Chamber and committees

The Scottish Executive has two job evaluation systems. Senior Civil Service posts are evaluated using Job Evaluation for Senior Posts (JESP) while Job Evaluation and Grading Support (JEGS) is used for all other posts. The purpose of both systems is to establish job weight of posts on a consistent basis. This ensures that all posts of comparable weight are placed in the same pay range. More detailed information about the two systems can be found on the Cabinet Office website at:http://www.cabinet-office.gov.uk/civilservice.

Currently, 62% of executive agencies and 35% of non-departmental public bodies (NDPBs) have a stated policy on equal pay. Not all of the remaining bodies/agencies actually employ staff, but all of those that do have an equal opportunities policy, which provides that staff should be treated equally in respect of all matters. For NDPBs, monitoring and compliance with good practice are monitored centrally within the Scottish Executive. Executive agencies have responsibility for monitoring and encouraging compliance with good practice.

I refer the member to the answer given to question S1W-27237.

The Scottish Executive's policy on equal pay is currently covered by its general policy on equal opportunities which provides that staff should be treated equally in respect of all matters. This policy is set out in the Staff Handbook which is available to staff and recognised Trade Unions. In addition, a review of the Scottish Executive's pay system will be undertaken in the autumn with a view to identifying whether there are any gender pay gaps or other inequalities. Following the review, which is expected to be completed by April 2003, the Scottish Executive will publish a specific policy on equal pay.

Equal pay policy in the Scottish Executive is the responsibility of the Directorate of Personnel and Pay within Corporate Services department.

In line with the UK Government, all Scottish non-departmental public bodies and executive agencies have been requested to conduct an equal pay review by April 2003.

The categories to be used for the collection of ethnicity information in the September 2002 School Census were selected to match closely those used in the 2001 Census of Population, to ensure consistency and comparability across different data sources. A question on national identity was also included to give respondents the opportunity to express their national identity as well as their ethnic background.The national identity and ethnic background categories used in the School Census are subject to review to ensure that they remain relevant and well understood. This will ensure that on-going work at a national level on equality and inclusion issues is reflected in future censuses.

Information on national identity and ethnic background is being collected in the School Census through the ScotXed project for the first time in September 2002.As part of this exercise, it is important to collect information on asylum seekers and refugee children in education in Scotland. This information is required to enable effective policy development and improved planning and delivery of education services for these children and young people.The national identity and ethnic background categories used in the School Census are subject to review to ensure that they remain relevant and well understood. This will ensure that on-going work at a national level on equality and inclusion issues is reflected in future censuses.

The Scottish Executive Education Department (SEED) has no plans to withdraw the September 2002 School Census in its current form. The format of the School Census is reviewed each year to ensure it remains relevant to the priorities of the Scottish Executive.

The categories to be used for the collection of ethnicity information in the September 2002 School Census were selected to match closely those used in the 2001 Census of Population, to ensure consistency and comparability across different data sources. The national identity and ethnic background categories used in the School Census are subject to review to ensure that they remain relevant and well understood. This will ensure that on-going work at a national level on equality and inclusion issues is reflected in future censuses.