PROVINCE OF BRITISH COLUMBIA Civil Service Commission REPORT FROM JANUARY 1st TO DECEMBER 31st 1952 VICTORIA, B.C. Printed by Don McDiarmid, Printer to the Queen's Most Excellent Majesty 1953 To His Honour Clarence Wallace, C.B.E., Lieutenant-Governor of the Province of British Columbia. May it please Your Honour: The undersigned respectfully submits the Report of the Civil Service Commission, Province of British Columbia, from January 1st to December 31st, 1952. WESLEY D. BLACK, Provincial Secretary. Victoria, B.C., January, 1953. The Honourable Wesley D. Black, Provincial Secretary, Province of British Columbia. Sir,—In conformity with the provisions of section 7 of the " Civil Service Act" (chapter 51, "Revised Statutes of British Columbia, 1948"), I have the honour to submit herewith the Report of the proceedings and work of the Civil Service Commission from January 1st to December 31st, 1952. I have the honour to be, Sir, Your obedient servant, H. M. MORRISON, Chairman, Civil Service Commission. Victoria, B.C., January, 1953. CIVIL SERVICE COMMISSION Chairman: Hugh M. Morrison. Member: J. V. Fisher. Administrative Assistant: A. Partridge. PERSONNEL STAFF Chief Personnel Officer: R. L. W. Ritchie. Classification Officer: A. G. Richardson. Personnel Officer, Vancouver: S. B. Williscroft. Personnel Officer: J. Meryl Campbell. Personnel Assistant: D. J. Slader. CLERICAL STAFF Miss M. Dixon. Mrs. G. Brule. Mrs. G. Knott. Miss P. Hearle. Miss J. McCuaig. Miss D. Thorpe. Miss E. Wood. Mrs. C. A. Evans. Mrs. M. Yole. Miss W E. Brown. Mrs. M. Dempster. Miss E. L. Christie. Miss D. Claydon. Miss S. Duckworth Mrs. M. Ross. Miss B. Meyers. Miss J. Olafson. Miss M M. Dewar. Vancouver Office Mrs. M. M. Young. Miss P. C. MacDonald. CONTENTS Report of the Civil Service Commission Report of the Chief Personnel Officer __. Report of the Classification Officer Page . 9 . 15 . 17 Report of the Personnel Officer, Vancouver 18 Appendix A.—Order in Council—Regulations re Leave of Absence 20 Appendix B.—Order in Council—Regulations re Salary Revisions 20 Appendix C.—Statistics 21 Report of the Civil Service Commission Pursuant to Section 7 of the " Civil Service Act," from January 1st to December 31st, 1952 The year 1952 was one of full activity for the Civil Service Commission and its staff. During the year there were indications of the developing of a period of stability, which possibly will afford a reduction of time spent on recruitment, wage, and position classification questions, and an increase in time for the management problems of staff size, efficiency, and training. Staff turnover remained heavy, although not as great as in 1951. In-service promotional procedures and competitions imposed a heavy burden on the Selection Division of the staff of the Commission. Particularly during the first half of the year, salary and classification negotiations and subsequent salary adjustments occupied a great deal of the time of the Commission's Classification Division and also the Administrative and Records Division. The Commission held frequent meetings throughout the year, and, in addition, each member reviewed numerous reports for final consideration and disposal. From time to time, representatives of various employee groups, and departmental officials, were heard on matters covering a wide field of conditions of employment, salaries, and position classification. SIZE OF CIVIL SERVICE During the year the enrolment in the Civil Service rose from 7,994 to 8,543, an increase of 549 or 6.8 per cent (see Table I, Appendix C). Much of this increase was due to the expanding of services in Government institutions, particularly in hospitals. The opening of the Pearson Tuberculosis Hospital in Vancouver accounted for 197 of the 594 increase. In addition, a comparison of the enrolment in the two years 1951 and 1952 shows that there were 101 more temporary civil servants in 1952 than in 1951. An analysis, giving type of appointment and enrolment in each department of Government, is given in Table III, Appendix C. It should be noted that the figures given in this tabulation are as at December 15th and not December 31st. This fact explains why the grand total is 8,558, and not 8,543 as in Table I, which gives figures up to December 31st. This Commission wishes to restate its belief in the desirability of the establishment of a division the duties of which would be to review constantly departmental establishments and staffs for the purpose of achieving the greatest efficiency possible, consistent with service to the public. Such a division, composed of technicians trained in management procedures, would examine organizations and work procedures, would be available to advise and assist departments, and would afford independent advice to the Government or Treasury Board when proposals are made for increase of staff. In connection with the above comments, the following paragraph is reproduced from last year's Annual Report:— " This type of work essentially is management engineering, and requires trained personnel for the achieving of the greatest results. We are convinced that economies could be achieved, particularly by instituting systems of work simplification in such large operations as hospitals, institutions, and big accounting systems. It is obvious, as stated in previous reports, that there should be a division on organization and methods, headed by a competent and experienced management engineer. Such a division would operate in co-ordination with the present Classification Division, and its members (probably two HH 10 BRITISH COLUMBIA technicians) would constantly operate in the field. Also, it would give the Commission greater technical support when advising the Government in connection with section 15 of the ' Civil Service Act.' " Even without an Organization and Methods Division, the Commission, through its Classification Division and with the fullest co-operation from the respective departments, actually has effected staff economies, with the elimination of forty-six positions throughout eleven departments. We also would refer to the Classification Officer's report, where, in addition to the eliminations mentioned above, he credits, due purely to classification determinations, an approximate financial saving for the year of $20,000, and for all services of his Division, including establishment surveys, he estimates for the year a saving close to $100,000. This Commission feels that if the expenditure of such money can be avoided through the efforts of a heavily worked Classification Division, immeasurably greater expenditures could be avoided if a division, specifically set up for the purpose, were established and staffed with technical personnel qualified in management procedures. RECRUITMENT AND PERSONNEL SERVICES Appointments and Recruitment Rate During the year, 2,468 new (that is, probationary and temporary) and confirmed permanent appointments (that is, employees