The Finance Pay Policy team will advise whether approval by the relevant senior officials or the Remuneration Group will be required. 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. Currently progression increases are limited to a maximum of 1.5 per cent for Chief Executives. The Scottish Government Health Workforce Pay,Terms and Conditions and Workforce Planning PAY AND CONDITIONS OF SERVICE EXECUTIVE AND SENIOR MANAGEMENT PAY 2015-16. comparator, the Scottish Government, the pay progression journey time for SPS staff to reach the maximum of the pay scale at grade 5, 6 and 7 level are 1 year longer and in some cases 2 years longer. It also covers the appointments of a temporary or interim Chief Executive. The relevant Finance Business Partner will still be required to confirm the value for money aspects of the proposal. 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. A £1,600 increase for someone earning £80,000 equates to 2% but represents a much smaller percentage increase further up the pay band. We also use non-essential cookies to help us improve our websites. Issues with the process. Each body covered by the pay policy must ensure that their pay proposals are affordable within their financial settlement for 2020-21. Dates of meetings are set out on the Scottish Government Public Sector Pay webpages: www.gov.scot/Topics/Government/public-sector-pay/RemunerationGroup. In all cases, the Sponsor Team must confirm the affordability and sustainability of proposals, seeking the views of the relevant Finance Business Partner where appropriate. Referral to Ministers will require further time. Some of this reduction may be achieved simply by appointing a new Chief Executive on a salary less than that of the outgoing. Exceptionally, relocation expenses beyond such arrangements may be paid but only where this is necessary to secure the best candidate. Chairs, Board Members and Public Appointments, 7. Any data collected is anonymised. In developing this policy, Ministers have taken into account the impact of inflation on working households, balanced with what public sector employers can reasonably afford and a fair deal for public sector workers. 4.31 The proposed pay range should be within the relevant Pay Band, taking into account the operation of Scottish Chief Executive Pay Framework. 4.71 Approval will also be required if any changes to a public body's staff handbook are being proposed which will have the effect of amending or revising any aspect of those elements of a Chief Executive's reward package covered by the Pay Policy. Future annual increases will remain subject to the Pay Policy in place at that time and will require Scottish Government approval. The Scottish Police Authority confirmed the award will be backdated to … Through Fair Work First, the Scottish Government will use its financial power to make Fair Work the norm. Pay Increases and Thresholds The Scottish Police Authority confirmed the award will be backdated to 1 … The SPCB will treat your period of non-statutory Special Leave without pay as continuous employment as far as employment protection legislation is concerned. 4.67 If proposals are simply to apply the annual uplift in line with Pay Policy, then a completed Chief Executive proforma, signed‑off by the Chair of the public body should be sent jointly to the Finance Pay Policy team and the Sponsor Team. 4.22 There are a number of elements to consider as part of a remuneration package for a Chief Executive, but the first steps entail: 4.23 In order to determine the appropriate Pay Band in the Scottish Chief Executive Pay Framework you first need to establish the weight of the post. By continuing to use this site, you agree to our use of cookies. The pay policy parameters for 2020-21 are therefore set in the context of the need for on-going pay restraint for senior staff. 4.52 Where a public body already has an agreed scheme for the provision of cars (or related allowance) for staff, any proposed arrangement should be in line with that scheme. NHS staff in Scotland are to benefit from a pay rise in 2014/15, thanks to changes agreed by the Scottish Government. 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. Presumption against. The Scottish Government's commitment, for staff under its direct control, to a living wage and a 3% uplift for those earning £30,000 or less directly benefits those on the lowest incomes and will continue to provide protection to low earners in particularly those individuals … The Remuneration Group may refer some items to Ministers. 4.58 Public bodies must take into account their obligations under equalities legislation when determining a pay range for the Chief Executive and must include confirmation of this when submitting any proposals for approval. Supports the application of the 2020 to 2021 public sector pay policy and applies to staff in the Scottish Government and its associated departments, agencies, non-departmental public bodies (NDPBs) and public corporations. Please ensure sufficient time to obtain this is built into any timetable. Your break will also count as reckonable service for incremental pay progression. To reflect real life circumstances, protect those on lower incomes, continue the journey towards pay restoration, and recognise recruitment and retention concerns. Please note this section should be read in conjunction with sections 1 and 2. The Scottish government has announced that it will award its employees a minimum consolidated pay increase of 3% for 2019. 4.54 However, in the rare circumstances where a public body offers its staff life cover or a private medical plan or similar, the Chief Executive should be eligible to become a member of the scheme. The Scottish government has announced that it will award its employees a minimum consolidated pay increaseof 3% for 2019. 4.13 The minimum, maximum or ceiling of the Pay Band should not be taken as the Chief Executive's pay range. 4.20 The fact that a Chief Executive may have reached the maximum of the existing pay range or has fallen behind the market is not sufficient justification to review the pay range. Holyrood's Equalities and Human Rights Committee said the action would help address "decades of damage" on pay disparity and career progression. Such matters, including (where relevant) the need to liaise with the Sponsor Team of the public body to which the individual might be appointed, are outlined in more detail in the Public Bodies Information Update 109 which is available on the Scottish Government website at: www.gov.scot/publications/public-bodies-information-update-109-public-sector-pay-policy/. 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. If proposing, provide details and justification. Incremental pay progression NHS Scotland will continue to work on the principle that staff should automatically progress through increments associated with their pay band. Each proposal will be assessed on the following: 4.2 The pay proposal must include the cost of all proposed increases in pay (basic award and progression) and benefits as well as with the consequential increases to allowances, overtime rates, employer's pension and National Insurance contributions that directly relate to the pay remit proposals. In such cases the spot rate should reflect the market rate for the job which is expected to be the median of base pay of similarly weighted posts in the relevant labour market (see paragraphs 4.28 and 4.29). The business case will need to set out the term and period of notice on termination and whether any compensation on termination may be payable. This pay policy sets no metrics relating to the overall increase in the paybill for staff pay remits. APPENDIX 3: RATES OF PAY - TABLE 6 Pay progression based on 2020-21 rates . Some job evaluation systems also refer to total cash reward which might include a non‑consolidated performance payment or bonus, pension and the cash value of any other non-salary rewards, but this should not be used in determining the market median for this purpose. 4.64 It is a requirement of approval that a public body must consult the Finance Pay Policy team on the remuneration clauses in the draft contract before it is agreed. 4.29 Public bodies may provide additional evidence where the labour market, from which the Chief Executive might be recruited, is wider in scope than the Scottish public sector labour market. 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. 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. 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