ 906 X 48 - S 1,098 TJ5: $ 906 X 48 -S 1,098 (No Change) • " • � ,, APPENDIX VI CONVERSION TABLES Af: $5280 x 240 -$7920 Scale $5280 -$7920 $5280 5520 5760 6000 6240 6480 6720 6960 7200 7440 7680 7920 Proposed Present Scale $4560 -$6960 $4560 4800 5040 5280 5520 5760 6000 6240 6480 6720 6960 A4: $4560 -$5760 $4560 4800 5040 5280 5520 5760 A2: .$5280 X 240 -$7680 Proposed Scale $5280 -$7680 $5280 5520 5760 6000 6240 6480 6720 6960 7200 7440 7680 Scale $4560 -$6720 $4560 4800 5040 5280 5520 5760 6000 6240 6480 6720 Presen.t A4: $4560 -$5760 $4560 4800 5040 5280 5520 5760 A): $4560 X 144 -5424//5760 X 240 -$7680 & Proposed Scale $4560 -$7680 $4560 4704 4848 4992 5136 5280 5424 5760 6000 6240 6480 6720 6960 7200 7440 7680 Present Scale $3696 -$6720 $3696 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 6000 6240 6480 6720 A)a: $3048 -$6720·� 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 6000 6240 6480 6720 3840 3840 AS: 13696 -$5760 $3696 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 A6: 13048 -15760 $3048 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 3840 A7: 13696 -$4560 $3696 3984 4128 4272 4416 4560 3840 3840 A8: $3408 -$4560 $3408 3984 4128 4272 4416 4560 3840 $5520 X 240 -16480 Proposed Scale $5520 -16480 15520 5760 6000 6240 6480 Present Scale 15040 -$6000 15040 5280 5520 5760 6000 ·"'-J ·, r I Proposed Scale S5040
 -S6240 S5040 5280 5520 5760 6000 6240 --C0N..V&RS-1-0N-+ABI.� A4: $5040 x 240 -S6240 Present Sc ale 14560 -S5760 A5: 13696 -15760 A7: S3696 -14560 A81 S3408 -14560 14560 4800 5040 5280 5520 5760 S3696 4800 5040 5280 5520 5760 4560 $3696 4560 13408 4,f'iO Proposed Scale $3984 -S6240 Present Scale 13696 -$5760 A7: $3696 -14560 S3984 4128 4272 4416 4560 4704 4848 5280 5520 5760 6000 6240 $3696 3840 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 $3696 3840 3984 4128 4272 4416 4560 A5 : $3984 X 144 '"".
4848/ /5280 X 240 -S6240 APPENDIX VI � Proposed Scale $3288 -S624Q Present Scale $3048 -$5760 S3288 3408 3528 3648 3840 3984 4128 4272 4416 4560 4704 4848 $3048 3168.
