This should also include other options considered, for example; a pool car and the arrangements in place for other staff. Please read the following important information about these payscales: NICVA is in no way involved in negotiating or setting NJC payscales. 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. Existing pay bands will be restructured and the number of pay points will 30 August 2019 Addressees For action Chief Executives Directors of Finance In such circumstances, public bodies must still provide details of the scheme when seeking Scottish Government approval of the remuneration proposals. 4.68 Any proposals that go beyond that, will need to provide further information in line with the approval route set out in the following chart. For members who earn under 80,000 and are not at the top of their pay band In each year of the agreement staff who are due The Scottish Government has confirmed a 2.5% uplift to basic pay for the above mentioned staff groups. 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. 4.3 For those Chief Executives currently earning less than 80,000, a 3 per cent basic award may be made. First published. The relevant Finance Business Partner will still be required to confirm the value for money aspects of the proposal. 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 On their incremental 4.63 If, during negotiations with a prospective candidate, consideration is given to a remuneration package that differs from the one approved, a public body must seek the advice of the Finance Pay Policy team before any agreement is reached. 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. These negotiations will begin shortly and expect to be concluded by December. 4.42 The whole remuneration package (salary, pay range, nonconsolidated performance payment and any other nonsalary rewards) should be considered as part of this expectation. The key features of the 2020-21 Public Sector Pay Policy are: In addition, the 2020-21 Public Sector Pay Policy: The pay policy sets the framework within which public bodies can develop effective pay settlements that help them reward staff fairly and manage staffing numbers to deliver services within constrained budgets. 4.74 For those proposals which are to be considered for approval by senior officials, the Sponsor Team should send the proforma and a short note to senior officials (the Sponsor Director or Deputy Director and the Director of Budget and Public Spending) after they have confirmed affordability. 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. Such issues should be discussed with the Finance Pay Policy team in the first instance. Members pay 5.5% on the first 20,500 of pay, 7.25% on pay over 20,500 up to 25,000, and so on. Introduction. 4.70 The extent to which a new appointment requires actual Ministerial approval is dependent on the legislative arrangements for that particular public body. 4.75 Any proposals for a new Chief Executive appointment to a new body or a review of an incumbent Chief Executive's remuneration package must be approved by the Remuneration Group. In 2018 SG had revalorised Pay Band mimima for Deputy Director Pay Band 1 and 1A grades of 71,508 and 75,000 respectively. By continuing to use this site, you agree to our use of cookies. This circular notifies the service of increases to Scottish Distant Islands Allowance rates, effective from 1 April 2020. 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. There continues to be a legitimate public interest in the pay and conditions of senior public appointments in Scotland. 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. Please note this section should be read in conjunction with sections 1 and 2. finding out your council tax band. Gov.scot uses cookies which are essential for the site to work. There is an expectation that public bodies will submit pay proposals which cover one year, given that budget allocations are for a single year, although this is not a mandatory requirement of the pay policy. 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. Any increase should not be implemented until this notification has been received. The outcome of the job evaluation should provide an evaluation score which will inform which Pay Band in the Scottish Chief Executive Pay Framework the post might sit. A Band 5 new entrant who joins the service on or after 1 October 2019 (for example 9 December 2019) will come in at 24,670, move across one square on 1 April 2020 to 25,100, then down one square 6 months after entry on 9 June 2020, although they will remain on 25,100. 4.6 In calculating any award, the expectation is that progression, where eligible, will be considered first prior to applying the basic award. Please ensure sufficient time to obtain this is built into any timetable. In the absence of such a scheme, relocation expenses should be in line with that for the Scottish Government. 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. 1% for Senior Civil Servants. Find Unusually the Your feedback will help us improve this site, Public sector pay policy 2020-2021: technical guide, 5. 23 January 2020. LBTT(S)A 2013 schedule 19, paragraph 3-7 provides for the calculation. 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. The Scottish Government proposes to retain the same five-band income tax structure it introduced for 2018-19. 4.55 Eligibility for and the levels of relocation expenses should be in line with those for other staff of the public body. or revisions to pension arrangements (for example: increases in employer's contributions) where these are not mandatory. LGPS regulations require that contribution rates are applied according to ranges of pay bands (or tiers) rising from 5.5% to 12% depending on the members rate of pensionable pay (see Table 1 of Annex C). Either Director has the option of referring the proposals to the Remuneration Group. 4.56 The remuneration (pay range, salary and any other financial and nonsalary rewards) must demonstrably provide value for money in the use of public resources and be no more than is necessary to attract, retain and motivate able staff, on a sustainable basis, to deliver public functions. Currently progression increases are limited to a maximum of 1.5 per cent for Chief Executives. Any data collected is anonymised. 4.13 The minimum, maximum or ceiling of the Pay Band should not be taken as the Chief Executive's pay range. Where the latter occurs, the minute from the Chair of the Remuneration Group must be annexed to the submission to Ministers. 