PUBLIC SECTOR
PPMA calls for remuneration committees to set senior salaries in public sector
Using a remuneration committee, composed of non-executive directors or locally-elected politicians, will help ensure enhanced accountability, transparency and objectivity becomes the norm in setting senior salaries for the public sector. That’s the view of the Public Sector People Managers' Association (PPMA).
Such a move would help to “further address the many valid concerns and opinions expressed by members of the public, ministers and media commentators”.
As Stephen Moir, past president of the PPMA, points out: "There are already many organisations across the public sector incorporating independent assessment of senior remuneration packages, similar to practices adopted by many private sector organisations. But what we need now is to learn from each other and ensure a consistent approach across the whole of the public sector."
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According to the PPMA, part of this necessary shift in emphasis has to be the requirement to manage the “total cost” of the public sector pay bill, including the costs of senior people, more effectively and equally the “total reward” that goes with being a senior public servant, not just the salary an individual receives.
A final word
"The future for such debate and discussion around remuneration packages does not need to be about the current salaries paid to senior public servants. Instead it must shift firmly towards addressing the arrangements by which pay, pensions and conditions of employment are determined for the most senior people paid in the future." - Stephen Moir, past president of the PPMA.
Want to know more?
PPMA (Public Sector People Managers' Association) is the “organisation which represents and serves the professional interests of its public sector people management members, providing them with continuing professional development, knowledge and information, a network/forum - and advice for raising professional standards in people management.” To find out more visit www.ppma.org.uk.