who have successfully completed probationary periods in 1952) were made to the Civil Service (see Table II, Appendix C). There were 1,992 separations between January 1st and December 31st, 1952, as against 1,963 separations in 1951 (see Table VII, Appendix C). In the same period 1,047 gained permanent appointment to the Service (see Table VI, Appendix C). This latter figure includes probationary appointments carried over from some of the 1,191 probationary employees appointed in 1951. Of the 2,468 new appointments, 1,417 were probationary and 673 were temporary (see Table II, Appendix C). Thus, by adding the number of probationary appointments (1,417) and the number of temporary appointments (673), it is possible to arrive at the number of actually new appointments made during the year, which was 1,417 plus 673 equals 2,090, being 24.5 per cent of the total enrolment of 8,543 as at December 31st, 1952. This 24.5-per-cent recruitment rate for 1952 is fairly high, and it continues the upward trend since 1950. Year Recruitment Rate Year Recruitment Rate 1947. 37.0 1950 18.5 1948 31.7 1951 22.4 1949 23.6 1952 24.5 Of the total number of temporary and probationary male appointments made during the year and still on staff as at December 15th, 51.9 per cent were veterans with war service. This is comparable with 55.5 per cent for the previous year. Year Total Number of Male Initial Appointees Number of Veteran Appointees Percentage of Veteran Appointees 1951 542 616 301 320 55.5 1952 51.9 In respect to the total Civil Service enrolment, the percentage of males with war service now stands at 60, a decline of 1 per cent since 1951 (see Table XIII, Appendix C). SEPARATIONS There were 1,992 separations from the Civil Service during the year. An analysis, according to departments, is given in Table VII, Appendix C. Fifty-eight Civil Servants CIVIL SERVICE COMMISSION REPORT HH 11 were superannuated, and, in accordance with the " Civil Service Act Amendment Act, 1946," retiring-leave payments to thirty-one persons were made, a total of $25,986. Resignations amounted to 1,665; deaths in the Service, 20; dismissals, 53; completion of temporary appointments, 146. The Chief Personnel Officer's analysis of the reasons for staff turnover (see page 16) indicates no divergence from normal trends. It is interesting to note that of the total number of separations, 43 per cent occurred in Government institutions and 51 per cent were clerical workers in all departments. This relationship is a rough approximation to the enrolment relationship of these two great groups in the Service. Evidence of screening during probationary periods and of disciplinary action is to be found in the following figures, as reported for the year (1951 figures are given in brackets):— (1) Number of Civil Servants whose probationary periods were extended 68 (43) (2) Number of Civil Servants who were suspended from duty, but not dismissed 8 (12) (3) Number of Civil Servants who were dismissed 53 (66) Here is proof that the Civil Service is no haven for the weary or the lazy. GENERAL ELIGIBILITY EXAMINATIONS General assembled stenographic, clerical, and junior draughting examinations for the establishment of eligibility lists in the junior classifications were held eight times during the year in Victoria, in addition to constant smaller and individual examinations in the Commission's office. In Vancouver it again was found impossible to maintain lists for a reasonable period of time. Hence, applicants were examined constantly in the Commission's Vancouver office. Interior points were served through the never- failing courteous assistance of Government Agents, who, when necessary, conducted examinations. The Chief Personnel Officer, in his report, states that in the Victoria centre the total number of applicants who were examined in these junior written examinations amounted to 1,087. Of this number, 698 or 64.2 per cent (as against 67 per cent in 1951 and 71 per cent in 1950) qualified. In the Vancouver area, 290 persons were examined, of which 211 or 72.7 per cent (as against 88 per cent in 1951) qualified. PROMOTIONAL POLICY The policy of employee promotion, giving priority to employees within the Service, provided they are judged fully qualified in all respects, was faithfully adhered to throughout the year. Procedures and coverage in posting or advertising of vacancies were restudied and reorganized, with satisfactory results. Promotional panels are almost continuously in action. These panels are composed of representatives of the department or branch concerned and the Civil Service Commission. Such panels also sit and examine applicants from outside the Service. In short, there is a constant search going on to obtain the best qualified personnel for the conducting of the public business of the Province. The work entailed in this procedure has placed a very heavy load upon the Recruitment Division and the Vancouver office. In order to ensure against unnecessary work, some procedures have been stream-lined and others are being studied with the same aim in view. As shown in the Chief Personnel Officer's report, 396 vacancies were posted, of which 280 or 82 per cent of those filled were filled within the Service and 62 or 18 per cent of those filled were from outside the Service. HH 12 BRITISH COLUMBIA IN-SERVICE TRAINING The usual training courses, conducted by the various departments and referred to in previous Annual Reports of this Commission, were continued throughout the year. In addition to the formal departmental courses, some departments conduct annual or biennial conferences of their key field personnel. Personnel Officer Miss J. Meryl Campbell, in addition to her heavy recruitment duties, managed to extend her intensive supervisory training courses. The Chief Personnel Officer reports that 317 personnel of supervisory capacity benefited from these courses. It will be noted that they have been extended to the larger centres in the Interior of the Province. The Commission is pleased to report that these courses are well received by the participants, and have evoked very favourable comments from various departmental officials. It also might be noted that personnel officers appointed to various departments spend about two weeks solely with Civil Service Commission officials in order to become familiar with procedures. THE VANCOUVER OFFICE The work load on this office continues to grow. The staffing of the new Pearson Tuberculosis Hospital greatly accentuated this trend. The report of Personnel Officer Williscroft (see page 18) shows that there were effected through his office 952 appointments, in comparison to 640 in 1951 and 495 in 1950. If this trend continues or maintains present levels, the appointment of a specially trained interviewer in this office may become necessary. The matter is under consideration, as it is obvious that relief in some form may have to be found. The