Remuneration Report

Remuneration Report

Remuneration Policy

The remuneration of senior civil servants is set in accordance with the rules set out in chapter 7.1, Annex A of the Civil Service Management Code and in conjunction with independent advice from the Senior Salaries Review Body (SSRB). In reaching its recommendations, the SSRB is to have regard to the following considerations:

  • the need to recruit, retain and motivate suitably able and qualified people to exercise their different responsibilities;
  • regional/local variations in labour markets and their effects on the recruitment and retention of staff;
  • Government policies for improving the public services including the requirement on departments to meet the output targets for the delivery of departmental services;
  • the funds available to departments as set out in the Government's departmental expenditure limits; and
  • the Government's inflation target.

Performance based pay awards are based on an assessment of performance against objectives agreed between the individual and line manager at the start of the reporting year. Performance will also have an effect on any bonus element awarded.

Further information about the work of the SSRB can be found at:

Service Contracts

Civil service appointments are made in accordance with the Civil Service Commission's Recruitment Principles, which requires appointment to be made on merit on the basis of fair and open competition but also includes the circumstances when appointments may otherwise be made.

Unless otherwise stated below, the officials covered by this report hold appointments which are open-ended until they reach the normal retiring age. The retirement age for the Senior Civil Service rose from 60 to 65 from 1 October 2006 in line with the implementation of the Employment Equality (Age) Regulations 2006. However, once an individual's pension becomes payable, from age 60, that employee can choose to leave work and draw his or her pension at any time, subject only to compliance with the basic notice of leave requirements.

The rules for termination are set out in chapter 11 of the Civil Service Management Code. Early termination, other than for misconduct, would result in the individual receiving compensation as set out in the Civil Service Compensation Scheme. Further information about the work of the Civil Service Commissioners can be found at

Transport Scotland covers all of the Scottish Government's transport responsibilities for all aspects of transport policy and delivery covering road, rail, bus, maritime, canal and air services and infrastructure. All Transport Scotland executive Directors are included within this report.

Following the decision in 2010 not to retain the previous Board structure Transport Scotland now has no non executive Directors. However the Audit and Risk Committee has 3 external members. Alex Smith and Dorothy Fenwick were appointed at the end of 2010 and Alan Thompson was appointed towards the end of 2011. This is to ensure the organisation continues to benefit from independent oversight and challenge.

Remuneration Group

Remuneration for Transport Scotland's senior civil servants is considered by the Scottish Government's Remuneration Group. This Remuneration Group has six members, two of whom are non-executive Directors. Their remit is to consider:

  • annual pay proposals for chief executives and board members and make recommendations to Ministers;
  • annual guidelines for flat rate increases for chief executives and board members and consider the Public Sector Pay policies which will apply for the annual pay round and make recommendations to Ministers; and
  • pay remits which look at pay proposals for public bodies in Scotland.

The Remuneration Group will, as a minimum, report annually to the Scottish Government Strategic Board.

The following section of the Remuneration Report pertaining to salaries and pensions is subject to audit.

Directors Remuneration Report


Salary and allowances covers both pensionable and non-pensionable amounts and includes: gross salaries; overtime; recruitment and retention allowances; private-office allowances or other allowances to the extent that they are subject to UK tax. It does not include employers' pension contributions or amounts which are a reimbursement of expenses directly incurred in the performance of an individual's duties or employers' national insurance.

Where a director has joined or left Transport Scotland during the year, their salary reflects only that which they received whilst a member of the senior management team. Where an individual has been a member of the senior management team for only part of the year but they have been employed by the Agency throughout the year, their annual salary has been reported on a "days served" basis as well as the full year equivalent salary.

Any amounts payable on early termination of a contract will be in accordance with the individual's circumstances.

Benefits in kind

The monetary value of benefits in kind covers any benefits provided by the employer and treated by HM Revenue and Customs as a taxable emolument.


Bonuses are based on performance levels attained and are made as part of the appraisal process. They relate to performance in the previous year, therefore, bonuses paid in 2012-13 are based on 2011-12 performance and bonuses paid in 2011-12 are based on 2010-11 performance. No bonuses were paid to Directors in 2012-13.


External members of the Audit and Risk Committee were entitled to receive fees for regular attendance at Audit and Risk Committee meetings. External members expenses incurred in attending these meetings are also reimbursed.

The fees which the external members of the Audit and Risk Committee were entitled to for 2012-13 are as follows:

Alex Smith £232 daily rate

Dorothy Fenwick £232 daily rate

Alan Thompson £232 daily rate

This is in line with core Scottish Government remuneration of external members

Executive Director Salary Information

The salary and the value of any taxable benefits in kind of the executive directors for the year 2012-13 along with comparative figures are shown in the table overleaf.

It should however, also be noted that, in accordance with the FReM, reporting bodies are now required to disclose the relationship between the remuneration of the highest paid director in the organisation and the median remuneration of the organisations workforce. This information is shown at the bottom of the table.

The banded remuneration of the highest paid director in Transport Scotland, in the financial year 2012-13 was £100k-£105k (2011-12 £100-105k). This was 3.2 times (2011-12 3.0 times) the median remuneration of the workforce, which was £32,249 (2011-12 £34,230). Total remuneration includes salary, non-consolidated performance related pay and benefits in kind. It does not include employer pension contributions and the cash equivalent transfer value of pensions.

