Senior Civil Service Pay and Bonuses

Information from DFP on Criteria for Awarding Bonuses to Senior Civil Servants (27 October 2008)

Mr Shane McAteer 

Clerk 
Committee for Finance and Personnel 
Room 419 
Parliament Buildings 
STORMONT

27th October 2008

Dear Shane

You recently requested information relating to how the criteria for awarding bonuses for Senior Civil Servants (SCS) takes account of an individual’s performance in financial management.

There is a direct link between the achievement of financial objectives for SCS members, as set out in their individual Personal Performance Agreements and the Professional Skills for Government (PSfG) framework, and the criteria used to determine eligibility for non-consolidated bonus payments.

When setting their Personal Performance Agreements for the forthcoming reporting year, SCS members are advised of the objectives against which performance will be measured. These are based on business delivery objectives, corporate objectives and capability/capacity objectives.

In addition, SCS members are required to demonstrate the skills and expertise set out in the Professional Skills for Government framework . The Professional Skills for Government (PSfG) initiative has been implemented across the NICS with effect from April 2006 and is now an integral part of the SCS Performance Management process. The PSfG competency framework is divided into four separate but supporting areas - Leadership , Core skills, Professional Expertise and Broader Experience. Financial Management is one of the Core Skills against which all SCS members will be assessed. Full details of the PSfG competency framework can be accessed at - http://www.civilservice.gov.uk/iam/psg/selection_NI.asp

Eligibility for bonuses is measured against a range of agreed criteria which are devised taking account of PSfG and performance management criteria. In 2008, the criteria used in considering the award of non-consolidated bonuses were as follows –

• whether corporate, business and capacity related objectives have been met or not;
• to what degree judgements about how the objectives were achieved and in particular whether the leadership behaviours and professional skills elements of the Professional Skills for Government framework have been demonstrated or not; and
• the degree of difficulty or ease in meeting the objectives in the light of actual events.

I trust this information is helpful.

Yours sincerely,

NORMAN IRWIN