public sector

Over the last 10 years the relative value of public and private sector remuneration packages, including pensions, has changed markedly. This report reviews a comprehensive measure of Total Reward (TR) which includes not just pay, but pensions and other ‘benefits in kind’, evaluates it as the present value of the sum of all these payments over the lifetime and sets out how to compare it for UK public and private sectors workers in different occupations.

Theory suggests that performance pay (PP) can align employees' interests with those of the employer and attract high‐ability workers and incentivise effort but that it may be less effective in the public sector. However, empirical evidence on its incidence and effects is largely confined to the private sector. We find that half the 20 percentage point gap in PP incidence in Britain between the public and private sectors is accounted for by differences in occupational composition.

Commissioned by the Office of Manpower Economics, the purpose of this report was to better understand the use of agency staff in the UK public sector, particularly in health and education. The research aimed to outline and improve the evidence base, in order to understand the labour market for agency staff and how it is determined by pay, demand and supply.

Radical changes have been implemented to pension schemes across the UK public sector from April 2015. This paper simulates how these changes will affect the lifetime pension and how the negotiated pension changes compare across six public sector schemes by level of education. Specifically, we simulate the occupation specific Defined Benefit (DB) pension wealth accumulated for a representative employee over the lifecycle by factoring in the recent changes to pension conditions.

Radical changes have been implemented to pension schemes across the UK public sector from April 2015. This paper simulates how these changes will affect the lifetime pension and how the negotiated pension changes compare across six public sector schemes by level of education. Specifically, we simulate the occupation specific Defined Benefit (DB) pension wealth accumulated for a representative employee over the lifecycle by factoring in the recent changes to pension conditions.