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. Each body covered by the pay policy must ensure that their pay proposals are affordable within their financial settlement for 2020-21. 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). 4.34 Under no circumstances should the minimum, maximum or ceiling of the Pay Band be taken as the Chief Executive's pay range. This policy also acts as a benchmark for all major public sector workforce groups across Scotland including NHS Scotland, fire-fighters and police officers, teachers and further education workers. Scottish Income Tax (2019/20) Pay, allowances and benefits arrangements. 4.1 The key features of the 2020-21 pay policy are set out in paragraph 1.3. 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. Read a summary of the key changes relating to year three of the pay deal. 4.12 In all cases, the proposed pay range maximum must be within the ceiling of the relevant Pay Band within the Scottish Chief Executive Pay Framework and is expected to remain so. Before gathering such information, public bodies should discuss the scope of the proposed labour market with the Finance Pay Policy team. Find 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. 4.11 In exceptional circumstances the Chief Executive's pay range may extend beyond the maximum in the relevant Pay Band but this is only where there is robust market evidence in support of this. 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. 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 NonExecutive 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. You pay a different rate of tax for income from the tax year 6 April 2019 to 5 April 2020. 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). 4.78 Allow for up to five working days for consideration by the Finance Pay Policy team. 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. The 2020-21 Public Sector Pay Policy is a single-year policy. 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 Scottish Government there are very few members on Band 1 in our NHS. ** those earning more than 100,000 will see their Personal Allowance reduced by 1 for every 2 earned over 100,000. 4.77 If proposals are outwith the pay policy, they cannot be approved, even by the Remuneration Group. 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. 4.67 If proposals are simply to apply the annual uplift in line with Pay Policy, then a completed Chief Executive proforma, signedoff by the Chair of the public body should be sent jointly to the Finance Pay Policy team and the Sponsor Team. Potential remuneration packages should not be discussed with prospective candidates until Scottish Government approval has been given. continues the commitment to No Compulsory Redundancy. This notification should be copied to the Finance Pay Policy team. Once its fully rolled out by 2022, its estimated that this payment will help raise 30,000 children in Scotland out of poverty. out more about cookies, To invest in our public sector workforce which delivers top class public services for all, supports employment and the economy, while providing for sustainable public finances, To provide a distinctive pay policy which is fair, affordable, sustainable and, through the targeting of resources, delivers value for money in exchange for workforce flexibilities. Where the effective date of a lease transaction is on or after 07 February 2020 and the agreement for lease/missives of let for the lease transaction were entered into on or before 05 February 2020, the tax rates and bands for lease transactions that were in force prior to 07 February 2020 will apply. Under the proposals: Staff at the top of their Bands earning up to 80,000 will receive a cumulative 9% increase. 17. 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. This may be achieved by removing any existing bonus arrangement. 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 4.9 The Scottish Chief Executive pay bands are uplifted annually in line with the pay policy and the Framework for 202021 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. The Director of Budget and Public Spending will then confirm formal approval. 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. The agreement includes restructuring of existing pay bands, with a reduction in the number of pay points. Referral to Ministers will require further time. Click here for the AfC 2020 Pay Rates. 4.40 A public body must outline the approach to progression and journey time anticipated in determining the proposed pay range and demonstrate how this is affordable and sustainable in future. 1. UNISON and GMB both voted to accept whilst Unite voted to reject. 4.31 The proposed pay range should be within the relevant Pay Band, taking into account the operation of Scottish Chief Executive Pay Framework. Document updated: civil service median salaries by region and grade. Exceptionally, relocation expenses beyond such arrangements may be paid but only where this is necessary to secure the best candidate. Gov.scot uses cookies which are essential for the site to work. ( updated with the budget bill as passed in March 2020 ). We also use non-essential cookies to help us improve our websites. Scottish rates and bands for 2020 to 2021 On 4 March 2020 the Scottish Parliament set the following income tax rates and bands for 2020 to 2021. 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 'signedoff' by the Finance Pay Policy team. Nicola Sturgeon. A formal job evaluation of the role and responsibilities of the Chief Executive post should be undertaken. The Finance Pay Policy team will also notify the Remuneration Group at the next meeting. 4.73 Where a progression increase is proposed, if the Sponsor Director (or Deputy Director, if they have a closer working knowledge of the Chief Executive) is content with performance and the progression is therefore justified, the proposals are then deemed to be approved and the Sponsor Team should notify the public body. 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. 4.43 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. Approval will be given only where a clear financial benefit and a business need can be demonstrated. 4.4 For those Chief Executives currently earning 80,000 or more, the basic award is limited to a maximum of 2,000. Your feedback will help us improve this site, Find 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.