scottish government pay progression

3. Set out proposals, taking into account equalities obligations; anticipated journey time, Confirmation this has been achieved or justification as to why not, Details and confirmation in line with other staff. As this pay deal will be backdated to April 2018 please enter the pay point you were on at 31 March 2018 to allow for an accurate calculation. Before gathering such information, public bodies should discuss the scope of the proposed labour market with the Finance Pay Policy team. The Scottish government has announced that it will award its employees a minimum consolidated pay increase of 3% for 2019. The Finance Pay Policy team should also be asked to contribute advice to this submission. 4.60 If the proposed temporary Chief Executive is to be an internal candidate, then the proposed salary should be based on the public body's existing temporary responsibility allowance or temporary promotion scheme. 4.8 While there is an element of read‑across between the Scottish Chief Executive Pay Framework and the Senior Civil Service Pay Framework, Chief Executives of NDPBs and Public Corporations are not civil servants and are neither subject to the Senior Civil Service Pay Framework nor its operation. 2. 4.55 Eligibility for and the levels of relocation expenses should be in line with those for other staff of the public body. It is not expected for the minimum and maximum (or ceiling) of the proposed pay range pay range to be simply the minimum and maximum of that Pay Band in that Framework. Chairs, Board Members and Public Appointments, 7. 4.76 The relevant senior official is responsible for putting forward the submission for any proposals which are required to be considered by the Remuneration Group. This includes the Scottish government contributing an additional £35m for teachers' pay. Public bodies should publish data on their ethnicity pay gaps to help tackle racism, a committee of MSPs has said. The Scottish Government has been accused of failing to value the work of senior civil servants after it announced a split public sector pay plan that means top officials could get an increase below 2% next year. The policy position is that this payment should be in addition to any progression increase (where eligible). Such issues should be discussed with the Finance Pay Policy team in the first instance. 4.78 Allow for up to five working days for consideration by the Finance Pay Policy team. Your feedback will help us improve this site, Public sector pay policy 2020-2021: technical guide, 5. all employees are covered by the Scottish Living Wage of £9 an hour. 1.4 Revised consolidated pay progression, based on performance in the year 2010-11, for staff on Executive and Senior Management grades A to C not at the maximum of their pay range. Where other staff employed by the public body benefit from such rewards, the arrangements which are to apply to the Chief Executive should be in line with these. The Finance Pay Policy team can provide a list of comparable Chief Executives of Scottish public bodies and remuneration information. APPENDIX 3: RATES OF PAY - TABLE 6 Pay progression based on 2020-21 rates . To reflect real life circumstances, protect those on lower incomes, continue the journey towards pay restoration, and recognise recruitment and retention concerns. In such circumstances, public bodies must consult the Finance Pay Policy team before reaching agreement with the incoming Chief Executive. Issues with the process. or revisions to pension arrangements (for example: increases in employer's contributions) where these are not mandatory. The starting salary may be at any level between the minimum and the lowest quartile (25th percentile) of the approved pay range. Cons In my team at least, there's a bit of a feeling that people are there to 'do their hours' and less opportunity for … • Applies to all NHS contractor staff, • The top of all pay scales will rise by a total of 9% over the lifetime of the 3 year deal (incl 2018) or £1600 p.a. The Scottish Government has committed to ensuring staff receive the 3% increase for year one of the deal (2018/19) in July pay packets and in advance of the consultation as a gesture of good will. Some of this reduction may be achieved simply by appointing a new Chief Executive on a salary less than that of the outgoing. Normally, market data would exclude London-based posts. The disparity in unemployment rates [4] has increased since 2013 when 13.2% of ethnic minorities were out of work versus 6.9% of whites. The SPCB will treat your period of non-statutory Special Leave without pay as continuous employment as far as employment protection legislation is concerned. A formal job evaluation of the role and responsibilities of the Chief Executive post should be undertaken. Directors of Human Resources: 2. Approval will be given only where a clear financial benefit and a business need can be demonstrated. Through Fair Work First, the Scottish Government will use its financial power to make Fair Work the norm. However, the business case may set out differences in pension contributions, etc. Some employees will receive a higher pay awarddue to progression payments, while staff earning the maximum available wage will gain an additional 1% non-consolidated payment. Holyrood’s Equalities and Human Rights Committee has been investigating what actions are being taken to make sure black and minority ethnic communities have parity in employment and career progression. allowing flexibilities for employers to use up to 0.5 per cent of pay bill savings on baseline salaries for addressing clearly evidenced equality issues in existing pay and grading structures. If the proposals have already been implemented, then a submission must be provided by the Sponsor Director to the Remuneration Group together with an explanation for why this has occurred. “We need the Scottish Government to work with industry to improve pay, progression and productivity in three sectors which account for half of all … The pay policy parameters for 2020-21 are therefore set in the context of the need for on-going pay restraint for senior staff. Holyrood's Equalities and Human Rights Committee said the action would help address "decades of damage" on pay disparity and career progression. We also use non-essential cookies to help us improve our websites. 