The SPA aims to provide officers with an independent and reasonable 'Police Pay Scale PPS' recognizing and compensating officers for their contribution and professional uniqueness in Hong Kong. Whilst we have the PPS it is not properly distinguished from the rest of the civil service or disciplined services. The special factors of policing, that distinguishes the service from other disciplined services have as yet not ben fully remunerated and this is an outstanding issue from the latest Grade Structure Review (2008/9)and adjustments passed through LeGco Finance Committee on 4th Decmeber 2009.

The Police Force Council Staff Side continues to have concerns for the recruitment , retention and morale of police staff and the loss of experience is an issue that is expected to cause concern from 2010 to 2013. The attractiveness of a police career needs to be maintained and this requires adjustments and further reviews to assure 'Fair and reasonable Pay ', one of the key pillars in the force's strategy on recruitment and retention.

The Staff Side considers there is broad support for a well motivated Police force supported by a proper career structure. We will continue to press the SAR government on the issues that remain outstansing after the GSR results in 2009.

We appreciate that any discussion on pay and conditions with the Administration is intrinsically tough. Our view an unnecessarily slow process but one that is essential to quality policing of Hong Kong.

The Police hold a unique position in our community to maintain stability and assure the rule of law , where there must be universal access to professional police services.

Police Pay has been unnecessarily and successively cut in 2002, 2004 and 2005.There has been a further pay cut in 2009 ( -5.38%). The fact such cuts are legislated have had a damaging affect on police morale. The Police Force Council Staff Side considers there is a need for a more stable system for the civil service pay adjustment mechanism , one that can implement a pay freeze in any year when the indicators point to a negative pay adjustment and then offset such in subsequent years when pay adjustments return to positive indicators. The damaging effect on staff morale of any negative adjustment needs to be considered.

Chairman SPA

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