3288 3408 3552 3696 3840 3984 4128 4272 4416 4560 5280 5520 5760 6000 6240 4800 5040 5280 5520 5760 A6: $3288 X 120 -3648//3840 X 144 -4128// X 144 - $4848//52�0.x 240 -$6240 $3240//3408 x 144 -4272// x 144 -5040 x 240 -S5520 Proposed Scale $3240 -S5520 Present Scale $3000 -S5040 $3240 3408 3552 3696 3840 3984 4128 4272 4416 4560 4800 5040 $3000 3120 3264 3408 3552 3696 3840 3984 4128 4272 4416 4560 5280 5520 4800 5040 Proposed Scale $4440 -S5280 14440 4560 4680 4800 4920 5040 5160 5280 $4440 X 120 -$5280 Present Scale 14200 -S5040 14200 4320 4440 4560 4680 4800 4920 5040 • .. � J �- :- .. 'i APPENDIX VI Proposed Scale SJ984 -$4848 $)984 4128 4272 4416 4560 4704 4848 CONVERSION TABLES Kl: $3984 x 144 -14848 Present Scale $3696 -$4560 A911,: $3120 -$3984 .ltl2: $3048 -$3840 $3696 3840 3984 4128 4272 4416 4560 $3120 3840 3984 3696 $3048 3840 3696 ·Proposed Scale $3696 -$4848 Present Scale $3408 -$4560 $3696 3840 3984 4128 4272 4416 4560 4704 4848 $3408 3552 3696 3840 3984 4128 4272 4416 4560 AB: $3696 x 144 -4128/ / x 144 -$4848 A9: $3408 x 144 -4'J:72/ / x 144 -$4848 8i Proposed Seale S3408 -$4848 $3408 3552 3696 3840 3984 4128 4272 4416 4560 4704 4848 $3120 3264 3408 3552 3696 3840 3984 4128 4272 4416 4560 Present Scale S3120 -14560 .A9&: $3120 -$3984 $3120 3264 3408 3552 3696 3840 3984 4008 4176 4344 - 4512 All: $4008 -$4512 $ $3000 3288 3432 3576· 3720 Al2a: '3000 - $3720 3144 A9a: $3408 X 144 -$4272 ·Proposed Scale $3408 -$4'n2 Present Scale $3120 -$3984 $3408 3552 3696 3840 3984 4128 4272 $3120 3264 3408
 3552' 3696 3840 3984 Proposed Scale S2640 -$4848 $2640 2760 2880 3000 3120 3240 3360 3552 3696 3840 3984 4128 4272 4416 4560 4704 4848 Present Scale $2400 -$4560 $2400 2520 2640 2760 2880 3000 3120 3264 3408 3552 3696 3840 3984 4128 4272 4416 4560 AlO: $2640 X 120 -3360//3552 X 144 -$4560// X 240 -$4848 ,;..
APPENDIX VI ______!,,__ Q�E RS_!
OlLJ AB LES _ _ All: $4344 x 168 -$4848 Proposed Scale $4344 -$4848 $4344 4512 Present Scale $4008 -$4512 $4008 4176 4680 4848 4344 4512 $3120 X 120 -3960// X 120 -$4800 Proposed Scale $3120 -$4800 $3120 3240 3360 Present Scale $2880 -$4560 $2880 3000 3120 3480 3600 3720 3840 3960 4080 3240 3360 3480 3600 3720 3840 4200 4320 444-0 4560 4680 4800 3960 4080 4200 4320 4440 4560 Al2: $3288 x 120 -3648//3840 x 144 -$4128 Proposed Scale 13288 -$4128 $3288 3408 3528 3648 3840 3984 4128 Present Scale $3048 -13840 $3048 3168 Al4: $2400 -13192 $2400 3192 3288 3408 3552 3696 3840 3060 Al2a: $3288 x 144 -$4008 00 a-.
Proposed Scale $3288 -$4008 $3288 3432 3576 3720 3864 4008 l:'resent Scale $3000 -13720 13000 3144 3288 343?
3576 3720 Proposed Scale 12028 -$4128 $2028 2160 Al): 12028 x 132 -3216//3384 2292 2424 2556 2688 2820 2952 3084 x 144 -$4128 •Present Scale 11764 -13840 $1764 1896 2028 2160 2292 2424 2556 2688 2820 3216 3384 3528 3672 3816 3960 4104 4128 2952 3096 3240 33� 3528 3672 3816 3840 Proposed Scale $2664 -$4128 $2664 2796 Present Scale 12400 -13840 12400 2532 Al4b: 12640 -$3300 $ 2928 3060 3192 3324 3456 3624 3768 2664 2796 2928 3060 3192 3336 3480 2640 2772 2904 3036 3168 3300 3912 4056 4128 3624 3768 3840 Al3a: $2664 X 132 -3456//3624 x 144 -$4128 ' .. ;f· ,·'°'.
'/, ·�,..,._ "i .. _:· ' .. .., ,.

