This pay policy provides employers with the discretion to consider standardising to a 35 hour working week, if and when it is practical to do so. Introduction of parental leave; for each child born on and following 1 April 2022, four weeks' paid parental leave and 14 weeks' unpaid parental leave (per child) to be taken in line with current policy provisions. the introduction of a Dog Transfer Allowance of 1,239 per annum for the transfer of dogs in a person's own vehicle; maintain the policy position on no compulsory redundancy. This involves a 700 increase to police officer pay points for all ranks. To invest in our public sector workforce which delivers top class public services for all, supports employment and the economy, while providing for sustainable public finances. Agreement was reached following negotiation between the Scottish Police Authority and Police Scotland with the Trade Unions. The decision on public sector pay announced by the UK Government in the November 2020 Spending Review is a material factor in setting the 2021-22 pay policy and has an impact on the Scottish Government's financial position. The 2021-22 Public Sector Pay Policy is a single-year policy. 2,696 London Weighting Allowance for Inner London and London Allowance 4,338 (If applicable) 22 days holiday About the role Frontline policing with us gives you opportunities like no other. The average Police Scotland salary ranges from approximately 25,390 per year for a SERVICE ADVISOR to 50,106 per Local Government Pension Scheme. Annual leave can now be taken in hours and minutes, rather than days, to give staff additional flexibility. This is further supported by the continued restraint applied to higher earners, including senior appointments, where there are higher proportions of men. Just as important as our uniformed officers is our 5500-strong team of professional and support staff working behind the scenes. Their challenge was to ensure that the pay and reward package was modern and attractive, but also aligned to public sector policy. You can change your cookie settings at any time. Each public body covered by the pay policy must ensure that their pay proposals are affordable within their financial settlement for 2021-22. However Ministers remain committed to maintaining employment, delivering wage growth and a fair rate of pay in the public sector as key levers to aid economic recovery, deliver national outcomes and improve performance. We use cookies to collect information about how you use the Police Scotland website. "This has been a difficult offer because there is appreciation of the significant financial challenges created for our people as a result of the rises in the cost of living," they added. Our public sector pay policy for staff pay remits (within the public sector pay policy) sets the framework for public sector pay. Video, Record numbers of guide dog volunteers after BBC story, Police officers worked a million hours of overtime, Prince Andrew offered Frogmore Cottage - reports, Rare Jurassic-era bug found at Arkansas Walmart, Harry and Meghan told to 'vacate' Frogmore Cottage, Havana Syndrome unlikely to have hostile cause - US, Bieber cancels remaining Justice world tour dates, Beer and wine sales in Canada fall to all-time low, Covid origin likely China lab incident - FBI chief, China and Belarus call for peace in Ukraine, Man survives 31 days in jungle by eating worms. The new 14-grade pay structure with incremental progression and an updated set of terms and conditions, which all staff have been moved on to, came into force on 1 April 2019. The 1 per cent pay increase will apply to daily fees over 154 up to 307, above which a maximum increase will be limited to 3 per day. In 2015 Police Scotlands Staff Pay and Reward Modernisation (SPRM) Team began the journey to move the entire workforce onto a single set of terms and conditions, create a new single pay structure and establish a new set of policies. We want to make the SPA and Police Scotland the best policing environment to work for, one that offers fair and competitive terms, good career development opportunities and an interesting and rewarding environment. It also highlights the benefits of collective pay bargaining for Police Officers, in maintaining positive relations between the Official and Staff sides of the Police Negotiating Board.. "I thank everyone who worked to reach this agreement, particularly when staff are concerned about the cost of living crisis and its impact on them and their families. There is an expectation that public bodies will submit pay proposals which cover one year, given that budget allocations are for a single year, although this is not a mandatory requirement of the pay policy. View the latest senior civil service pay data. The public sector pay policy for staff pay remits applies to the following organisations: 1. Agenda for change. Your cookie preferences have been saved. As with previous years, the Scottish Government's Public Sector Pay Policy is based on the following principles: The Public Sector Pay Policy has consistently been distinctive, fair and progressive. Where public bodies are seeking to re-structure, particularly as a result of the pandemic, full consideration must be given to re-deployment and re-training. Ashleigh is editor of OHW+ and HR and wellbeing editor at Personnel Today. The 2021-22 pay policy provides a guaranteed minimum 2 per cent pay increase for public sector workers who earn more than 25,000 and up to 40,000, and provides public sector workers who earn more than 40,000 and up to 80,000 a guaranteed minimum 1 per cent pay increase. All public appointments (Chairs and Members) to Scottish public bodies; Non-Executive Directors of the Scottish Government and its Agencies and Associated Departments; Appointments to Tribunals, Appeals Boards, Advisory Committees and Inquiries. Video, At the crash site of 'no hope' - BBC reporter in Greece, Record numbers of guide dog volunteers after BBC story. Post a job This needs to be balanced with what public sector employers can reasonably afford and provide a fair deal for the public sector workforce. In response to the pandemic, the public sector has adopted new ways of working. "I thank everyone who worked to reach this agreement, particularly when staff are concerned about the cost of living crisis and its impact on them and their families. Hossack says: We know that SPRM and the new employment package has created a platform for us build upon and we aspire to go on and develop some other benefits. Read about our approach to external linking. Meanwhile, the team reviewed legacy terms and conditions that transferred with staff and sought to establish a baseline in order to build proposals for the new, single set of terms, which were benchmarked using data from across the public and private sectors. of: This pay policy also governs the remuneration (daily fee rates, annual uprates or reviews and any pension arrangements, etc.) The agreement aims to achieve an appropriate balance by recognising the contribution, hard work and dedication of police staff while also being affordable in the context of the policing budget. Please find attached