Personnel Officer in charge, as stated in his report, also assists the Classification Division in position and organization investigations, as well as performing innumerable other personnel services to the offices and institutions in his area. This is as it should be, because, by such functioning, he acts as a liaison officer between the Commission and Civil Service operations on the Mainland. The Vancouver office is in urgent need of new quarters. Its operations have expanded much beyond the present three undersized offices. It is to be hoped that the new quarters in the old Workmen's Compensation Building, promised by the Public Works Department, will be ready in the near future. CLASSIFICATION AND SALARY PLAN The Classification Officer's report indicates that this Division had another busy year. The total number of official reviews amounted to 811. This may be compared to 977 in 1951, 697 in 1950, and 874 in 1949. It therefore is obvious that the function of position-classification reviews is a constant process. It is the best-known device to date towards maintaining employee morale, by assuring the employee that there is a constant guard against salary discrimination. The Classification Officer observes in the second paragraph of his report that more salary briefs from groups, other than the B.C. Government Employees' Association, had to be dealt with than in former years. Studies of such briefs, of course, had to be correlated with the studies being done in respect to the negotiations being conducted between the Government and the B.C. Government Employees' Association. Resulting from these negotiations, this Commission was requested by the Government to give the entire salary situation study, and, as a result, to formulate a report with recommendations. Such was done, and the Commission's recommendations were adopted. The entire cost-of-living bonus was incorporated into salary (see Appendix B for reproduction of Order in Council No. 1302/52); a general increase of 5 per cent was granted; further increases were made in the upper brackets in order to compensate CIVIL SERVICE COMMISSION REPORT HH 13 for the dollar deterioration which affected these salaries through the impact of the maximum feature of the former cost-of-living bonuses, and also in order to bring these salaries more in line with industrial salaries; and similar further increases were given many beginning and intermediate levels, such as hospital personnel grades and steam engineers, so as to bring them in line with prevailing outside salaries. Thus, as of April 1st, 1952, the Civil Service salary structure was again brought into general line with the economic cost-of-living index, salaries being set at 187.7 per cent of 1939 as against an index of 189.1. Incorporation of the cost-of-living bonuses brought a corresponding change in the salary plan. As of December 15th, 1952, the average salary paid to Civil Servants was $244.19. This should be compared with the average salary of all wage earners in the Province which, as reported by the Dominion Bureau of Statistics, was $60.29 per week or approximately $260 per month. DEPARTMENTAL ESTABLISHMENTS The Classification Officer also stresses the fact that his Division has been able to give more time to study staff organization and procedures. This, together with classification work, has undoubtedly effected financial savings. Comment already has been made on the importance of this work and its great possibilities. SICK AND SPECIAL LEAVE During the period October 1st, 1951, to September 30th, 1952, a total of 50,905 days' sick-leave were granted, 40,089V_: with pay and 10,815Vi without pay, an average of six days per Civil Servant enrolled as at the latter date (see Table IV, Appendix C), as compared with the average for the previous twelve-month period of 6.2 days. Not included in this total is sick-leave granted under the Workmen's Compensation Board and Department of Veterans' Affairs, some 203 cases. Fifty-one employees are on leave of absence serving with units of Her Majesty's Forces, under the provisions of Orders in Council Nos. 2223/50 and 2857/50, and two Civil Servants are serving with United Nations organizations in the Far East. Thirty-five were granted leave during the year for the purpose of training with Reserve units of Her Majesty's forces or to take officers' training courses. Special leave for further training and study, some with the assistance of Federal health grants, was granted to thirty-four employees. The delegation of the recording of routine sick-leave to the various departments, as from October 1st, 1951, is continuing to function very satisfactorily. By Order in Council No. 741/52 (see Appendix A), regulations were made pursuant to section 60 of the " Civil Service Act " governing the granting of leave of absence to Government employees for training with the Reserve forces. GRIEVANCES No formal grievances were heard during the year, although personnel work between all concerned prevented some grievances from becoming formal ones. Decision negative to the employee presenting the grievance was rendered in respect to one heard in 1951 and mentioned in the 1951 Annual Report. No appeal of the decision was made. RECORDS AND IMPLEMENTATIONS The outstanding work of the clerical staff during the year was the fast and efficient dispatch of the necessary changes in all the employee records caused by the change in pay plan. This was the second successive year such a change was faced and mastered by the staff. HH 14 BRITISH COLUMBIA EMPLOYEE RELATIONS Relations with the various employee associations continue on a high plane. The doors of this Commission continually are open to their representatives and also to individual employees who seek advice and guidance. The Commission is happy to record that some Interior centres were visited officially, marking a resumption of this important part of its employee relations. In June, the Chairman visited the following Government centres: Lillooet, Clinton, Williams Lake, Prince George, and, shortly afterwards, Dawson Creek and Fort St. John. In all these centres he met with practically all employees; assisted in solving some personnel problems; and discussed and studied organization with all senior key officials. Such visits not only are welcomed by the officials and employees but also are impressive and instructive to this Commission and its staff as affording an opportunity of gaining greater understanding of the many problems faced by Civil Servants in the fore ranks of serving the people. Upon the whole, the Chairman is impressed by the loyalty and fine service rendered by these officials and their staffs. As already mentioned, Miss Campbell spent a week in Nelson and a week in Kamloops in connection with her supervisors' training course. CO-OPERATION WITH UNITED NATIONS TECHNICAL BRANCH At the request of Ottawa officials, the Commission, with your consent and full