:'f,t,-f. • Cil ••• �' ·,.... � t} .}
''� � , ,-;, ) APPENDIX VI � CONVERSION TABLES Al4: 12664 x 132 -13456 Scale 12664 -13456 12664 "2796 2928 3060 3192 3324 3456 Proposed Present Scale 12400 -13192 12400 2532 2664 2796 2928 3060 3192 Al8: $ 912 -12292 $ 912 2292 B6: 11680 -11896 11680 1896 Al4a: 13048 x 144 -13768 .Proposed Scale $3048 -$3768 83048 3192 3336 3480 3624 3768 Present Scale· 12760 -13480 127.60 2904 3048 3192 3336 3480 Scale 12904 -13564 $2904 3036 3168 3300 3432' 3564 Proposed Present Scale 12640 -13300 12640 2772 .2904 3036 3168 3300 Al4b: $2904 x 132 -13564 Al5: 12028 x 132 -13216 Proposed Scale 12028 -13216 12028 2160 2292 2424 2556 2688 2820 2952 3084 3216 Present Scale 11764 -$2952 11764 1896 2028 2160 2292 2424 2556 2688 2820 2952 .&17: $1764 -12292 11764 1896 2028 2160 2292 Proposed Scale 12400 -$3120 12400 2520 2640 2760 2880 3000 3120 Present Scale 12160 -12880 $2160 2280 2400 2520 2640 2760 2880 Al5a: 12400 x 120 -2880// x 120 -$3120 .
;,;' .,I.J (,-� CONVERSION TABLES Al6: 11944 x 132 -13000 APPENDIX VJ Proposed Scale 11944 - 13000 11944 2076 2208 2340 2472 2604 2736 2868 3000 Present Scale $1680 -$2736 11680 1812 Al8: S 912 -82292 $ 912 1896 1944 2076 2208 2340 2472 2604 2736 2028 2160 2292 1764 Al.6: (Modified) 11944 x 132 -12904 Scale 11944 -12904 11944 2076 Proposed Present Scale 11680 -12640 11680 1812 2208 2340 2472 2604 2736 2868 2904 1944 2076 2208 2340 2472 2604 2640 A16a: 11440 x 120 -2160// x 120 -12760 � Proposed Scale 11440 -$2760 11440 1560 1680 1800 1920 2040 2160 2280 2400 2520 2640 2760 Present Scale $1200 -12520 $1200 1320 1440 ..&17a: $1560 -$2160 I 1560 1680 1800 1920 2040 1560 1680 1800 1920 2040 2160 2160 2280 2400 2520 Proposed Scale $1200 -12760 '1200 1440 1560 1680 1800 1920 2040 2160 2280 2400 2520 2640 2760 Al6b: $1200//1440 x 120 -$2760 Present Scale $ 960 -$2520 $ 960 1200 1320 1440 1560 1680 1800 1920 2040 2160 2280 2400 2520 Al7: S2028 x 132 -12556 Proposed Scale $2028 -$2556 12028 2160 2292 2424 2556 Present Scale 11764 -12292 11764 1896 B5: 11440 -12064 $1440 1968 2028 2064 2160 2292 1872 l' _.I .- 1, • ,.
.. \ CONVERSION TABLES APPENDIX VI ' Proposed Scale 11152 -12556 11152 1392 Present Scale I 912 -12292 $ 912 1152 B4: 11656 -12064 I Al8: $1152-//1392 x 120 -1872//2028 1512 1632 1752 1872 2028 2160 2292 2424 2556 1272 1392 1512 1632 1764 1896 2028 2160 2292 x 132 -$2556 1656 1.§QQ 1968 2064 1728 1872 Proposed Scale 11152 -11872 11152 1392 1512 1632 1752 1872 Al9: $1152//1392 x 120 -11872 Present Scale I 912 -$1632 $ 912 1152 1272 1392 1512 1632 Proposed Scale 11152//1512//12136 11152 1512 2136 Present Scale $ 912//1272 //11896 S 912 1272 1896 Bl: 12496 x 72 -'2784 11152//1512//12136 Proposed Scale $2496 -12784 12496 2568 2640 2712 2784 Present Scale 12352 -12640 $2352 2424 2496 2568 2640 B2: 11728//1824 x 72 -$2472 Proposed Scale $1728 -12472 11728 1824 Present Scale 11584 -12328 11584 B8a.
