Remuneration

Concerns

In last year’s annual report we expressed some concerns regarding the negotiation of salaries for successful candidates that were significantly over or under the advertised rates.

The Commissioners believe it is important to ensure that the remuneration package paid to a successful candidate reflects that advertised. If this is not the case then the fairness of the process is called into question. If a department is prepared to pay a different rate than that advertised then there is a good possibility that an advertisement at the actual rate they are prepared to pay would have attracted a different pool of applicants. Equally, significant underpayment might imply that the responsibilities of the job have not been described with the required precision.

Payments over the advertised rate

Last year we reported on a number of instances of payments significantly higher than the advertised rate or top of the advertised range to candidates from the private sector.

Payments under the advertised rate

There also continue to be examples of successful candidates being paid under the advertised rate, or below the bottom of the advertised pay range.

Extreme example

The most striking was a payment of 40% less than the advertised rate.

The effect of gender

There is some evidence that gender might play a part in determining the rate of pay, at least for candidates from the Civil Service who are paid under the advertised rate.

No rate advertised

Last year we also noted a number of instances where the recruitment material did not specify any figure or salary range.

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