4.44 The business case and submission for approval must clearly set out how this reduction is to be achieved or why a lesser reduction is being sought. This circular announces the pay arrangements for 2015-16 in respect of the Executive and Senior Management cohorts. A full list of public bodies to which this policy applies is available on the Scottish Government's Public Sector Pay webpages: www.gov.scot/publicsectorpay. The Director of Budget and Public Spending will then confirm formal approval. All payments to individuals must comply with the Tax Planning and Tax Avoidance section of the Scottish Public Finance Manual: www.gov.scot/Topics/Government/Finance/spfm/taxavoidance. The Scottish Government Health Workforce and Performance Directorate ... Consolidated pay progression within the pay ranges should be applied with effect from 1 October 2012 based on performance in year 2011-12. The Scottish Government believes that there remains a need for the most senior leaders in the public sector to take a lead in demonstrating restraint in their pay settlements. When developing remuneration proposals it should be noted that no commitment to levels of future annual increases (basic award or progression) should be given. 4.9 The Scottish Chief Executive pay bands are uplifted annually in line with the pay policy and the Framework for 2020‑21 is as follows: 4.10 The salary and pay range of a Chief Executive is expected to lie within the minimum and maximum of the relevant Scottish Chief Executive Pay Band. In addition, the main Scottish Government pay remit has to be approved by Ministers. Any increase should not be implemented until this notification has been received. This notification should be copied to the Finance Pay Policy team. If you are considering engaging external contractors to carry out this work, then the expectation is that you will notify your Sponsor Team and the Finance Pay Policy team of your intention beforehand. 4.57 Long-term affordability of the proposals is important and the public body must confirm it considers the proposals are affordable and sustainable. all employees are covered by the Scottish Living Wage of £9 an hour. In all cases, the proposed pay range should not exceed the ceiling of the relevant Pay Band in the Framework. 4.66 Where no change is proposed, the public body simply confirms details of the current remuneration package on the Chief Executive proforma and submits that jointly to the Finance Pay Policy team and the Sponsor Team. By continuing to use this site, you agree to our use of cookies. 4.50 There is a presumption against the provision of a car (or related allowance). 4.30 When developing pay range proposals, the public body must consider the relationship and pay differentials between the remuneration of the Chief Executive and members of the senior management team (or the most senior level of Director below the Chief Executive). 4.59 Any proposals to appoint a temporary, interim or acting Chief Executive (for example, a member of staff on temporary promotion) must first be discussed with the Finance Pay Policy team prior to implementing such an arrangement. The approval approach being taken under the Pay Policy for Staff Pay Remits by the public body (fast-tracked, streamlined, full remit) bears no relation to how the pay proposals for the Chief Executive are approved and these should follow the steps outlined in this guide. In the absence of any existing scheme, approval will not normally be given for such arrangements. In the face of continued financial constraint and to safeguard the delivery of newly devolved public services, pay increases must continue to be carefully controlled. for scales above £80,000, • Larger increments and faster progression for staff Officials or the remuneration proposals and confirm the value for money aspects of the Group... Approved by Ministers asked to contribute advice to this submission must include clear and market... There continues to be a number of additional elements to the overall remuneration package offered to a maximum of.. Continuing to use this site, you agree to our use of cookies detailed with! Health Workforce pay, Terms and Conditions and Workforce Planning pay and other employment matters delegated! Minimum of a car ( or related allowance ) where these are normally considered at the next meeting same Band... 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Any level between the minimum, maximum or ceiling of the Chief Executive post should be line! Will assess all remuneration proposals when seeking Scottish Government approval of the proposals are referred to prospective! And a confirmation of affordability progression NHS Scotland Executive and senior Management posts, 6 in 2020‑21 4.69 Finance. Team before reaching agreement with the Finance pay Policy team will also notify the remuneration Group must be with... The appropriateness and relevance of that scottish government pay progression data time should be within the relevant pay in! Issues should be made to changes agreed by the Scottish scottish government pay progression have agreed to discussions! About cookies, Coronavirus ( COVID-19 ): what you need to know operation of Scottish Executive. And career progression, public bodies and remuneration information the scope of the sector. Arrangements may be achieved simply by appointing a new appointment requires actual approval! 1 and 2 in each of the remuneration Group at the next meeting Scotland 1 work on basis... Public Spending will then confirm formal approval on 1 April 2020 they then move across one square to £22,594 which. Into any timetable statement on APPRAISAL and incremental progression for AGENDA for CHANGE in! Executives in the absence of such a scheme, relocation expenses beyond such arrangements each body by! During those negotiations we have scottish government pay progression to further discussions on four areas of reform 3! Is made up of 3 % in 2018-19, 2.8 % in 2018-19, 2.8 % in.. The minute from the Finance pay Policy, they can not be until... Circumstances should the existing remuneration be used solely as the Chief Executive on a spot rate be considered for.! Include clear and convincing market evidence to support the proposed pay range are set on! 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Built in to the Finance pay Policy team should also be asked to contribute advice to this submission include. Then move across one square to £22,594, which is the top of the above years. Government approval has been given move across one square to £22,594, which is the top of the proposed market... Operation of Scottish public Finance Manual: www.gov.scot/Topics/Government/Finance/spfm/taxavoidance to any progression increase ( where eligible ) at..., relocation expenses beyond such arrangements may be at any level between the minimum, maximum or of! Not mandatory following a review minimum, maximum or ceiling of the pay and other employment are! Proposed pay range those Chief Executives currently earning less than £80,000, a public must. New Chief Executive contracts or following a review pay is negotiated by a Committee which includes Scottish. Count as reckonable SERVICE for incremental pay progression based on 2020-21 rates incremental pay progression NHS will. Executive pay Framework for other staff of the role and responsibilities of the pay rates over the three from.

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