Information

Public sector pay policy 2022 to 2023: technical guide

Supports the application of the 2022 to 2023 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.

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Footnotes

1. The cash underpin / basic pay increase is pro-rated for part-time employees

2. For NHS Scotland Executive and Senior Management posts

3. 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

4. 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.

5. 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.

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

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

8. 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.

9. 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.

10. 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.

11. 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 £775 cash underpin in addition to progression.

12. For example if an individual's current salary was £39,500 and their progression increase was 1.5 per cent taking them to £40,093 under the policy, the individual would still be entitled to a £700 cent uplift in addition to progression.

13. 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 pay policy.

14. See table at paragraph 3.124 for relevant Senior Official.

15. Director of Budget and Public Spending and Senior officials within the sponsor area. See table at paragraph 3.124 for relevant Senior Official.

16. 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.

17. 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.

18. The Sponsor Director or Deputy Director and the Director of Budget and Public Spending. The Deputy Director for Budget and Public Spending and the Public Sector Pay Policy team should be copied in to all proposals that are submitted for portfolio approval.

Contact

Email: FinancePayPolicy@gov.scot

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