Tag Archives: remuneration

Public Sector Pay – Time to redress the balance.

For too long we have been operating in the UK a publicly funded job creation scheme, which in itself would not be such a bad thing were it not for the fact that those taking from and taking out of the public sector would appear to be entirely motivated by money.  That, in public service, is fundamentally wrong.

The median average hourly rate of pay in the public sector is 30% higher than the private sector.

http://www.bbc.co.uk/news/magazine-12549785

We had last weekend the well publicised story of the former leader of South Somerset District Council leaving his post and accepting a pay off in salary, redundancy payments and pension contributions of £569,000 after 6 years service.

Yes, that’s right, you read it correctly, FIVE – HUNDRED & SIXTY NINE THOUSAND POUNDS!

http://www.telegraph.co.uk/news/newstopics/politics/8342025/Council-boss-who-got-record-pay-off-in-line-for-another-lucrative-position.html

My issue is that none or certainly nowhere near enough of the money that is spent on wages in the public sector goes to those that deserve it most.  Nurses, Teachers, Police Officers, Fire Fighters.  There are countless others I can add to that list.  These are the people that should be reaping the benefit of the increase in standards that we have seen in the last 10 years in public sector pay and conditions.  So why aren’t they?

The problem is that those that enter public service in these posts do so generally out of a sense of vocation, purpose and to serve others.  They don’t do it first and foremost for the money, they do it for a whole host of other reasons.  Therefore they tend to be at the back of the queue when it comes to being rewarded for the great work that they do.  They deserve a great wage for doing great work.  They don’t get it.  That sucks.

I don’t buy the argument that Public Sector bodies need to pay great salaries to attract great talent at the top.  If you are motivated by money ( and there is nothing wrong in that ) then by all means stay in the private sector, take your risks, take your chances and fill your boots.

If you are motivated by a desire to serve the greater good and public service ticks that box for you then by all means go run a hospital, a local council, but why on earth should you even think you should be paid more than the Prime Minister for doing so?  Who is running the remuneration committees in these organisation?

Certainly don’t walk away with in excess of 1/2 million quid for voluntary redundancy when the vast majority of those in your employ are earning less than 25 times that number!  That disgusts me.   It smacks of greed, lining of one’s own pocket from the public purse.  I know it happens, it is just not right and something needs to be done to stop it.

I would be delighted were I to be evidencing the average median hourly rate in the public sector was 30% higher than the private sector because nurses were paid so much more.  That figure is so high because those at the top have their noses in the trough, and its our trough.

If the CEO of a FTSE 100 company is being paid millions that is an issue for his or hers shareholders.  It is their money, not mine ( unless of course they are a bank! )  Time to redress the balance.  Give the money to those that deserve it most.  That is the basis of great public service.

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When it comes to pay, size does matter.

The issue of Executive Pay is big news. The size of the packet generates many column inches and the media loves to highlight the growing gap between rich and poor. The “b” word is still guaranteed to inflame a myriad of opinions.

This weekend the results of the Pay Report were published, commissioned by the Sunday Telegraph, the Daily Telegraph and Telegraph.co.uk. Executive Pay is at an all time high, driven by the rebound in share prices over the last 12 months. The best paid CEO in the FTSE 100 in 2009 was Bart Recht of Reckitt Benckiser who took home £92.6m, the bulk of which came after he crystallised share options accumulated over the previous 10 years. The remainder of the top five was made up as follows;

Tony Pidgeley Berkely Group £36.4m

Mike Davis Xstrata £25.5m

Frank Chapman BG Group £23m

Bob Diamond BarCap £18m

Big numbers. What this report doesn’t tell us is the amount these 5 or indeed their peers returned to shareholders. This would I suspect help to put things in to perspective. If, as a direct result of actions taken someone was to generate say £50m of profit for their company, they deserve in my view a healthy slice of that £50m by way of a reward. What analysis of the pay report tells us is the impact of the Banking Crisis has seen remuneration committees focus attention on pay for performance. Basic salaries for FTSE 100 CEO’s fell an average of 1% in 2009, with cash bonuses and benefits 28% lower. Share based incentives rose 31pc, leaving total compensation 6% higher at an average of £3.76m.

The good news is that it wasn’t just the CEO’s who earned a bigger slice of the cake. Despite staffing numbers in the FTSE 100 remaining static, wage bills amongst the UK’s largest companies rose 11% in 2009 to £232.67bn. Accepting that not all the 7.35 million people employed by Britain’s top 100 companies are employed in the UK, that is a huge amount of wealth creation, not only in terms of wages for those employed but also in those countries in which they work in terms of tax contributions to the public purse. This is the bit that gets forgotten. With all the headlines generated around large pay packets, nobody stops to ask just how many schools or hospitals tax contribution influenced by Bart Recht paid for. Accepting the against argument will be tax avoidance, non dom status, off shoring or any other smart schemes, he still makes an enormous contribution to the UK public purse and not only in terms of his personal tax bill. More arguably than most of us will make in a lifetime.

So called “self-made” millionaires rarely attract the same vitriol as our corporate “fat cats”. Of course they create wealth and employment through their own efforts, often from nothing. What is the difference between the entrepreneur and the corporate leader? Aren’t both self made? Was Bart Recht given the CEO job at Reckitt Benckiser? Was he born with that opportunity given to him as some kind of silver spoon? Absolutely not. He has, as have virtually all his peers, achieved that position through sheer hard work, determination, bloody mindedness, taking risks, sticking his neck out and putting himself on the corporate line throughout his career. He is now reaping substantial rewards for his actions.

An Entrepreneur sells a company and makes £100 million and good for you is the cry. A Corporate Leader makes the same having delivered returned huge value to his shareholders, (of which pension funds will make up a considerable amount, as a consequence benefiting a huge number of people), created a huge amount of wealth, employment and opportunity whilst at the same time generating huge sums of money for the public purse that contribute enormously to the huge range of public services we enjoy in the UK, not forgetting the huge contributions many such corporations make to charities.

We are quick to criticise our big businesses and their leaders, but there is a tendency to forget that Employers currently pay 12.2% of the its employees gross salaries in National Insurance contributions to the Government just simply for employing people. We need to have the very best individuals leading our very best businesses and being rewarded the very best remuneration in order that we continue to create an environment for jobs and wealth creation across the globe.

How does their worth compare to say a Nurse or a Soldier who earn barely a fraction? Well that is an entirely different debate and one that should be the subject of another blog. However without the likes of Recht Benckiser we would have far fewer nurses and far less soldiers to count on. The bigger the numbers, the better for us all.

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Filed under Remuneration