2. RECOMMENDATIONS/ACTION PLAN
2.1 The pay, grading and performance management systems which operate in the Scottish Government Main bargaining unit ( SGM) are designed to be non-discriminatory. The equal pay review has uncovered no major discrimination problems. Although pay gaps exist in most pay ranges, these gaps can be explained by considering combinations of different factors which are known to affect salary.
2.2 While the analysis showed that in general the pay gap in each pay range has decreased over the last 5 years, the Scottish Government is committed to tackling all discrimination in its pay system and the following recommendations provide the basis of an action plan for doing so.
Recommendations
2.3 The possibility of keeping more detailed information about working patterns should be explored with those responsible for corporate data [ Paragraph 6.2 refers].
2.4 It is recommended that the Scottish Government should continue monitoring and reviewing its pay system to ensure it is free from discrimination. The next stage of the review should be completed by April 2008 [ Paragraph 7.5 and 8.9 refer].
2.5 The next review should focus on gender and age. Disability and ethnicity should also be included but only where there are sufficient numbers to allow a meaningful analysis to be completed [ Paragraph 7.11 refers].
2.6 Longer progression journeys between the minimum and maximum of pay ranges lead to a slower closing of any pay gap than with shorter journeys. The review of the pay system (which commenced in 2007) should consider whether the length of the pay ranges and the progression journey times are consistent with Age Discrimination legislation [ Paragraph 7.10 refers].
2.7 Following discussion with the Trade Unions it was agreed that the Typing Proficiency/Skill Supplement should be frozen from 1 June 1998. Consideration should be given to whether continuing to pay the Typing Proficiency/Skill Supplement on a frozen basis is still justified. Any change should be negotiated with the appropriate Trades Unions. [ Paragraph 10.10 refers].
2.8 Market data should be kept under review to ensure the continued payment of the frozen ADP allowance can be justified [ Paragraph 10.11 refers].
2.9 The Scottish Government should continue to monitor its recruitment practices to ensure there are no barriers which prevent specific groups from applying for posts. It should also continue to closely monitor all pay supplements to ensure their continued payment is justified [ Paragraph 11.19 refers].
2.10 The guidance and Intranet information on TRS should include a reminder for line managers that, when TRS is required, all staff should be considered [ Paragraph 12.7 refers].
2.11 The possibility of conducting further research into overtime should be discussed with the Central Research Unit. That research should consider whether there are any barriers which prevent certain groups of staff receiving overtime [ Paragraph 13.8 refers].
2.12 The overtime guidance and Intranet information should contain a reminder for line managers that, when overtime is required, all staff should be considered [ Paragraph 13.9 refers].
2.13 As travel time is a 'by-product' of other arrangements it is recommended that no further analysis is undertaken in relation to this payment [ Paragraph 14.3 refers].
2.14 The launch of the new performance appraisal system and any subsequent guidance issued to staff/line managers should contain a reminder that Exceptional marking are available to all staff including those with a disability. This should also be made clear during training on the new appraisal system [ Paragraph 15.4 refers].
2.15 The operation of the Special Bonus Scheme should be reviewed to ensure that it meets equal pay principles [ Paragraph 16.3 refers].
2.16 The policy which is used to determine starting pay on recruitment should be reviewed to ensure it is fair, transparent and consistent with best practice [ Paragraphs 7.4 and 17.5 refer].
2.17 Any future pay protection arrangements should take account of the concerns raised by the Steering Group. It is recommended that further work is done to (i) investigate the risks associated with the current arrangements and (ii) look at possible alternative options [ Paragraph 19.6 refers].
2.18 Consideration should be given to gathering data about requests for alternative working patterns [ Table A of Section 20 refers].