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The following is issued on behalf of the Hospital Authority:
The Hospital Authority today (September 4) announced a proposal on new starting salary structures for the nursing, allied health and other non-clinical staff groups, after communications with Staff Consultative Committees of various staff groups.
The salary for these staff groups employed at entry ranks since April 2000, will be adjusted. In broad terms, new entry pay for the ranks concerned will be raised by two or three points starting from October 1, 2007. For existing staff whose pay is below the new entry pay point as at implementation date - their pay will be raised to the new entry pay point. For those whose pay is already on or above the new entry pay point as at implementation date - they will be granted one extra pay point subject to the maximum of the respective pay scale of the rank.
These generally follow the approach used in civil service "normal conversion" exercise for starting salaries. The new salary structures for the three groups are listed in the attachment. Subject to the approval of the Hospital Authority Board, the new salary structures would be implemented with effect from October 1, 2007.
Chief Executive of the authority Mr Shane Solomon said that in developing these proposals, the authority has taken into consideration the recent grade review exercise results, civil service pay package equivalents, recruitment and retention difficulties, fairness and affordability of the authority.
He expressed his appreciation to the representatives of nursing unions, allied health unions and non-clinical staff groups involved in working out this final proposal. "While I am aware that the arrangements proposed above will not satisfy all concerned, I would like to appeal for your understanding that this is the best the Hospital Authority is able to do right now," he said.
To address the high turnover in nurses and as a token of recognition and encouragement, an additional increment will be given to nurses who joined the authority between June 15, 2002, and December 31, 2005, and have worked for five full years of service.
"The authority will develop a new ward workload standard to address the nurses' concern on excessive nursing workload, which will eventually lead to a more standardised nurse patient ratio across the authority. In the interim, adding of clerical and support staff will help relieve the nursing workload. Of course, the medium-term solution is to train and employ more registered nurses," Director of Cluster Services Dr Cheung Wai-lun said.
The authority is also committed to enhancing the career development and training for nurses and allied health staff. Among the 20 disciplines in allied health, a pilot programme has started to develop a new career structure in Diagnostic Radiographer, Occupational Therapist and Physiotherapist grades in 2007-08.
"On the training front for allied health, a three-year structured programme was launched in April for new recruits, and the Institute of Advanced Allied Health Studies was established in July to strengthen the professional development of more experienced staff," Dr Cheung said.
"For non-clinical staff, grade review exercises are in progress for the finance and information technology staff to shape for them a new career structure with better progression opportunities and clear delineation of responsibilities. Training needs and platforms for supporting staff are also under constant review to develop suitable care-related training programmes for interested staff," Head of Human Resources Mr David Rossiter said.
"I want to assure all colleagues that this starting salary change for the nursing, allied health and non-clinical staff groups is just an initial step to respond to the long-standing problems. We will do our best to act in the interest of authority colleagues. I look forward to joining with colleagues to shape a better working environment for all," Mr Solomon said.
Ends/Tuesday, September 4, 2007
Issued at HKT 12:19
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