scottish government pay bands 2020
The Scottish Government's Public Sector Pay Policy is based on the following principles: This Public Sector Pay Policy builds on Scottish Ministers' progressive approach to public sector pay since lifting the 1 per cent pay cap in 2018-19. 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. The pay hike will see many C-grade Holyrood civil servants on £54,487 a year jump to £61,006 – an increase of 12 per cent. This submission must include details of the proposals, supporting business case and a confirmation of affordability. Any submission to Ministers must go to the Cabinet Secretary for Finance, Economy and Fair Work as well as the Portfolio Minister. 4.32 The pay policy expectation is that the proposed pay range should lie within the minimum and maximum of the relevant Pay Band in the Scottish Chief Executive Pay Framework, taking in to account other factors such as the relevant labour market and the job weight and salary of other senior staff within the public body. The public body must review any such proposals, following advice from the Finance Pay Policy team. 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. 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. 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. This notification should be copied to the Finance Pay Policy team. continues the commitment to No Compulsory Redundancy. Exceptionally, relocation expenses beyond such arrangements may be paid but only where this is necessary to secure the best candidate. 4.34 Under no circumstances should the minimum, maximum or ceiling of the Pay Band be taken as the Chief Executive's pay range. 4.36 A public body must indicate the anticipated starting salary. The Scottish Government proposes to retain the same five-band income tax structure it introduced for 2018-19. But that is not the complete financial picture. Find These negotiations will begin shortly and expect to be concluded by December. It sets out the parameters for pay increases for staff pay remits and senior appointments and applies to public bodies with settlement dates in the year between 1 April 2020 and 31 March 2021 (inclusive). They will move down a square on the matrix on their incremental date (19 August 2020), although this will not result in an increase in pay. 4.51 However, where a Chief Executive is required to travel extensively as part of their duties, it may be cost effective to make arrangements regarding a dedicated car (for example; lease car, car allowance, etc.). 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. Dates of meetings are set out on the Scottish Government Public Sector Pay webpages: www.gov.scot/Topics/Government/public-sector-pay/RemunerationGroup. The Finance Pay Policy team should also be asked to contribute advice to this submission. 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. An underpinning increase of £750 (pro-rata for part time staff) for staff with a salary below £25,000. In such circumstances, public bodies must still provide details of the scheme when seeking Scottish Government approval of the remuneration proposals. The revised ranges are: SCS Pay Ranges with effect from 1 April 2020 Pay Band Minimum (£) Maximum (£) 1 £71,000 £117,800 1A* £71,000 £128,900 2 £93,000 £162,500 3 £120,000 £208,100 In such circumstances, advice should be sought from the Finance Pay Policy team. Base pay increases from 1 April 2020 (for 2019/20 performance) Revised pay ranges 3. The Scottish Government has confirmed a 2.5% uplift to basic pay for the above mentioned staff groups. Before gathering such information, public bodies should discuss the scope of the proposed labour market with the Finance Pay Policy team. Read a summary of the key changes relating to year three of the pay deal. 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. In such circumstances, a public body must explain the appropriateness and relevance of that market data. Normally, the Scottish government's budget is somewhere in the region of £30bn. 4.38 Under the pay policy, future basic awards and progression cannot be guaranteed. Staff at the top of their Band earning £80,000 and over will receive a flat rate £1,600 uplift each year. 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. 4.65 The relevant Scottish Government approval must be obtained prior to implementing any pay proposals and prior to advertising, negotiating a remuneration package or appointing a Chief Executive. 4.48 There is a presumption against making payments to individuals in lieu of employer pension contributions, where they have withdrawn from or opted not to join the company pension scheme, whether as a result of annual or lifetime limits or for other reasons. 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. the Scottish Government there are very few members on Band 1 in our NHS. Please ensure sufficient time to obtain this is built into any timetable. Sufficient time should be built in to the recruitment process to accommodate such an eventuality. 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. 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. 4.72 Where the proposed annual award is wholly in line with Pay Policy and the Sponsor Team has confirmed affordability, the proposals will be 'signed‑off' by the Finance Pay Policy team. 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. 4.62 Remuneration arrangements for temporary Chief Executive may differ to those for the outgoing Chief Executive and should not necessarily have a bearing on those of any future permanent Chief Executive. In all cases, the proposed pay range should not exceed the ceiling of the relevant Pay Band in the Framework. In all cases, the provision or introduction of a car (or related allowance) will require Scottish Government approval. They would start on £19,945 before moving to £20,700 on 1 April 2020. The policy position is that this payment should be in addition to any progression increase (where eligible). The starting salary may be at any level between the minimum and the lowest quartile (25th percentile) of the approved pay range. This may be achieved by removing any existing bonus arrangement. The table below shows how much LBTT is payable on residential property transactions for the different bands, both before and after 15th July 2020. Payments must comply with the Tax Planning and Tax Avoidance section of the Scottish Public Finance Manual: www.gov.scot/Topics/Government/Finance/spfm/taxavoidance, 4.16 If a Chief Executive (or other senior employee) of a body covered by the Scottish Government Public Sector Pay Policy is considering accepting a public appointment or Non‑Executive Directorship in addition to their existing role, then factors to be taken into account by the Chair / Board and Sponsor Team of the employing body include: conflict of interest; time commitment; and remuneration. Under the proposals: Staff at the top of their Bands earning up to £80,000 will receive a cumulative 9% increase. Presumption against. PCS(SDIA)2020/1 The Scottish Government Directorate for Health Workforce, Leadership and Service Reform NHS Pay and Conditions Dear Colleague SCOTTISH DISTANT ISLANDS ALLOWANCE Summary Chief Executives, NHS Boards 1. 