accord, was pleased to welcome R. E. Mais, Establishment Officer, Government of Jamaica, in connection with a fellowship from the International Economic and Technical Co-operation Division of the United Nations. This Commission was honoured to be thus chosen for study. Mr. Mais studied for a month the public personnel system as administered by this Commission. ACKNOWLEDGMENTS The Commission wishes to express its appreciation of the co-operation given in its work by the various departments of Government, by Federal and Provincial Civil Service Commissions, and by various other Government officials. The great and continuing assistance rendered by Government Agents in conducting local clerical examinations again is noted with thanks and appreciation. Finally, the Commission desires to express to each member of its technical and clerical staff appreciation for the usual and never-failing efficient and loyal support. CIVIL SERVICE COMMISSION. H. M. Morrison, Chairman. J. V. Fisher, Member. CIVIL SERVICE COMMISSION REPORT HH 15 REPORT OF THE CHIEF PERSONNEL OFFICER, R. L. W. RITCHIE, B.A. 1. Recruitment In accordance with policy, the majority of positions above " beginning levels " are filled by internal competition and promotion, as indicated in the following table: — Per Cent Number Filled Positions posted in 1952 396 Positions filled by in-service appointments 280 82 Positions filled by outside appointments 62 18 Positions posted but not yet filled 54 Constant attention is being given to the improvement of the promotional policy to expedite appointments. Delay occasionally is encountered in issuing notices of vacancies and in holding of panel examinations, and certain suggestions for the modification of the programme have been discussed with the Employees' Association, which suggestions now are under review. Generally, however, the promotional policy is functioning effectively in offering opportunities for advancement to the Civil Servants, and by careful selection providing well-qualified persons for job vacancies. Eligibility lists are being maintained, where practicable, in classifications where appointments are frequent. 2. Examinations The number of persons who were examined and who qualified in the Victoria area were as follows:— Classification Number Number Examined Qualified 2S1 197 291 200 247 111 79 43 136 105 53 42 1,087 698 Per Cent Qualified Junior Clerks, Grade A . Clerks, Grade l_ Typists . Stenographers, Grade lA- Stenographers, Grade 2 _ Junior Draughtsmen, Grade A . Totals 70 69 45 54 47 79 64.2 3. Training The intensive course in supervisory training was continued under the direction of Miss J. M. Campbell, Personnel Officer, during the year, and was extended to include supervisors in the Interior of the Province. The following number of supervisors attended the lectures during 1952:— Department Location Number Attending Victoria _ . Kamloops .Nelson Finance Finance Finance Forest Service Victoria Forest Service Vancouver.__ Forest Service Kamloops .__. Forest Service Nelson Welfare Vancouver... Welfare Kamloops.___. Welfare Nelson Health Nelson Health Kamloops ... 44 8 9 67 44 26 18 12 6 3 2 2 HH 16 BRITISH COLUMBIA Department Location Number Attending Health Tranquille 21 Agriculture Kamloops 3 Agriculture Nelson 4 Labour Kamloops 1 Labour Nelson 1 Public Utilities Kamloops 2 Public Utilities Nelson 2 Public Works Kamloops 8 Public Works Nelson 13 Attorney-General Kamloops 11 Attorney-General Nelson 10 Total...: . 317 The Civil Service Commission has assisted in training Personnel Officers for the Forest Service, Public Works Department, and Division of Tuberculosis Control, Health Branch. 4. Staff Turnover The following is an analysis of staff separations recorded during the past two years (complete records are not available prior to 1951):— Reason for Separation 1951 1952 To further education 13 14 Marital status 15 17 Moved from job locality 14 14 111 health 8 7 To accept other employment 20 19 Services unsatisfactory, dismissed, etc 17 10 Miscellaneous reasons or unknown 13 19 Totals 100 100 It may be noted that there has not been a significant change in this distribution since 1951, indicating that the causes of turnover are in keeping with normal expectations. The majority of those seeking to further their education consists of hospital employees entering nursing training. The number leaving to accept other employment was higher in the first half of 1952, perhaps a seasonal indication, although as previously these are distributed over a variety of classifications and there is no evidence of marked causes of dissatisfaction. Of the total number of separations, 43 per cent occurred in the Government institutions and 51 per cent were clerical workers in all departments. 5. General As a staff service agency, an important function of the Personnel Division is in assisting departmental officials in problems of personnel administration, supervision, interpretation of policy, etc. Employee counselling is offered on an informal basis and harmonious staff relationships are being sustained. This Division is conscious of its special responsibility toward the general public and has offered service and assistance to the utmost of its powers. Acknowledgment is again made of the close co-operation of the Department of Veterans' Affairs, the National Employment Service, and the Workmen's Compensation Board. CIVIL SERVICE COMMISSION REPORT HH 17 REPORT OF THE CLASSIFICATION OFFICER, A. G. RICHARDSON, M.A. . During 1952, the Classification Division continued to carry out reviews of individual positions and classifications throughout all departments of the Civil Service. Some improvements were made in the methods of evaluating positions and more numerous contacts were made with other organizations for purposes of receiving information concerning their methods of evaluation and salaries paid. The actual number of reviews is indicated by department on Table XV, Appendix C, and this requires no further elaboration. The table does not include reviews made of twenty-four positions in the Liquor Control Board. The year differed from previous years in two respects—the larger number of briefs received from separate groups of Civil Servants, in addition to the request for an over-all increase in salaries received from the B.C. Government Employees' Association, and a more concentrated effort to control the establishment of new positions in the various departments of the Government. In the case of the former, separate briefs were received from ten different groups, which were studied and analysed, often involving several meetings with the spokesmen for the group. As a result, revisions in salaries were made over and above the general increase to five groups, whereas it was considered that the remaining five groups were adequately compensated as a result of the general increase. The control of increases in establishments was given more attention during