1. The names of the unions which are signatories to your main collective agreement covering pay and conditions?
2. The number of employees covered by the agreement?
3. For your 2022/23 pay agreement, were the key features of the Scottish Public Sector pay policy applied as listed below (see https://www.gov.scot/publications/public-sector-pay-policy-2022-2023/pages/2/)?
The key features of the 2022-23 Public Sector Pay Policy are:
• setting a guaranteed wage floor of £10.50 per hour, going beyond the current real Living Wage rate of £9.90;
• providing a guaranteed cash underpin of £775 for public sector workers who earn £25,000 or less;
• providing a basic pay increase of up to £700 for those public sector workers earning between £25,000 to £40,000;
• provide a cash uplift of £500 for public sector workers earning above £40,000; and
• allowing flexibilities for employers to use up to 0.5 per cent of pay bill savings on baseline salaries in 2022 to address clearly evidenced equality or pay coherence issues.
4. Were there any variations made to the key features of the policy?
5. What percentage consolidated pay increase was applied to the lowest rate of pay (excluding apprentice rates or rates for staff aged under 18)?
6. What consolidated pay increase did the majority of staff receive (ie. if a majority of staff received the same increase, what was that increase)?
7. Were any changes made to pay rates to address clearly evidenced equality or pay coherence issues in your existing pay and grading structure? If yes, what were the changes?
8. Please supply a list of your pay grades and current pay rates and confirm the settlement date from which they became payable.
9. Do you pay market supplements in addition to the current rates? If yes, please give details including a description of current arrangements if possible.
1. Public and Commercial Services Union (PCS)
2. 65 staff with Crown Estate Scotland who would be covered under the collective bargaining agreement
3. Crown Estate Scotland has not concluded the 2022/23 pay negotiations with PCS at the time that this request was made.
4. As pay negotiations have not concluded, we do not hold this information. Therefore, exemption 17(1)(b) under FOISA applies.
5. Exemption 17(1)(b) – information not held under FOISA applies for the same reason stated in number 4.
6. Exemption 17(1)(b) – information not held under FOISA applies for the same reason stated in number 4.
7. Exemption 17(1)(b) – information not held under FOISA applies for the same reason stated in number 4.
8. Refer to enclosed spreadsheet. Please note that this is current as of June 2021. When pay negotiations conclude, the pay scale should be updated to reflect the changes. The settlement date for this scale was April 2021 and when 2022-23 pay negotiations conclude, it will be backdated for 1April 2022.
9. We have no market supplements in place at the time this request was made.