: 11584 -11872 11584 1656 1680 1680 1896 1968 2040 2112 2184 2256 2328 2400 2472 - 17761872 1752 1824 1896 1968 2040 2112 2184 2256 2328 Proposed Scale $2184 -12472 $2184 2280 2376 2472 B): 12184 X 96 - 12472 Present Scale Sl 992 -12280 $1992 B5: 11440 -12064 11440 1968 2088 2064 2184 2280 � V ..
CONVERSION TABLES APPENDIX VI --- B4: $1728/1872 X 72 -2016/2160 X 96 -$2256 Proposed Scale Sl728 -12256 Sl728 1872 1944 2016 2160 2256 Present Scale $1656 -$2064 BIO: $1200 -$1656 $1656 1728 1800 1872 1968 2064 $1200 1656 B4&: $1584 X 72 -1656//1872 X 72 -2016/2160 X 96 -$2256 Proposed Scale $1584 -$2256 $1584 1656 1872 1944 2016 2160 2256 Present Scale 11584 -$2064 $1584 1656 1728 1800 1872 1968 2064 B5: 11440 x 72 - 1656//1872 x 72 -2016/2160 x 96 -S2256 Proposed Scale $1440 -12256 Present Scale 11440 -12064 BIO: Sl200 -11656 Sl440 1512 1584 1656 1872 1944 2016 2160 2256 Sl440 1512 1584 1656 1728 1800 1872 1968 2064 $1200 1488 1536 1656 1440 1584 Proposed Scale Sl824 -12040 $1824 1896 1968 2040 Present Scale $1680 -11896 BIO: Sl200 -11656 11680 1752 1824 1896 Sl200 1656 B6: 11824 X 72 -12040 B7: 11056//1200 X 48 -1440// X 72 -11728//1872//1968 )1 ;• ·� Proposed Scale $1056 -11968 Present Scale $1056 -11776 $1056 1200 1248 1296 1344 1392 1440 1512 1584 1656 11056 1200 1248 1296 1344 1392 1440 1512 1584 - 1728 1872 1968 1656 1680 1776 " t ., , Proposed Scale 11800 -11920 11800 1872 1920 Present Scale 11656 -11776 11656 1728 1776 APPENDIX VI CONVERSION TABLES B7a: 11800 X 72 -11920 BS: 11584 x 72 -11728 Proposed Scale 11584 -11728 11584 Present Scale 11584 -11656 11584 1656 1728 -1656 Proposed Scale 11584 -12064 11584 1656 1728 1872 1968 2064 B8a: 11584 x 72 -1872 x 96 -12064 Present Scale 11584 -11872 11584 1656 1680 1776 1872 B9: $1440 x 72 -11728 Proposed Scale 11440 -11728 11440 Present Scale 11440 -11656
 11440 1512 1584 1656 1728 1512 1584 - 1656 Proposed Scale '1200 -11728 11200 Present Scale 11200 -11656 11200 1248 1296 1344 1392 1440 1488 1536 1584 1656 1248 1296 1344 1392 1440 1488 1536 1584 - 1728 1656 Bl0: S1200 x 48 -1584// x 72 -$1728 Proposed Scale 11056 -11800 $1056 1116 1176 1236 1296 1356 1416 1476 1536 1596 1656 1728 1800 Present Scale (Nev Scale) s 11056 x 60 -1356// x 60 -1656 x 72 -11800 Cl: 11056 -11656 11056 1116 1176 1236 1296 1356 1416 1476 1536 1596 1656 .