the year. This involved exhaustive studies of requirements, organization, and the methods utilized by departments to determine staff requirements. Generally the departments co-operated in supplying information necessary to analyse their staff requirements and were willing to try arrangements designed to economize in staff. Often these reviews resulted in a complete study of establishment and methods of delegating duties, including shift arrangements. Establishment studies were completed for eight sub-units. During the year, departments requisitioned for the classification and filling of forty-seven new positions. After investigation by the Classification Division and with the concurrence of the departments concerned, this number was reduced to twenty-seven. In addition, there were twenty-seven requests for replacements which, upon investigation, were not made. The classification schedules were amended during the year, in that thirty positions were deleted and nineteen positions added, a net result of eleven less positions indicated in the schedules. These were absorbed in other classifications or eliminated entirely. The major salary revision approved by the Government succeeding representations made by the B.C. Government Employees' Association resulted in a complete change of Civil Service pay plan. The revision incorporated all cost-of-living bonuses, approved a general over-all increase of 5 per cent, and approved additional increases to higher-level positions. The entire pay plan was recalculated according to a definite plan, and all positions in the higher levels were reviewed separately for placement in this new pay plan. The results required new notices of appointment to be issued to all Civil Servants. During the last five months of 1952, records were kept to give some indication of the actual financial saving made by this Division on classification reviews. The detailed list appears in Table XVI, Appendix C, for this period, and it is estimated that for a full fiscal year savings of $20,000 are effected by classification reviews alone. The reviews of establishments, which involve the critical analysis of all requisitions for new positions and replacements, have resulted in savings of approximately $45,000, indicated in the list of new positions requested and not filled, and approximately $38,000 in replacements requested and not made, a total of approximately $83,000 for a full year. In addition, there are other items of savings which might be included in administration and bargaining procedures, but these are difficult to determine. For example, a group of employees may ask for increases considerably higher than those finally agreed upon, which is a type of saving resulting from work performed in this Division. The total estimated savings listed in the attached tables amounts to approximately $100,000 for a full year, which, of course, carries on from year to year. HH 18 BRITISH COLUMBIA REPORT OF THE PERSONNEL OFFICER, VANCOUVER S. B. Williscroft, B.A. During 1952 the main activities of the office concerned: — (1) Recruiting clerical and institutional personnel. (2) Assessing positions for classification purposes. (3) Acting on promotional panels. (4) Investigating complaints made by personnel. (5) Conducting departmental organizational surveys. (6) Providing information to Government officials and personnel and to the public regarding provisions of the " Civil Service Act" and its regulations. Greatly increased activity was experienced in recruiting personnel, as 952 appointments were processed compared with 640 in 1951 and 495 in 1950. A summary showing the distribution of these appointments by position classification is shown on Table XIV, Appendix C. The work of this office in recruiting staff for the Division of Tuberculosis Control was assisted considerably as a result of the employment of a divisional personnel assistant. This official arranges interviews between candidates for employment and the supervisors concerned and generally absorbs much of the detail work involved. A recent change was instituted also in the method of processing Civil Service appointments made on the Mainland, which has the effect of reducing the amount of stenographic and clerical work performed in this office and in speeding up the formal implementation of the appointments. Prior to November last, requisitions for appointments were forwarded to this office and subsequent referral notices were returned here. These were then processed and forwarded to the Victoria office of the Civil Service Commission for finalization. Investigations disclosed that this procedure appeared to foster delay in the implementation of appointments; it required the exchange of a considerable amount of unnecessary correspondence; and it resulted in the maintenance of numerous dependent files. Accordingly, a new system was inaugurated whereby the requisitions are retained in the Victoria office of the Civil Service Commission and the referral notices are returned to that office directly by the department concerned. Such a system ensures that department officials are made aware of staff changes and make it their responsibility to advise the Civil Service Commission of them without delay. To date, the system has functioned satisfactorily. It has decreased the amount of correspondence and filing in this office; it has accelerated the implementation of appointments in most cases; and it has provided a good means of determining which departments have contributed to the delay in implementing appointments in the past. During 1952, this office assisted the Classification Officer by reviewing a total of forty-one positions concerning individuals who made requests to have their positions reviewed. In addition, fourteen surveys were conducted in regard to office organizations. It is a pleasure to report that no dismissal actions were investigated during the year and that only two contemplated suspension cases required attention. The present promotional policy resulted in an increased work load in the past year, as 198 competitions closed in this office. These competitions, involving the initial screening of applications, arranging for selected candidates to appear before panels, and, in many cases, subsequently transferring and replacing personnel, have become one of the most time-consuming functions. Coupled with these competitions are the promotions affecting the staff of the Provincial Mental Hospitals, which, during 1952, involved approximately seventy positions on the Mainland. These promotions are handled by a permanent panel, of which your Personnel Officer is a member, and, again, it is gratifying to note that no grievances have resulted from its administration. This office has continued to receive most satisfactory co-operation from the Hospital Insurance Service in the use of its teletype facilities during 1952. Partly as a result of this relationship, it has been possible to