beta

You're viewing our new website - find out more

Publication - Publication

Public sector pay policy 2018-2019 (superseded)

This was the original pay policy document as announced on 14 December 2017. Following negotiations during the passage of the draft Budget Bill, a revised pay policy document was issued.

10 page PDF

2.5 MB

10 page PDF

2.5 MB

Contents
Public sector pay policy 2018-2019 (superseded)
Staff Pay Remits

10 page PDF

2.5 MB

Staff Pay Remits

Pay Metrics

The following sets out details of each of the key pay metrics which apply in 2018‑19.

Support for Lower Paid Staff

The Scottish Government recognises the importance of supporting lower paid staff within the public sector and the Pay Policy continues our commitment to meeting the requirements of the new real Living Wage rate.

Pay increases and thresholds

Lifting the 1 per cent pay cap to provide a guaranteed minimum 3 per cent pay increase for public sector workers who earn £30,000 or less.

There will be a 2 per cent limit on the increase in baseline paybill for those earning above £30,000, but limited to those earning less than £80,000. Within those limits, public bodies will have discretion to submit proposals to vary the levels of basic pay increases across this cohort of staff to take account of local circumstances, such as the impact of the £30,000 threshold, staff and trades unions priorities and affordability. The Technical Guide will detail smoothing arrangements around the £30,000 threshold to avoid any 'leapfrogging'.

The increase for those earning £80,000 or more will be limited to £1,600.

Progression

Nothing in this Pay Policy is intended to interfere with pay progression arrangements for staff in the pay remit nor to constrain discussions between employers and staff and/or their representatives on this issue. It is expected that this will not be automatic but in exchange for workforce flexibilities and productivity improvements.

Additional flexibility

Public bodies will be able to use paybill savings of up to an additional 1 per cent of baseline salaries, beyond those limits set out above to:

  • make non‑consolidated payments amounting to no more than 1 per cent of salary for employees already on the maximum of their pay range (and who no longer benefit from progression) or those on spot rates.
  • consider affordable and sustainable changes to their existing pay and grading structures to address evidenced equality issues.

Non‑consolidated performance related pay

All access to non‑consolidated pots for payments linked to performance (bonuses) continues to be suspended for 2018‑19.


Contact