Public sector pay strategy 2023 to 2024: technical guide
Supports the application of the 2023 to 2024 public sector pay strategy and applies to staff in the Scottish Government and its associated departments, agencies, non-departmental public bodies (NDPBs) and public corporations.
This document is part of a collection
7. NHS Scotland Executive and Senior Management posts
Please note this section should be read in conjunction with sections 1, 2 and 6.
Key Pay Strategy parameters for 2023-24
Coverage
7.1 This section covers NHS Scotland Executives and Senior Management posts in all Grades A to I (referred to as "NHS Executives"). This group of staff is covered by way of a collective pay proposal: individual appointments, remuneration and terms and conditions are made in line with the Scottish Government's health policy.
7.2 The details in section 6 for Chief Executives also apply to NHS Executives with the exception of pay progression which is set out below.
Position on progression
7.3 The Pay Strategy intention is that the cost of all progression increases for NHS Executives must be delivered within an overall baseline paybill cap of 1.5 per cent. The progression increase may vary for individual NHS Executives within this cohort, subject to performance and the increase should not result in any NHS Executive exceeding their pay range maxima.
7.4 In calculating any award, the expectation is that progression, where eligible, will be considered first prior to applying the basic award.
Contact
Email: financepaypolicy@gov.scot
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