provide local Government officials with speedy CIVIL SERVICE COMMISSION REPORT HH 19 assistance regarding staff matters that has allowed them to settle personnel problems without the disruption of good relations that often accompanies such situations. The in-service training courses instituted on the Mainland during 1951 were continued during the past year, and their effectiveness has been reflected by an increasing number of supervisors displaying an active interest in the organization of their staff. As such interest no doubt will result in a more efficient use of personnel, it is hoped that the courses will continue. It is anticipated that during the spring this office will be moved to a new location, which will provide facilities that are badly needed to handle the increasing number of applicants for Civil Service employment. At present, restricted quarters have hindered the proper administration of this function. However, all persons employed in stenographic and clerical positions have been subjected to standardized examinations and their selection has been made on a merit basis. When larger quarters are procured, it is planned to expand the examination system to include as many of the tradesmen positions as possible, as it is felt that, when used in conjunction with personal interviews, such will allow for greater selectivity in placement. HH 20 BRITISH COLUMBIA APPENDICES APPENDIX A Order-in-Council—Regulations re Leave of Absence To His Honour the Lieutenant-Governor in Council: The undersigned has the honour to report that the Civil Service Commission, constituted under the " Civil Service Act," has made regulations pursuant to section 60 of the " Civil Service Act " governing the granting of leave of absence to the Provincial Government employees for training with the Reserve Forces, a copy of which resolution and regulations are attached hereto: And to recommend that the said regulations be approved. Dated this 1st day of April, a.d. 1952. WM. T. STRAITH, Provincial Secretary. Approved this 1st day of April, a.d. 1952. E. T. KENNEY, Presiding Member of the Executive Council. Resolution Passed by the Civil Service Commission Pursuant to Section 60 of the " Civil Service Act " Resolved that the regulations attached hereto governing the granting of leave of absence to Provincial Government employees for Reserve Forces training be made by the Commission, pursuant to the provisions of section 60 of the " Civil Service Act ":— (1) Where a Provincial Government employee is required to take annual training with Her Majesty's Reserve Forces, leave of absence may be granted on the following basis:— (a) Special leave may be granted without pay; provided, however, that, where it is certified that the pay and allowances granted by Her Majesty's Reserve Forces are less than the remuneration ordinarily received from the Provincial Government, the employee may be paid the difference between the Reserve Forces pay and his Provincial Government remuneration. (b) Where a Provincial Government employee takes the annual Reserve Forces training during his annual vacation leave, he may, during such annual leave, be paid his full remuneration from the Provincial Government in addition to any pay and allowances received from the Reserve Forces. (2) Where a Provincial Government employee makes application to take a prescribed course of training for the purpose of qualifying for a higher rank in the Reserve Forces, special leave for the purpose may be granted, such special leave to be without pay. (3) That any leave to be granted, pursuant to sections 1 and 2 of these regulations, shall be subject to the approval of the Deputy Minister of the department concerned. APPENDIX B Order in Council—Salary Revisions To His Honour the Lieutenant-Governor in Council: The undersigned has the honour to report that Order in Council No. 1643, approved July 13th, 1951, made provision for the payment of a cost-of-living bonus to employees of the Provincial Government, the table of rates attached to the said Order being made to apply effective April 1st, 1951: And that it is proposed to include the said cost-of-living bonus within the basic salary or salary range for each position: And further that it is proposed to revise the classification schedules of the Civil Service by rescinding the existing Schedule of Salary Ranges and substituting therefore Schedule 1, as attached: The undersigned therefore has the honour to recommend that, pursuant to the provisions of the " Civil Service Act," Schedule 1 attached hereto, being the revised Schedule of Salary Ranges, which includes the aforesaid cost-of-living bonus and certain increases, be made to apply, effective April 1st, 1952, and the " salary reference number " shown opposite each position in the Classification Schedules J CIVIL SERVICE COMMISSION REPORT HH 21 shall apply to the respective position in the revised Schedule of Salary Ranges; provided, however, that the positions shown in Schedule 2, as attached, shall take the " salary reference number " as listed: The undersigned has the honour to recommend further that the aforesaid general revision, made effective April 1st, 1952, which incorporates the cost-of-living bonus with salaries, together with the percentage increase granted in addition to such incorporation, also shall apply to all Provincial Government employees heretofore entitled to the cost-of-living bonus, whose positions do not form part of the Civil Service classification schedules. Dated this 30th day of May, a.d. 1952. W. T. STRAITH, Provincial Secretary. Approved this 30th day of May, a.d. 1952. W. T. STRAITH, Presiding Member of the Executive Council. APPENDIX C—STATISTICS Table I.—Enrolments in the Civil Service from 1933 to December 31st, 1952 Year Enrolment 1933-34 1,424 1934-35 1,484 1935-36 1,541 1936-37 —__ 1,607 1937-38 1,718 1938-39 1,889 1939-40 1,941 1940-41 1,951 1941-42 1,851 1942-43 1,822 1943-44 2,018 Year Enrolment 1944-45 2,159 April 1, 1945, to Dec. 31, 1946 4,664 1947 5,425 1948 6,417 1949 7,345 1950 (2 under sec. 2 (a), " Civil Service Act ") .... 7,694 195i (11 under sec. 2 (a), "Civil Service Act")..... 7,994 1952 8,543 Table II.—Appointments to the Civil Service from 1933 to December 31st, 1952 Year Probationary Temporary Permanent Total 1933-34 1,230 984 1,191 1,417 170 248 258 279 297 328 342 356 352 474 491 547 2,058 2,048 2,041' 507 441 600 673 98 85 78 104 185 133 146 121 88 173 184 155 1,245 815 867 370 290 339 378 268 1934-35 333 1935-36 336 1936 37 1937-38 482 1938-39 461 1939-40 488 1940-41 477 1941-42 440 1942-43 647 1943 44 675 1944-45 _ 702 April 1st, 1945, to December 31st, 1946. „ 1947- 3,303 2,863 2,908 1948 1949 2,107 1950 _ 1951 1,715 2,130 1952 2,4682 1 Included in this number are 1,062 appointments of a probationary nature. 2 Included in this total are 632 Civil Servants who terminated their service before December 31st, 1952. HH 22 BRITISH COLUMBIA Table III.