:·:!· .. � UNIFORMED DISCIPLINED SERVICES --- - APPENDIX VI - - - Proposed Scale (New) $3696 -14800 S3696 3840 3984 4128 4272 4416 4560 4800 Present Scale A9: (New Scale)t Pl: 13696 x 144 -4560// x 240 -14800 $3120 -14560 $� 3552 3696 3840 3984 4128 4272 4416 4560 Al2: 13048 -13840 3408 $1Q1§_ 3552 3696 3840 3408 (New Scale): P2: 13696 X 144 - 14560 Proposed Scale (New) 13696 -14560 $3696 3840 3984 4128 4272 4416 4560 Present Scale Al2: $3048 -$3840 13048 3552 3696 3840 3408 Proposed Scale (New) $3720 (Fixed) $3720 Pr.esent Scale $3408 (Fixed) $3408 Proposed Scale (New) '3216 (Fixed) $3216 Prese,nt Scale $2640 (Pixed) $2640 (Nev Scale ) : P3 : 13720 (New Scale): P4: $3216 l i ,, • � .. } J -> l:1 UNIFORMED DISCIPLINED SERVICES (New Scale) : F5: SJ060 x 120 -$)540 Proposed Scale (New) $3060 -13540 $3060 3180 3300 3420 3540 Present Scale Al4: $2400 -$3192 2928 3060 3192 il4: (Modified): $2796 -$3192 BJ: 11992 -$2280 B6: $1680 -$1896 $2400 2796 $2796 $1992 2280 $1680 1896 2928 3060 3192 Proposed Scale (New) (New Scale): P6: 12772 X 96 -$)060 $2772 -$3060 $ 2772 2868 2964 3060 Present Scale Al6: $1680 -$2736 2472 2604 2736 BJ: $1992 -12280 B6: $1680 -$1896 B7: $1056 -$1776 $1680 2340 $1992 2280 $1680 1896 $1056 1776 B9: $1440 -$1656 $1440 1656 APPENDIX VI � � J � f"A ,_,.., APPENDIX VI � t UN 1-FORMfi-D-0-1-SG-l�l+NHl-Se-RV 1--G-ES Proposed Scale (New) (New Scale) : P7: $2400 x 72 -$2616 $2400 -i26l6 $2400 2472 2544 2616 Present Scale B6: $1680 -Sl896 B7: $1056 -$1776 B9: $1440 -$1656 $1680 1896 $1056 1776 $1440
 1656 t ll Proposed Scale (New) (New Scale): PB: 11152//1392 x 120 -1872//200'.
x 132 -2268//2400//2532 $1152 -$2532 $1152 1392 1512 1632 1752 1872 2004 2136 2268 2400 2532 \0 >I'> Present Scale .il8: S 912 -12292 B7: $1056 -$1776 $ 912 $1056 1152 1200 1248 1272 1392 1512 1632 1764 1896 2028 2160 2292 1296 1392 1i1Q 1656 1776 1344 1512 1680 1584 PRIMARY SCHOOL TEACHERS $1416 X 84 -2088// X 84 -2340//2532 X 120 -13012 Proposed Scale Sl416 -13012 11416 1500 1584 1668 1752 1836 1920 2004 2088 2172 2256 2340 2532 2652 2772 2892 3012 Present Scale· 11248 -12772 11248 1332 1416 1500 1584 1668 1752 1836 1920 2004 2088 2172 2292 2412 2532 2652 2772 Proposed Scale I 864 -11392 I 864 912 960 1008 1056 1104 1152 1200 1248 1320 l392 1864 X 48 -1248 X 72 -$1392 Present Scale I 720 -11248 I 720 768 816 864 912 960 1008 1056 1104 1176 1248 ' '11 t � ,f J • ..