The remuneration of the highest paid director within Transport Scotland has not changed from the previous year. The ratio has however increased and this is a result of an decrease in the median remuneration of the workforce in year as a consequence of staff turnover in year.

2012-13 2012-13 2012-13 2011-12 2011-12 2011-12
Salary Benefits in Kind (To nearest £100 Bonus Payment £000 Salary Benefits in Kind (To nearest £100) Bonus Payment £000
Bands of £5,000 £
Chief Executive
David Middleton 100-105 Nil Nil 100-105 Nil Nil
Roy Brannen 65-70 Nil Nil 65-70 Nil Nil
Ainslie McLaughlin 70-75 Nil Nil 70-75 Nil Nil
Aidan Grisewood 65-70 Nil Nil 5-10 Nil Nil
Sharon Fairweather 80-85 Nil Nil 80-85 Nil Nil
Alastair Wilson (1) 25-30 Nil Nil 65 70 Nil Nil
John Nicholls (2) 35-40 Nil Nil 0-0 Nil Nil
Donald Carmichael 65-70 Nil Nil 65-70 Nil Nil
YEAR 2012-13 YEAR 2011-12
Highest Paid Director's Total Remuneration 100 - 105 100 - 105
Median Total (£) 32,249 34,230
Ratio 3.2 3.0

No employees received remuneration in excess of £150k in Transport Scotland in financial year 2012-13 (2011-12 nil)

Alastair Wilson left Transport Scotland on 7 September 2012. The figure quoted covers the period from 1 April until 7 September 2012. The full year equivalent banding is £65k-£70k.

John Nicholls took up post on 10 September 2012. The figure quoted is from 10 September 2012 until 31 March 2013. The full year equivalent banding is £65k-£70k.


Accrued pension represents the director's total future entitlement to benefits payable from the Civil Service pension schemes based on reckonable service at 31 March 2013. The accrued pension includes service previous to becoming Board members and/or service in other departments.

The cash equivalent transfer value (CETV) is the actuarially assessed capitalised value of the pension scheme benefits accrued by a member at a particular point in time. The benefits valued are the member's accrued benefits and any contingent spouse's pension payable from the scheme. A CETV payment is made by a pension scheme or arrangement to secure pension benefits in another pension scheme or arrangement when the member leaves the scheme and chooses to transfer the benefits accrued in their former scheme. The pension figures shown relate to the benefits that the individual has accrued as a consequence of their total membership of the pension scheme, not just their service in a senior capacity to which disclosure applies.

The CETV figures and the other pension details, include the value of any pension benefit in another scheme or arrangement which the individual has transferred to the Civil Service pension arrangements and for which the Civil Service Vote has received a transfer payment commensurate to the additional pension liabilities being assumed. They also include any additional pension benefit accrued to the member as a result of their purchasing additional years of pension service in the scheme at their own cost. CETVs are calculated within the guidelines and framework prescribed by the Institute and Faculty of Actuaries.

The real increase in CETV quoted in the table below represents the increase that is funded by the employer. It does not include the increase in accrued pension due to inflation, or contributions paid by employees (including the value if any benefits transferred from another pension scheme or arrangement) and uses common market valuation factors for the start and end of the period.

Transport Scotland's contributions to the scheme in respect of the Senior Management Team amounted to £119,092 for the year to 31 March 2013. The external members of the Audit and Risk Committee do not participate in the Civil Service pension scheme.

Further details on the different schemes available to employees can be found in note 2 to the accounts.

The pension entitlements of the executive directors of Transport Scotland are shown in the following table:

Lump Sum at age 60 as at 31 March 2013 Real Increase in Lump Sum at age 60 Accrued Pension at age 60 as at 31 March 2013 Real Increase in Pension at age 60 CETV as at 31 March 2013 CETV as at 31 March 2012 Real Increase in CETV in 2012-13
£000 £000 £000 £000 £000 £000 £000
David Middleton 140 - 145 0 - 2.5 45 - 50 0 - 2.5 971 915 2
Roy Brannen 55 - 60 0 - 2.5 15 - 20 0 - 2.5 292 271 4
Alastair Wilson 40 - 45 0 - 2.5 25 - 30 0 - 2.5 427 387 23
Donald Carmichael 70 - 75 0 - 2.5 20 - 25 0 - 2.5 478 448 4
Ainslie McLaughlin 90 - 95 0 - 2.5 30 - 35 0 - 2.5 638 601 2
Aidan Grisewood 20 - 25 2.5 - 5.0 15 - 20 2.5 - 5.0 187 147 29
Sharon Fairweather 0 0 0 - 5 0 - 2.5 43 20 16
John Nicholls 65 - 70 0 - 2.5 20 - 25 0 - 2.5 383 375 2

Calculated on age 60 where pension entitlement due at that age or current age if over 60

The above pension data was supplied to Transport Scotland by the Department of Work & Pensions (DWP) for all of the directors.

Further details about the Civil Service pension arrangements can be found at the website

David Middleton
Chief Executive
7 August 2013