—Number of Civil Servants Enrolled in Departments of Government as at December 15th, 1952, According to Nature of Appointment and Sex Department Permanent Probationary Temporary Total M. F. T. M. F. T. M. F. T. M. F. T. 1 98 257 134 353 4 611 43 731 44 18 878 29 824 6 34 3 43 166 169 203 1 1,080 33 133 17 9 712 34 117 2 31 4 141 423 303 556 5 1,691 76 864 61 27 1,590 63 941 8 65 7 17 15 29 98 2 57 1 142 1 37 1 4 6 39 43 53 233 10 54 4 1 252 4 25 4 13 56 58 82 331 12 111 5 1 394 5 62 1 8 1 1 3 6 97 14 1 25 20 1 2 13 12 16 319 1 9 49 1 7 3 3 14 15 22 416 1 23 1 74 1 27 1 3 1 106 275 152 388 4 806 45 802 45 19 1,045 30 881 8 38 3 51 218 224 272 1 1,632 44 196 21 10 1,013 39 149 2 38 4 157 493 Education Finance Fisheries 376 660 5 2,438 89 998 66 29 2,058 Public Utilities Commission 69 1,030 10 76 Totals 4,065 2,753 6,818 411 728 1,139 169 432 601 4,645 3,913 8,558 Table IV.- -Sick-leave Granted from October 1st, 1951, to September 30th, According to Departments of Government 1952, Department Number of Civil Servants as at Sept. 30, 1952 Days' Sick- leave with Pay Average Days per Employee Days' Sick- leave without Pay Average Days per Employee 4 158 481 385 651 5 1,229 661 91 992 66 29 2,047 69 1,040 8 77 484 427 2,8561/2 1,369 2,603 5.834V4 4,681i/2 555 2,699!/2 325 121 11,729 355 3,710 102 346 2,375i/2 in 5.9 3.6 4.0 4.7 7.1 6.1 2.7 4.9 4.2 5.7 5.1 3.6 12.8 4.5 4.9 15 434!/2 212 2441/2 2,955 1,5191/2 621/2 2291/2 28 65 3,933 72 619 12 414 Agriculture _ 0.1 0.9 0.6 0.4 Fisheries— ~ Health _ 2.4 2.3 0.7 0.2 0.4 Municipal Affairs 2.2 1.9 Public Utilities Commission _ 1.0 0.6 0.2 Welfare 0.9 8,477 40,0891/2 10,8151/2 Over-all sick-leave averages covering all Civil Servants:—With pay, 4.7 days; without pay, 1.3 days; total, 6 days. CIVIL SERVICE COMMISSION REPORT HH 23 Table V.—Number of Civil Servants Appointed to Departments of Government from January 1st to December 15th, 1952, Still on Staff at the End of the Year, According to Nature of Appointment and Sex. Department Permanent Probationary Temporary Total M. F. T. M. F. T. M. F. T. M. F. T. Premier's Office 1 1 10 3 9 40 4 11 2 1 23 1 29 1 2 12 10 15 71 4 12 1 1 80 3 9 7 1 3 22 13 24 111 8 23 3 2 103 4 38 8 7 15 13 26 95 2 49 124 1 26 4 6 39 39 52 226 10 51 3 1 236 3 22 4 13 54 52 78 321 12 100 3 1 360 4 48 8 1 1 3 2 70 6 19 15 1 1 8 10 13 215 1 7 38 5 3 2 9 13 15 285 1 13 57 20 1 3 1 9 26 19 37 205 6 66 2 1 166 2 70 1 5 9 59 59 80 512 15 70 4 2 354 6 36 14 1 18 85 78 117 717 Labour.. — . 21 136 Mines 6 3 520 8 106 1 19 Totals 136 227 363 362 692 1,054 118 301 419 616 1,220 1,836 Number of veterans included in this report, 320. Table VI.—Number of Civil Servants Granted Permanent Appointment during 1952 and Still on Staff at the End of the Year (These figures include probationary appointments carried over from the previous year.) Department Male Female Total 1 8 23 9 27 94 6 71 6 2 76 3 66 4 1 10 32 35 41 251 7 27 3 3 205 5 26 5 2 18 55 44 68 345 13 98 9 5 281 8 Public Works 92 9 Totals . 396 651 1,047 Table VII.—Numbef of Separations IN 1952 , According to Department of Government Department Superannuated Resigned Deceased Dismissed Completed Temporary Appointment Transferred Cancelled1 Enlisted Total Premier's Office 4 5 2 10 1 6 1 10 17 2 1 14 91 53 102 673 21 135 7 2 438 11 93 24 2 1 6 1 3 1 2 4 2 1 4 19 3 22 2 2 14 4 75 2 1 1 16 2 26 3 1 1 7 7 1 3 1 1 4 1 3 9 1 3 2 1 1 1 14 Attorney-General Education Finance Health and Welfare 100 76 118 803 24 159 10 3 495 Public Utilities Commission .. Public Works 14 145 30 Totals 58 1,665 20 53 146 23 7 20 1,992 1 Did not report for work. HH 24 BRITISH COLUMBIA Table VIII.—Number of Civil Servants Appointed to Departments of Government from January 1st to December 15th, 1952, According to Certain Age Intervals, as at December 15th, 1952. Interval Male Female Total1 Under 21 102 133 152 117 91 74 36 22 27 1 19 602 389 210 187 162 71 33 25 11 4 704 21-25 522 26-30 362 31-35 - - 304 36-40 253 41^.5 . — 145 46-50 — 69 51-55 - 47 56-60 ... 38 61-64 1 23 Totals 774 1,694 2,468 Included in this total are 632 Civil Servants who terminated their service before December 15th, 1952. Table IX.—Civil Service Enrolment According to Certain Age Intervals, as at December 15th, 1952 Interval Male Female Total Under 21 115 397 677 715 724 558 479 391 331 243 15 806 904 587 459 496 301 150 135 72 3 921 21-25 . 1,301 26-30 — 1,264 31-35 .... 1,174 36 40 1,220 41-45 859 46-50 ... ... 629 51-55 526 56-60 —. . 403 61-64 — 243 ■ 18 Totals. — 4,645 3,913 8,558 Table X.—Salary Statistics (Median salary, $233 per month.) Basic Monthly Salary <_50-<_ 1 on Number of Employees 14 Percentage of Employees 0.16 101- 150 200 892 10.42 151- 2,019 23.59 201- 250 2,625 30.68 251- 300 . 1,407 16.44 301- 350 _ .. 605 7.07 351- 400 465 5.43 401- 450 152 1.78 451- 500 - _ 145 1.69 501- 550 60 0.70 551- 600 92 1.08 601- 650 .... ...... 22 0.26 651- 700-... 23 0.27 701- 750 22 0.26 751- 801— 8 0.09 830. 7 0.08 Totals 8.558 100.00 CIVIL SERVICE COMMISSION REPORT HH 25 Table XI.—Basic Monthly Salary Commitment According to Classification Groups, as at December 15th, 1952 Number of Group Employees Administrative (AD) 89 Clerical (CL) 3,024 Executive (EX) 17 Manual (ML) 1,228 Professional (PR) 1,411 Technical (TE) 2,786 Miscellaneous 3 Totals 8,558 Total Amount of Salary Involved $38,866 600,965 13,205 270,200 492,348 673,370 821 $2,089,775 Table XII.—Number of Male Veterans Appointed during the Period January 1st, 1952, to December 15th, 1952 Veterans 320 Total males appointed 616 Percentage of veterans 51.9 Table XIII.—Total Number of Male Veterans in Provincial Civil Service Veterans Total male employees... Percentage of veterans.. 2,788 4,645 60.0 Table XIV.—Distribution of Appointments by Position Classification Initiated and Tabulated in the Vancouver Office 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11 12 13. 14. 15. 16 17. 18 19. 20. 21 22 23. 24. 25. 26 27. 28 29 30, 31. 32 33, Administrative Assistant, Grade 1 Assistant Director of School Broadcasts . Bacteriologist Bacteriologist, Assistant Baker Barber Butcher Carpenter 2 1 5 7 1 2 1 2 Cleaner 78 . Clerk, Grade 1 42 11 2 3 20 2 1 72 1 12 4 5 1 Clerk, Grade 2 Clerk, Intermediate, Grade 1 . Clerk, Intermediate, Grade 2. Clerk, Junior, Grade A Clerk-Stenographer Clerk-Stenographer, Senior .... Clerk-Typist Court Usher Cook Dairyman Dental Assistant Dental Officer, Grade 2 Dietitian 13 Driver 5 Driver—Technician 1 Electroencephalograph Technician 1 Engineer—Stationary 17 Engineer—Stationary, Chief Gardener Hairdresser Handyman Home Supervisor Housekeeper 1 10 2 1 2 2 HH 26 BRITISH COLUMBIA Table XIV.- -Distribution of Appointments by Position Classification Initiated and Tabulated in the Vancouver Office—Continued 34. 35. 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. 54. 55. 56. 57. 58. 59. 60. 61. 62. 63. 64. 65. 66. 67. 68. 69. 70. 71. 72. 73. 74. 75. 76. 77. 78. 79. 80. 81. 82. 