the Service response to your request Pay Scales of Civilian Support Staff Scottish Police Authority. Pay Scales from 2017/18 to 2021/22 North Lanarkshire Council. It was important that a fair and affordable pay agreement was reached and I thank the Scottish Police Federation, the Association of Scottish Police Superintendents, and all who worked together to achieve this settlement.. You can change your cookie settings at any time. Whether you are managing our IT infrastructure, communicating with the public and media or maintaining our fleet of vehicles, your skills and experience will help make Scotland a safer place to live, work and visit. NHS terms and conditions annual, hourly and HCAS pay values scales for 2022/23. Hawara: 'What happened was horrific and barbaric'. The increase for those earning 80,000 or more will be limited to 800. Since October 2010 we have asked Scottish non-departmental public bodies (NDPBs) and public corporations to list on their respective websites the names and salary details of members of their senior leadership teams (equivalent to senior civil service grade 2 and above). Not only was this inconsistency seen by employees as unfair, at times resulting in poor employee relations, it also presented complications for managers and its HR team, who had to juggle different pay and grading models and terms and conditions for teams spread across different geographical locations. Policing Scotland has been working to make its websites more accessible - read our accessibility statement. There may be circumstances where a public body chooses to submit proposals that cover more than one year and in such instances they are asked that they discuss this in advance with the Scottish Government Finance Pay Policy team. Getty Images. Our staff make an essential and valuable contribution to the delivery of policing across Scotland and we are very grateful to them for that.. experience. She has hosted many webinars for Personnel Today, on topics including employee retention, financial wellbeing and menopause support. It wasnt easy for line managers, as they had some staff whose legacy package was attractive and perhaps didnt want change to happen. Elizabeth Hossack. The pay policy parameters for 2021-22 are therefore set in the context of the need for on-going pay restraint for senior staff. technical guide for public sector pay policy 2022-2023. 4 August 2022. Prior to joining Personnel Today in 2018, she covered the road transport sector for Commercial Motor and Motor Transport magazines, touching on some of the employment and wellbeing issues experienced by those in road haulage. Some had it written into their contracts that they had time off over Christmas, for example, and many knew they would probably lose those favourable terms.. Nothing in this pay policy is intended to interfere with pay progression arrangements for staff in the pay remit, or to constrain discussions between employers and staff and / or their representatives on this issue. Investment in Scotland's public services remains a priority. The pay agreement was reached following extensive dialogue and negotiation through the Police Negotiating Board (PNB). So congratulations on a job well done! The SPF, which represents all police officers from constable to chief inspector (98 per cent of all police officers in Scotland), had asked for a 3.4 per cent pay increase. Progression increases for Chief Executives covered by this pay policy are limited to a maximum of 1.5 per cent. The first stage of the SPRM job evaluation looked at every staff job across the Scottish Police Authority and Police Scotland to establish a hierarchy of roles and develop a single pay and grading framework. Forum for Expatriate Management Police officers and police staff negotiate their pay deals separately. We use this information to make the website work as well as possible and improve our services. If you would like this information in an alternative format or language - please phone us on 101 to discuss your needs. Employee Benefits A career with us means being part of an organisation with a clear purpose, focus, and values, where every individual contribution helps to keep people safe. Pay The MPS has seven basic pay bands: Band A: 69,161 to 79,882 Band B: 50,897 to 62,015 Band C: 39,469 to 47,089 Band D: 32,194 to 34,452 Band E: 28,511 to 30,504 Policing Scotland has been working to make its websites more accessible - read our accessibility statement. Decisions taken on pay progression should be based on business needs, maintaining headcount and affordability. Constables in the MET or other London branches also have London weighting so officers on the PCDA route have a starting salary of 30k rising to 33k after completion of the degree. OHW+ The public sector pay policy for staff pay remits applies to the following organisations: Scottish Government Main Bargaining Unit, which also includes: Scottish Government Marine (off-shore) bargaining unit, Note: Your feedback will help us make improvements on this site. A pay increase has been agreed for police officers in Scotland which will be backdated to 1 April 2021. Shutterstock. We use this information to make the website work as well as possible and improve our services. To reflect real life circumstances, protect those on lower incomes, continue the journey towards pay restoration and recognise recruitment and retention concerns. Working for Police Scotland doesnt have to mean patrolling the streets. Following government's announcement on the 2022/23 pay award, the annual and hourly rates have been updated and can be accessed below inclusive of Higher Cost Area Supplements (HCAS) rates. continuing the requirement for employers to pay staff the real Living Wage, now set at 9.50 per hour; providing a guaranteed cash underpin of 800 for public sector workers who earn 25,000 or less; providing a guaranteed basic pay increase of 2 per cent for public sector workers who earn more than 25,000 and up to 40,000; a guaranteed basic pay increase of 1 per cent for those public sector workers earning more than 40,000 and up to 80,000; limiting to 800 the maximum basic pay increase for those earning 80,000 or more, and; allowing flexibilities for employers to use up to 0.5 per cent of paybill savings on baseline salaries in 2021 to address clearly evidenced equality or pay coherence issues in existing pay and grading structures. In addition to the 700 across all pay points, the agreement includes a number of enhancements to police officer terms and conditions that can be summarised as follows: In addition to the pay agreement, a one-off non-consolidated payment of 250 has been awarded to all officers in recognition of the significant challenges that the workforce has faced in 2020 and 2021. Therefore the measures proposed in the pay policy protect these employees from pay restraint and in many cases provide a positive benefit. Communications about the proposals, including focus on newsletters on subjects such as pay and grading, were communicated to staff, while line managers were briefed on what core information needed to be passed on to their teams. 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