Public sector pay policy 2020 to 2021: technical guide

Footnotes

1. The £750 cash underpin is pro-rated for part-time employees

2. With the exception of NHS Scotland Executive and Senior Management posts in grades A-I which are directly subject to the public sector pay policy

3. It is noted that in some circumstances the Chief Executive is not the Accountable Officer, in such instances it would be either the Chief Executive or the Accountable Officer who would undertake the responsibility to provide the necessary assurances required.

4. If a public body has a sponsor team within the Scottish Government it will also have a Finance Business Partner who provides advice to sponsor teams on all budgetary matters.

5. https://www.fairworkconvention.scot/the-fair-work-framework/

6. http://www.gov.scot/Publications/2016/08/2505

7. Where the financial settlement has not yet been agreed, the public body will be required to demonstrate the cost of their proposals can be delivered within their provisional financial settlement.

8. This will include progression (if proposed), the measures for lower paid; basic pay increases; as well as any other proposed changes to existing pay and benefits.

9. Public bodies are reminded that all new allowances must be non-pensionable (unless otherwise required by the employer's occupational pension scheme). If a public body wishes an existing or new allowance to be made pensionable this will require separate approval.

10. The gross annual salary is used to set a pay floor to provide a minimum annual amount an individual must earn, before tax, to afford a basic but acceptable standard of living. The annual gross salary is calculated on a 37 hours working week as this is the most common length of week for pay negotiations among public bodies covered by the pay policy. This is then multiplied by the hourly rate and 52.2 weeks per year to calculate the annualised figure.

11. http://scottishlivingwage.org/accreditation

12. Current salary is an individual's salary prior to any uplift including progression (where eligible). For example if an individual's current salary was £24,750 and their progression increase was 2 per cent taking them to £25,245, under the policy, the individual would still be entitled to the £750 cash underpin in addition to progression.

13. Current salary is an individual's salary prior to any uplift including progression (where eligible). For example if an individual's current salary was £79,000 and their progression increase was 1.5 per cent taking them to £80,185, under the policy, the individual would still be entitled to a 3 per cent uplift in addition to progression.

14. A smaller public body, for this purpose, is defined to be one which employs around 100 staff (FTE) or less. This limit is based on capturing all public bodies in the lowest quartile for the number of staff employed in each of the public bodies directly subject to the policy.

15. The Director may delegate this responsibility to a Deputy Director in specific circumstances where the Deputy Director has a closer working relationship with the public body or when known leave commitments would result in the time required for senior official approval to be more than 2 weeks.

16. The Director General may delegate this responsibility to the Sponsor Director when known leave commitments would result in the time required for senior official approval to be more than 2 weeks.