4.21 When developing a remuneration package for a Chief Executive, the following elements must be considered and covered in the business case, along with supporting evidence. In July 2020, the Scottish Government raised the nil tax threshold from £145,000 to £250,000 for residential property transactions but all the percentages for the other bands remain the same. Chairs, Board Members and Public Appointments, 7. 4.81 If any payments are made without approval being obtained, this could result in punitive action being taken by the Scottish Government, such as the recovery of any overpayments, the capping of future increases or a governance review of the public body. 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. England: To find out about your pay, use the pay journey tool. 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 November 2019. 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. Any data collected is anonymised. 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. Nor should the existing remuneration be used solely as the basis for establishing the new minimum of a proposed pay range. This should also include other options considered, for example; a pool car and the arrangements in place for other staff. UNISON and GMB both voted to accept whilst Unite voted to reject. Ministers in Scotland have “not ruled out” reopening the final year of the Agenda for Change ... which sets out the Scottish Government’s plans and … 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. Job Evaluation. This is summarised in the following table. The revalorised minimum for the Director grade was £93,000. 4.46 The pay policy expectation is that the pension arrangements for the Chief Executive should be in line with those for other staff of the public body. 1. Introduction. Gov.scot uses cookies which are essential for the site to work. The key features of the 2020-21 Public Sector Pay Policy are: providing a guaranteed basic pay increase of 3 per cent for public sector workers who earn below £80,000 continuing the requirement for employers to pay staff the real Living Wage, now set at £9.30 per hour Ministers acknowledge that maintaining employment, delivering wage growth and fair rates of pay in the public sector are crucial in ensuring Scotland's economy remains strong and that investment in Scotland's public services remains a priority. If proposing, provide details and justification. The Scottish government has announced in its draft budget that income tax rates north of the border will not change in 2020/21. 4.45 All non‑consolidated performance payments continue to be suspended in 2020‑21. LBTT(S)A 2013 schedule 19, paragraph 3-7 provides for the calculation. There may be circumstances where a public body chooses to submit proposals that cover more than one year and in such instances they are asked that they discuss this in advance with the Scottish Government Finance Pay Policy team. providing a guaranteed basic pay increase of 3 per cent for public sector workers who earn below £80,000, continuing the requirement for employers to pay staff the real Living Wage, now set at £9.30 per hour, providing a guaranteed cash underpin of £750 for public sector workers who earn £25,000 or less, limiting to £2,000 the maximum basic pay increase for those earning £80,000 or more. In 2019 the revalorised mimimum is £74,200 for Deputy Director Pay Band 1 and 1A grades and £93,000 for the Director grade. The Finance Pay Policy team will also notify the Remuneration Group at the next meeting. Your feedback will help us improve this site, Find 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). RATES OF PAY EFFECTIVE FROM 1 April 2020 PAY ARRANGEMENTS FOR NEW CONSULTANTS Seniority Point Pay Point Salary 2020 1 1 84,984 2 2 86,779 3 3 89,362 4 4 91,946 5 5 94,523 6 5 94,523 7 5 94,523 8 5 94,523 9 5 94,523 10 6 100,659 11 100,656 9 12 100,656 9 13 100,656 9 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. Pay Range maxima at B3, C1, C2 and C3 will increase by 3%. There are increases to the minimum salaries of each Pay Band. Proposals are expected to be affordable within existing resources. Glossary of terms used in the Public Sector Pay Policy documents, Find The SFC state in its report that “it would seem that the Scottish Government is not building up its reserves to deal with the large income tax reconciliations expected to reduce the Budget in 2021-22 and 2022-23.” Tax policy . 4.3 For those Chief Executives currently earning less than £80,000, a 3 per cent basic award may be made. We also use non-essential cookies to help us improve our websites. finding out your council tax band. 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. Click here for detailed information relating to Job Evaluation (JE). Existing pay bands will be restructured and the number of pay points will 4.39 No contractual obligation or expectation to annual increases should be created nor implied: spine points should not be a feature of any Chief Executive's pay range as progression to such points cannot be guaranteed. You pay a different rate of tax for income from the tax year 6 April 2019 to 5 April 2020. No commitment should be given to the prospective candidate until appropriate Scottish Government approval has been obtained. First, it provides that annual pay rises are, in part, based on performance; and secondly, provides a further incentive for a Chief Executive to perform well as they increase their knowledge and experience of the role. 4.31 The proposed pay range should be within the relevant Pay Band, taking into account the operation of Scottish Chief Executive Pay Framework. 4.26 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). Scottish Government ‘open’ to revisiting final year of AfC pay deal. 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. NHS pay 2020-21 You are here: Royal College of Nursing / Employment and Pay / NHS pay 2020-21. 4.41 Since 2010, the Pay Policy has included the expectation that the remuneration of a new Chief Executive appointment will be at least 10 per cent lower than that of the outgoing Chief Executive. 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. Potential remuneration packages should not be discussed with prospective candidates until Scottish Government approval has been given. Currently progression increases are limited to a maximum of 1.5 per cent for Chief Executives. 4.13 The minimum, maximum or ceiling of the Pay Band should not be taken as the Chief Executive's pay range. 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. Market comparisons should be made on the basis of similarly weighted posts. 4.18 A review of an existing Chief Executive's remuneration package can include, for example, the introduction of or changes to non-pay rewards, such as a car, etc. 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. Your feedback will help us improve this site, Public sector pay policy 2020-2021: technical guide, 5. This expectation is predicated on the ability to fill the post with a suitable candidate having regard to external market levels, value for money and recruitment and retention issues. 4.15 Chief Executives are expected to be paid through payroll with tax deducted at source in the same way as other employees. Presumption against. 4.61 Should a fixed‑term appointment be considered appropriate, then the approval process for new appointments, as outlined earlier in this section, should be followed and approval by the relevant senior officials or the Remuneration Group will be required.