HC Deb 15 January 1996 vol 269 c375W
Mr. Alex Carlile

To ask the Secretary of State for the Home Department (1) for how long performance-related pay has been available to(a) executive officers, (b) higher executive officers and (c) other officials within the immigration service; and if he will make a statement; [8162]

(2) what criteria are used to judge the eligibility for performance-related pay of (a) executive officers, (b) higher executive officers and (c) other officials within the immigration service, in terms of (i) cash and (ii) proportion of overall salary; and if he will make a statement; [8163]

Mr. Simon Hughes

To ask the Secretary of State for the Home Department (1) what mechanisms exist to provide performance-related pay to(a) executive officers, (b) higher executive officers and (c) other officials within the immigration service; [8164]

(2) what is the upper limit of performance-related pay available to (a) executive officers, (b) higher executive officers and (c) other officials within the immigration service, in terms of (i) cash, and (ii) proportion of overall salary; [8165]

(3) when changes were last introduced to the system of provision of performance-related pay to (a) executive officers, (b) higher executive officers and (c) other officials within the immigration services; and what those changes were. [8166]

Mr. Howard

Arrangements for performance-related pay for executive grades, including immigration service staff, have been in place since April 1989 following negotiations between HM Treasury and the national unions. It is awarded for different levels of performance, assessed on the basis of markings in annual individual appraisal reports. There are currently three levels of reward for individuals, depending on whether their performance is judged to be fully satisfactory, significantly above requirements, or outstanding. The amount varies according to the overall performance marking attained and the point reached on the pay band. Lump sum non-consolidated payments are made to those on the maximum of their pay band.

Structural changes to the performance pay system were last made, across the whole of the civil service, in 1992. The previous mixed incremental/performance pay system was replaced by one in which pay is much more clearly performance related.

The arrangements in the Home Office are currently undergoing a major review, in the light of the impending delegation of pay responsibility from the Treasury.