Public Sector Pay Policy for Staff Pay Remits 2009-10

ANNEX C

PUBLIC SECTOR 2009-10: MARKET DATA

1. In February 2009 the Scottish Government, its Associated Departments, Agencies, NDPBs and Public Corporations provided the Finance Pay Policy Team with up-to-date data on levels of basic pay for each grade. They also provided the hours worked in a week, employer and employee pension contributions, annual leave entitlements and information on benefits offered to staff.

2. The information public bodies provided also included the job weights of each grade, using either the civil service Job Evaluation and Grading Support ( JEGS) methodology, Hay Group or other bespoke job evaluation methodologies. Some bodies did not provide job evaluation information but indicated the equivalent Scottish Government grades.

3. We also sought information on Scottish Local Government pay (spine points) and UK civil service departments and agencies with more than 25 staff that operate in Scotland.

4. As each Public Body applies different labels for each grade we have mapped the grades on to standard levels to enable comparisons to be made. Broadly the levels map as follows:

5. Under the policy for 2009-10, pay remit proposals that seek increases above the Basic Award limit must not result in pay range maxima more than 5% above the medians of the maxima in the relevant labour market. The relevant labour market for most staff in public bodies will be the public sector labour market in Scotland. To enable public bodies to make these comparisons we will provide all public bodies with the base data set for all public bodies who have implemented their 2008-09 pay settlement. It will be for individual bodies to decide whether they wish to use the whole data set or a selected sub-set that they can demonstrate to be their relevant labour market.

6. In exceptional cases a more specific or specialist labour market may be appropriate. Public bodies should discuss this with the Finance Pay Policy Team before collecting market data and providing that additional market data in the business case. Such data should reflect the specific labour market in which public bodies actively compete for staff and must be accompanied by an explanation setting out why it is a more relevant labour market. There must also be a clear link, based on job weightings, between the posts being compared and comparisons should be made on a like-for-like basis.

7. The following public bodies are included in the market data for 2009-10:

• Advisory, Conciliation and Arbitration Service
• Architecture and Design Scotland
• Bòrd na Gàidhlig
• Cairngorms National Park Authority
• Crown Office and Procurator Fiscal Service
• Department for Work and Pensions
• Driver and Vehicle Licensing Agency
• Highlands and Islands Airports Limited
• Highlands and Islands Enterprise
• Historic Scotland
• HM Revenue & Customs
• Learning & Teaching Scotland
• Local Government in Scotland
• Loch Lomond and the Trossachs National Park Authority
• Maritime and Coastguard Agency
• Mental Welfare Commission for Scotland
• National Galleries of Scotland
• National Museums of Scotland
• Police Complaints Commissioner for Scotland
• Registers of Scotland
• Risk Management Authority
• Royal Botanic Garden Edinburgh
• Royal Commission for Ancient and Historic Monuments Scotland
• Scottish Arts Council
• Scottish Children Reporters Administration
• Scottish Commission for the Regulation of Care
• Scottish Court Service
• Scottish Criminal Cases Review Commission
• Scottish Enterprise
• Scottish Environment Protection Agency
• Scottish Fisheries Protection Agency
• Scottish Funding Council
• Scottish Government Main Bargaining Unit
• Scottish Legal Aid Board
• Scottish Legal Complaints Commission
• Scottish Natural Heritage
• Scottish Parliament's Corporate Body
• Scottish Police Services Authority
• Scottish Qualifications Authority
• Scottish Screen Agency
• Scottish Social Services Council
• Scottish Water
• Skills Development Scotland
• SportScotland
• VisitScotland
• Water Industry Commission for Scotland