Equality: Compliance with age discrimination and equivalent shell out legislation, and making sure an equality effect evaluation is carried out when producing proposals.
Departments need to be happy that their proposed reduction will not jeopardise the operation, growth or efficiency in their efficiency-linked pay out arrangements.
Vacancy Rates: The volume of unfilled posts (or forecast vacancies) in the ultimate month on the remit 12 months in issue, expressed being a share of (headcount at the end of the month moreover vacancies). This figure ought to replicate the quantity of posts that happen to be both unfilled or crammed by agreement team, which can be advertised under Civil Provider truthful and open up Levels of competition rules.
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Provides efficiencies and efficiency: proposals are envisioned to deliver price savings and efficiencies on the paybill which cover the rise in Remuneration Price (IRC), and don't place a cost pressure around the Section’s budgets. Proposals are also predicted to deliver sustainable workforce efficiency gains.
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This 2024/twenty five pay out remit 12 months is the last of a three yr paying settlement for departments. It is crucial that departments contemplate which priorities are greatest tackled in the final yr of the current Paying Assessment, And the way these relate to and aid for a longer time-phrase goals and wider workforce priorities without restricting possibilities beneath the up coming Paying Assessment. This year, departments have adaptability to focus on here their pay back awards in a way which most accurately fits their wants.
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Rise in remuneration Price excluding lawfully binding progression increments or development acquire out fees
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Coherence: proposals may well consider broader Civil Services context and departments could make your mind up it's appropriate for them to glimpse in the direction of additional dependable methods and guidelines.
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