1.3 Consolidated pay progression, based on performance in the year 2010-11, for staff on Executive and Senior Management grades D to I will be set at zero. 4.28 The business case must include clear and convincing market evidence to support the proposed pay range. The public body must review any such proposals, following advice from the Finance Pay Policy team. The SPCB will treat your period of non-statutory Special Leave without pay as continuous employment as far as employment protection legislation is concerned. Otherwise, a public body must set out in the business case comparison of costings and implications of personal tax and insurance costs, that supports the proposed arrangement. Incremental pay progression NHS Scotland will continue to work on the principle that staff should automatically progress through increments associated with their pay band. In total, ‘only 57.4% of BAME people were in work compared with 73.8% of white people’. 4.26 The pay policy expectation is that a Chief Executive should be remunerated by way of a pay range (allowing individuals to progress, through the delivery of agreed objectives and by gaining experience, towards the maximum of the pay range which should reflect the market rate for the job). The most important consideration the Scottish Government must make is that the gender pay gap is a symptom of our labour market. The pay policy parameters for 2020-21 are therefore set in the context of the need for on-going pay restraint for senior staff. 4.22 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. Issues with the process. Summary 1. Scotland skills 2030: The future of work and the skills system in Scotland. “We need the Scottish Government to work with industry to improve pay, progression and productivity in three sectors which account for half of all low-paid Scots: retail, care and hospitality. The Director of Budget and Public Spending will then confirm formal approval. Before gathering such information, public bodies should discuss the scope of the proposed labour market with the Finance Pay Policy team. 4.47 Any proposal to offer employer's pension beyond those required under the pension scheme, in order to increase the benefit for the postholder would require consideration by the Remuneration Group. https://www.gov.scot/publications/scottish-public-sector-pay-policy-2020-21 Some of this reduction may be achieved simply by appointing a new Chief Executive on a salary less than that of the outgoing. Please discuss any other life cover / health related proposals with the Finance Pay Policy team. 4.7 In order to ensure consistency and fairness between the remuneration of Chief Executives, in public bodies covered by the Pay Policy, and senior staff employed in Scottish Government Agencies and Associated Departments, who are civil servants (and members of the Senior Civil Service), the salary and pay range of a Chief Executive must fall within the pay bands in the Scottish Chief Executive Framework. In 2013-14 and 2014-15, the pay freeze was lifted and a 1% cap was introduced in In such circumstances, public bodies must consult the Finance Pay Policy team before reaching agreement with the incoming Chief Executive. However, in all cases, Scottish Government approval of the proposed remuneration package is required before the post is advertised; contracts agreed; or the appointment is made. If the proposed starting salary is beyond the lowest quartile then the public body should set out in its business case the proposed salary and why such a salary is considered necessary. 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. The cumulative figure is made up of 3% in 2018-19, 2.8% in 2019-20 and 2.95% in 2020-21. The Scottish government has announced that it will award its employees a minimum consolidated pay increaseof 3% for 2019. The Remuneration Group will either approve the proposals or they may refer the approval to Ministers where they consider there is likely to be significant Ministerial interest. Under the new proposals unpromoted Scottish teachers will earn more than £40,000 for the first time when they reach the top of the pay scale. If proposing, provide details, justification or confirmation in line with other staff, affordability and sustainability - the financial impact of the pay remit proposals will be considered by the sponsor team, public body, or policy team, application of the increases within the pay thresholds and the Scottish Chief Executive Pay Framework, comparability with the increases for other staff in the public body, Determining the Pay Band in the Scottish Chief Executive Pay Framework, The proposed starting salary is in the lowest quartile of the existing pay range, The proposed remuneration package delivers a 10 per cent reduction in overall remuneration compared with the previous post-holder, There are no changes to the existing terms and conditions. The public body must take particular care to ensure the letter of appointment does not give rise to any contractual expectation which goes beyond that in any contract or the remuneration package as agreed by the Remuneration Group. 4.33 Where the proposed pay range maximum is above the maximum of the relevant Pay Band in the Scottish Chief Executive Pay Framework, the business case will need to set out a robust case for offering remuneration at such a level and this must be supported by market evidence, including a note of any recruitment and retention aspects. 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. 4.55 Eligibility for and the levels of relocation expenses should be in line with those for other staff of the public body. The three year pay deal covering 1 April 2018 to 31 March 2021 provides a cumulative 9% uplift for staff at the top of their Band earning up to £80,000. Note: it is not the proposed salary, proposed pay range or current Tier of the body (in relation to the Chair and Members Daily Fee Framework) that determines the Chief Executive's Pay Band in the Scottish Chief Executive Pay Framework, but the job weight evaluation score of the role and responsibility of the Chief Executive post. (i) the Scottish Government's core departments and (ii) the Scottish Government's external agencies received pay progression increases in each of the last five financial years, including 2018/19 to today’s date. Moreover, even though 5% of modern Scottish apprenticeships were targeted towards ethnic minorities, only 2.1% filled those posts. “We need the Scottish Government to work with industry to improve pay, progression and productivity in three sectors which account for half of all … STATEMENT ON APPRAISAL AND INCREMENTAL PROGRESSION FOR AGENDA FOR CHANGE STAFF IN NHS SCOTLAND 1. Future annual increases will remain subject to the Pay Policy in place at that time and will require Scottish Government approval. This submission must include details of the proposals, supporting business case and a confirmation of affordability. Glossary of terms used in the Public Sector Pay Policy documents, Find There's a wide variety of policy work happening under the umbrella of the Scottish Government so relatively easy to move around and experience different areas. To support the new pay arrangements for Agenda for Change staff in NHS Scotland, the parties to the 2018 pay deal agreed to review and reform appraisal and incremental progression arrangements for Agenda for Change staff. The Scottish government has announced that it will award its employees a minimum consolidated pay increase of 3% for 2019. Yearly PDPR processes will be followed and recorded for all staff via the NHS Scotland TURAS recording system. 3. Find This should also include other options considered, for example; a pool car and the arrangements in place for other staff. 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. 4.49 There may be a number of additional elements to the remuneration package offered to a Chief Executive over and above base pay. These are referred to as non‑salary rewards. The NHS trade unions have been in detailed negotiations with NHS employers and the Scottish government to get an agreed pay deal. 4.57 Long-term affordability of the proposals is important and the public body must confirm it considers the proposals are affordable and sustainable. 20 Jun 2019. However the pay policy is intended to help protect jobs of everyone subject to the pay policy. 4.43 There may be a case to apply a lesser reduction where there is evidence the role of the Chief Executive post has increased significantly; where the post was reviewed recently; or where the outgoing Chief Executive had only been in post for a short period of time. Has been given lower paid staff within the relevant Finance business Partner will be... 4.55 Eligibility for and the levels of relocation expenses beyond such arrangements labour market which includes the unions, and! 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