APPENDIX VI TRANSPORT AND HARBOURS DEPARTMENT Proposed Scale 14560 -$7680 14560 4704 4848 4992 5136 5280 5424 5760 6000 6240 6480 6720 6960 7200 7440 7680 Present Scale $3696 -16720 $3696 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 6000 6240 6480 6720 x TS: 14560 x 144 -5424/ /5760 240 -17680 3840 15520 X 240 -$6480 Proposed Scale 15520 -16480 15520 5760 6000 6240 6480 Present Scale 15040 -$6000 $5040 5280 5520 5760 6000 x T9: 15040 240 -$6240 Proposed Scale 15040 -16240 $5040 5280 5520 5760 6000 6240 Present Scale $4560 -$5760 $4560 4800 5040 5280 5520 5760 TlO: $3984 x 144 -4848//5280 x 240 -$6240 Proposed Scale 13984 -$6240 $3984 4128 4272 4416 4560 4704 4848 5280 5520 5760 6000 6240 J>i:esent Scale 13696 -15760 $3696 3840 3984 4128 4272 4416 4560 4800 5040 5280 5520 5760 x Tll: $4560 180 -5280// X 240 -5760// X 240 -$6720 Proposed Scale 14560 -16720 14560 4740 4920 5100 5280 5520 5760 6000 6240 6480 6720 Present Scale $3696 -14800 13696 3852 4008 4164 4320 4560 4800 Proposed Scale $3984 -14848 13984 4128 4272 4416 4560 4704 4848 Present Scale 13696 -14560 $3696 3840 3984 4128 4272 4416 4560 Tl2: 1)984 X 144 -14848 ... ", ., .
\' .,-�{ " .. , 1r TRANSPORT AND HARBOURS DEPARTMENT Tl3: $3240//3408 X 144 -4272// X 144 -5040 X 240 -$5520 Proposed Scale $3240 -$5520 $3240 Present Scale 13000 -15040 S3000 3408 3552 3696 3840 3984 4128 4272 4416 4560 3120 3264 3408 3552 36% 3840 3984 4128 4272 4800 5040 5280 5520 4416 4560 4800 5040 , ,.� Proposed Scale 13840 -S4560 13840 Present Scale 13552 -'4272 13552 3984 4128 4272 4416 4560 3696 3840 3984 4128 4272 Tl4: $3840 x 144 -$4560 Proposed Scale 13840 -$4272 13840 3984 4128 4272 Present Scale 13552 -13984 13552 3696 3840 3984 Tl5: 13840 x 144 -'4272 Tl6: $3384 X 120 -3624// X 168 -$3888 Proposed Scale 13384 -$3888 $3384 Present Scale 13144 -13552 13144 3504 3624 3792 3888 3264 3384 - 3552 --------� , APPENDIX VI '• ,.
.

i Proposed Scale $3144 -$3624 13144 3264 3384 3504 3624 Present Scale 12904 -13384 12904 3024 3144 3264 3384 • Tl8.

$2808 x 144 -3528// x 144 -i3672 Tl7: $3144 x 120 -$3624 Proposed Scale 12808 -$3672 12808 Present Scale $2520 -13384 12520 2952 3096 3240 3384 3528 3672 2664 2808 2952 3096 3240 3384 � � .. .. , J I • ... ' � � -4 .as .i!- •.

l l, .. ).

4 #.
; - X VI APPEND/ TRANSPORT AND HARBOURS DEPARTMENT Tl9: $2806 x 14'4 -13528 Proposed Scale 12808 -$3528 $2808 2952 3096 3240 3384 3528 Present Scale 12520 -13240 $2520 2664 2808 2952 3096 3240 Tl9A& $2664 x 132 --13456 Proposed Scale 12664 -$3456 $2664 2796 2928 3060 3192 3324 3456 Present Scale $2400 -$3192 82400 2552 2664 2796 2928 3060 3192 T20: $2088 X 84 -2424//2568 X 144 -$3144 P�oposed Scale $2088 -$3144 $2088 2172 Present Scale $1920 -$2856 $1920 2004 2256 2340 2424 2568 2712 2856 3000 3144 2088 2172 2256 2340 2424 2568 2712 2856 _Proposed Sc�le 12088 -12712 $2088 2172 2256 2340 2424 2568 2712 T20: (Modified): $2088 x 84 -2424// x 144 -$2712 Present Scale 11920 -12424 11920 2004 2088 2172 2256 2340 2424 T2l: 12712 x 120 -S30T2 Proposed Scale 12712 -S3<Y72 12712 2832 2952 3<Y72 Present Scale 12472 -$�832 $2472 2592 2712 2832 l'roposed Scale $2712 -$2952 $2712 2832 2952 Present Scale 12472 -$2712 $2472 2592 2712 T21: (Modified): $2712" x 120 � $2952 ... ).,.