83. Industrial Therapist Inspector—Electrical Inspector—Motor Carriers Inspector—Social Security and Municipal Aid Tax Branch Instructor—Girls' Industrial School Instructor—Staff Nursing Instructor—Recreational, Male Instructor—Recreational, Female Instructor—Handicrafts Instructor—Travelling Fire Unit- Janitor 14 Kitchen Helper, Male 31 Laboratory Assistant 3 Laundress 15 Labourer 2 Laundry Helper, Male 5 Maid . 62 Maintenance-man 2 Nurse's Aide 100 Nurse, Head 14 Nurse, R.N 71 Nurse, Superintendent 5 Occupational Therapist 8 Operator—Elevator 1 Operator—Machines 3 Operator—P.B.X. 16 31 2 2 2 1 9 1 1 1 9 Orderly Orderly Chief Outfit Maker and Glassware Cleaner Pharmacist Pharmacist, Chief Physician Physiotherapist Power-mower Operator Psychological Clinic Assistant Seamstress Secretarial Stenographer 11 Senior Stenographer 2 Social Worker, Grade 2 1 Stenographer, Grade 1a 25 Stenographer, Grade 2 Stockman Supervisor, School for the Deaf and the Blind- Supervisor—Vista Teacher Vegetable-man Ward Assistant Watchman X-ray Assistant X-ray Technician 47 6 5 1 11 1 60 6 3 2 Total 952 CIVIL SERVICE COMMISSION REPORT HH 27 Table XV.—Classification Reviews by Department in 1952 with Comparative Figures for 1949, 1950, and 1951 • c .2 Vea ■O.S a £■3 o MM a '> <*■% •a 3 HTj .- If § P OBh "c. 2c •3 *g c "> s, h. _, on ° » J. S c_. ,_i'3 o u o Upward Revisions of Positions, Including Several Employees Downward Revisions of Positions, Including Several Employees Reviews of Positions, Including Several Employees, Resulting in No Change s_ O H 8 42 15 93 33 49 42 8 37 74 5 4 52 3 32 6 2 1 1 1 3 1 19 1 1 19 8 4 8 31 4 4 23 2 8 21 1 32 3 2 1 7 8 8 2 5 8 4 19 1 34 1 5 2 2 1 14 50 Education 23 133 Fisheries __ Health Welfare1.^ 48 56 86 10 51 105 9 5 Provincial Secretary2 129 6 Railways 1 77 6 2 Total, 1952 Total, 1951 ■ ,: Total, 1950 Total, 1949 505 585 474 540 55 61 32 31 143 296 174 248 97 14 10 22 6 1 1 5 5 20 6 28 811 977 697 874 1 Includes positions in Accounting Office, Departments of Health and Welfare and Provincial Secretary. 2 Includes positions in Queen's Printer. HH 28 BRITISH COLUMBIA Table XVI.—Final Civil Service Commission Position Classifications in Relation to Original Department Estimates Financial Saving, August to December, 1952 (Does not include savings effected through establishment surveys.) Classification Requested Classification Final Disposition Amount Saved during Current Fiscal Year (1952-53) Clerk, Grade 2_ Clerk-Stenographer Stenographer, Grade 2- Clerk, Grade 2— Clerk-Stenographer Clerk, Grade 1 — Senior Stenographer Librarian, Grade 1 Secretarial Stenographer, Grade 1. Intermediate Clerk, Grade 1 Four Clerk-Typists _. Clerk-Stenographer Clerk, Grade 1 Stenographer, Grade 2 ... Clerk, Grade 1 Senior Stenographer Clerk, Grade 1 Clerk, Grade 1 Stenographer, Grade Ia. Clerk, Grade 2.. Senior Clerk-Stenographer. Clerk-Stenographer Senior Stenographer Junior Clerk Clerk, Grade 2 Senior Clerk, Grade 1 Intermediate Clerk, Grade 1~ Senior Clerk, Grade 1 Chief Draughtsman Supervising Draughtsman No classification Junior Draughtsman Social Worker, Grade 5 Social Worker, Grade 2 Social Worker, Grade 1 Teacher, Grade 3 Senior Bacteriologist_ Director of Registration and Collection X-ray Technician, Grade 2 ... X-ray Technician, Grade 2... Audit Accountant, Grade 2„ Audit Accountant, Grade 2* Cleaner Plumber Janitor. Intermediate Clerk, Grade 1.. Senior Clerk-Stenographer Stenographer, Grade 2 Intermediate Clerk, Grade 1- Senior Clerk-Stenographer..... Clerk, Grade 2 _. Senior Clerk-Stenographer.. Librarian, Grade 1 Clerk, Grade 2_ Intermediate Clerk, Grade 1- Four Clerks, Grade I_ Intermediate Clerk, Grade 1- Clerk, Grade 2 Clerk-Stenographer Clerk, Grade 1 Senior Clerk-Stenographer.— Clerk, Grade 2 Clerk, Grade 1 - Stenographer, Grade 1a Intermediate Clerk, Grade 2_ Senior Clerk-Stenographer— Clerk-Stenographer.. Senior Clerk-Stenographer Tabulating Operator, Grade 1.. Intermediate Clerk, Grade 1—. Senior Clerk, Grade 2 _ Intermediate Clerk, Grade 2 Senior Clerk, Grade 2 Map Editor-in-chief Chief Draughtsman Senior Draughtsman . Intermediate Clerk, Grade 1.. Supervisor, Grade 1 Social Worker, Grade 3 Intermediate Clerk, Grade 1.. Teacher, Grade 4 Senior Bacteriologist Increase to next pay level X-ray Technician, Grade 3— X-ray Technician, Grade 3... Audit Accountant, Grade 3.. Audit Accountant, Grade 3.. Janitor Plumber Janitor— Clerk, Grade 2 Clerk-Stenographer _ — Clerk-Typist Clerk, Grade 2 Clerk-Stenographer Clerk, Grade 1 _ Senior Stenographer . Clerk, Grade 1 Secretarial Stenographer, Grade 1 Clerk, Grade 2 Four Clerk-Typists Clerk, Grade 2 Clerk, Grade 1 Stenographer, Grade 2 Clerk-Typist.. Senior Stenographer Clerk, Grade 1 Position eliminated Position eliminated Clerk, Grade 2. Senior Stenographer Clerk, Grade 1 Senior Stenographer Junior Clerk. Clerk, Grade 2 Senior Clerk, Grade 1 Intermediate Clerk, Grade 1 Senior Clerk, Grade 1_ _ Chief Draughtsman — Supervising Draughtsman. Draughtsman, Grade 2 Clerk, Grade 2 Social Worker, Grade 5 Social Worker, Grade 2 Clerk, Grade 2 Teacher, Grade 3 Bacteriologist Not granted X-ray Technician, Grade 2 X-ray Technician, Grade 2 Investigator, Forest Accounting.... Investigator, Forest Accounting.... Cleaner .— _ Maintenance-man Half-time Janitor $96 56 360 96 56 49 84 300 40 105 400 184 280 35 315 48 60 825 640 300 35 35 28 125 96 144 54 144 864 132 252 264 288 155 192 96 258 80 96 96 216 216 138 500 654 Total.. $9,487 VICTORIA, B.C. Printed by Don McDiarmid, Printer to the Queen's Most Excellent Majesty 1953 370-253-9718
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Civil Service Commission REPORT FROM JANUARY 1ST TO DECEMBER 31ST 1952 British Columbia. Legislative Assembly [1953]
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Title | Civil Service Commission REPORT FROM JANUARY 1ST TO DECEMBER 31ST 1952 |
Alternate Title | CIVIL SERVICE COMMISSION REPORT |
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British Columbia. Legislative Assembly |
Publisher | Victoria, BC : Government Printer |
Date Issued | [1953] |
Genre |
Legislative proceedings |
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Text |
FileFormat | application/pdf |
Language | English |
Identifier | J110.L5 S7 1953_V03_13_HH1_HH28 |
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Sessional Papers of the Province of British Columbia |
Source | Original Format: Legislative Assembly of British Columbia. Library. Sessional Papers of the Province of British Columbia |
Date Available | 2017-06-05 |
Provider | Vancouver : University of British Columbia Library |
Rights | Images provided for research and reference use only. For permission to publish, copy or otherwise distribute these images please contact the Legislative Library of British Columbia |
CatalogueRecord | http://resolve.library.ubc.ca/cgi-bin/catsearch?bid=1198198 |
DOI | 10.14288/1.0348192 |
AggregatedSourceRepository | CONTENTdm |
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