Public sector pay policy 2024-2025 - Chief Executive framework: technical guide update

Scottish Chief Executive Framework

Chief Executive Framework Pay Bands

1.11 The salary and pay range of a Chief Executive must fall within the pay bands in the Scottish Chief Executive Framework (as detailed in the pay parameters and limits section). This is 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).

1.12 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.

1.13 The Scottish Chief Executive pay bands are uplifted annually in line with the Pay Policy and the Framework for 2024-25 is detailed in the pay parameters and limits section.

1.14 The outcome of a job evaluation should provide an evaluation score which will inform which Pay Band within the Framework the post might sit. 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.

1.15 In exceptional circumstances the Chief Executive’s pay range may extend beyond the maximum in the Framework but this can only be where there is robust market evidence in support of this and subject to additional approval.

1.16 In all cases, the proposed pay range maximum must not exceed the ceiling of the relevant Pay Band within the Framework and is expected to remain so. The minimum, maximum or ceiling of the Pay Band should not be taken as the Chief Executive’s pay range.

Operation of the Scottish Chief Executive Framework

1.17 The Framework applies to base pay only and excludes any non-consolidated performance payment (bonus), pension and the cash value of any non-salary rewards.

1.18 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. However, the business case may set out differences in pension contributions, etc. if this is considered relevant.