'f; TRANSPORT AND fIB_QURS_DEP_AfITM£�l T23: $2304 x 96 -2592//2760 x 120 -i3000 Proposed Scale 82304 -$3000 $2304 2400 2496 2592 2760 2880 3000 Present Scale $2112 -$2760 $2112 2208 2304 2400 2520 2640 2760 T24: $2112 x 96 -12592 .Proposed Scale $2112 -$2592 &2112 2208 2304 2400 2496 2592 Present Scale Sl920 -12400 81920 2016 2112 2208 2304 2400 T25: $1560 x 84 -1728//1836 x 84 -2088//2208 x 96 -S2592 Proposed Scale $1560 -$2592 $1560 1644 1728 1836 1920 2004 2088 2208 2304 2400 2496 2592 Present Scale $1560 -12400 $1560 1644 1656 1668 1752 1836 1920 2016 2112 2208 2304 2400 T26: $1056 X 72 -1488// X 84 -1656/1848 X 84 -2100//2256 X 108 -12580 .,...--r APPENDIX Vt '-D co Proposed Scale 11056 -$2580 Present Scale $1056 -$2364 1656 1848 1932 2016 2100 2256 2364 2472 2580 Sl056 1128 1200 1272 1344 1416 1488 1572 $1056 1128 1200 1272 1344 1416 1488 1572 1656 1680 1764 1848 1932 2040 2148 2256 2364 Proposed Scale 11560 -S2088 Present Scale 11560 -$1920 11560 1644 1752 1836 1920 2004 2088 11560 1644 1656 1668 1752 1836 1920 T27: $1560 x 84 -1644/1752/1836 x 84 -12088 Proposed Scale $1800 -12064 $1800 1896 1980 2064 Present Scale $1656 -$1896- 11656 1728 1812 1896 T28: 11800/1896 x 84 -$2064 ¢ � .... , �- _,,.� ... 4, \ lo ., ;, ,I.. � ,.. .. TRANSPORT AND HARBOURS DEPARTMENT T29: Sl200 x 84 -1620/1728/1896 x 84 -S2064 Proposed Scale Sl200 -S2064 '1200 1284 1368 1452 1536 1620 1728 1896 1980 2064 Present Scale Sl200 -$1896 11200 1284 1368 1452 1536 1620 1656 1728 1812 1896 T30: $1536 X 72 -11968 Proposed Scale Sl536
 -Sl968 '1536 1608 Present Scale Sl536 -$1824 '1536 1608 1680 1752 1824 1896 1968 1656 - 1680 1752 1824 APPENDIX VI \.0 \.0 - 100 - LIST OF MEMORANDA RECEIVED APPEND/ X VI I Commanding the British y, Poor Lav Collllltj.ssioners a.nd Sup erint�ndent, Guiana "folunteer Poree '.l!he Palms Health and Housing of Conmrunications and Yorks General of.
Prisons General of Labour, of Inland Revenue Commission Development of Local Government Essequibo Officer of Agriculture of Audit of Co-operative of Labour of Lands & Mines Director Director Acting Accountant Comptroller of Custans & Excise Commissioner Acting Commissioner Acting Collllllissioner Director of Geological Survey Commissioner of the Interior Headmistress, Bishops' High School Director of Drainage & Irrigation Chief Pi.re Officer CollDDissioner Permanent Secretary, Ministry Director of Education Permanent Secretary, Ministry Headmaster, Boys' School Chief Probation Commissioner of Police Officer Secretar Director Director of Posts & Telecommunications Acting Registrar Government Analyst Secreta;ry, Public Service Collllllissioner Chief Information Officer Attorney General Registrar of Deeds and Supreme Court Magistrates Acting Government Controller of Government Printing and Stationery Acting Principal, Principal, Conservator Acting Director of Public Works Licence Revenue Acting Clerk of the Legislature .Gen�ral Manager, ·Thej..r Lordships, Matron a.nd Principal Ear, Nose a.nd Throat Surgeon, Georgetown Hospital Radiographers, Georgetown Principal Matron, Subordinate Head Attendants, Ma.ha.ica Hosptial Central Committee B�itish Guiana Civil Service Professional Pederation British Guiana.
Teachers• .Association 1 Union British Guiana.

Postnasters Senior Prison Officers' .Association Subordinate and Administrative of Unions of Government &ployees of the Police Federation Association Queen1s Coliege of Porests 'Transport 'lhe Puisne Judges Employees, Bacteriological Sister Tutor, Georgetown Hospital Technical Institute Prison Officers' Association Sister Tutor, GeorgetOW"n & Harbours Department Statistician Mental Hospital Officer Hospital Hospital Department, Georgetown Hoapi t&l.
Officers' Association 101 APPENDIX VII LIST OF MEMORANDA RECEIVED Association Field Workers at Atkinson Field) Medical Guiana Labour Union (representing Association Guiana Land Surveyors' Guiana Branch, Society British Guiana Branch of the British British British Pilots Association British Specialists Government Dental Officers Engineers, and Medical Officers, Public Works, Guiana Regional Georgetown of British Drainage of Medical Technologists (W.I..} Hospital & Irrigation, cations & Transport & Harbours Departments Post Office -Telecommuni- Yorkers' Union Public Works, Pure Yater Supply & Sea Defence Lecturers, Government Technical Government Veteri:cc.ry Surgeons Chainnan, Board of Governors, Staff Association, Bishops' British Guiana Society of Masters Association High School of Architects & Mistresses Institute Government Technical Institute in Government Recognised·S econdary Staff Association, Department of Agriculture Schools 102 APPEND/ X VI I I LIST OF INTERVIEWS & Excise Officer & Yorks General & Irrigation Development of Prisons of Lands & Mines of Communications for Co-operative of the Interior Secretary, Ministry of .Audit of �ological Surveys of Posts & Telecommunications of Agriculture Director Director Director Director Director of Drainage Chief Fire Officer of Customs Comptroller Acting Conmissioner Director Commissioner Commissioner Permanent Acting Accountant Chief Probation Permanent Secretary, Ministry of Labour, Health & Housing Government Analyst Acting Registrar General Acting Commissioner Secretary, Conservator Acting Princtpal, Technical .Attorney GenJral of Public Works Acting Director cian Acting Government Statisti Secretary, Chief Informa,tion Cormnissioner Director Officer Commissioner General Manager, Transport & Harbours Department Officer of Inland Revenue and Deputy Director Corrmanding of Labour Public Service Commission Poor Law Commissioners & Staff Officer, of Education & Superintendent, Volunteer of Forests Institute of Police Force �.
'lhe Palms Local Government �partment Commissioner & Deputy Commissioner, • Association Prison Officers' & .Administrative Guiana Postmasters' Union Acting Clerk of the Legislature of the Senior Prison Officers' Representatives of the Subordinate Representatives of the Professional Representatives of the British Representatives of the Pilots Association Representatives of the Central Committee of the Police Federation Representatives of the British Guiana Land Surveyors' Representat'ves of the Brjtish Guia.na.
Civil Service Association Representatives of the Br�tish Representatives Specialists & Medical Officers, Georgetown Representatives of the Federation Representatives of the British Guiana Labour Union Hospital of Unions of Government &nployees Guiana Teachers• of British Guiana Association Officers' Association Association Association