You can solve this by either having wide bands or by preferentially promoting those that make extra contributions.
Just increasing the salary band would do a lot to attract more talent, which is a good-not-perfect solution. Last time I checked going to work at a federal job would have cut my total compensation in half, but if it was just a 20% cut I would have looked deeper.
The federal service DOES have a pay-banding system (AcqDemo) that CAN support the extra compensation but it's currently NOT being adequately implemented. If the system actually implemented the next pay-band to be cover roughly pay-grade that covers the $100k to $250k income level that wasn't MGT focused and instead technical "do the work in a team setting" focused (NOT tech director - useless position - should be eliminated).
Also, the current pay-pool system is NOT effective bc MGT is NOT able and/or willing to fight for their employees who work to get a reasonable pay-bump and instead the game is always "can't pay my employees more than me or my MGT buddies".
The federal service culture insists on paying MGT positions more than technical higher-talent positions in over 80% of cases.
Certainly within the NHS, except for exceptional circumstances you start at the bottom of the band, irrepective of talent/experience - moving up throught the band purely on time-served. Depressing
Just increasing the salary band would do a lot to attract more talent, which is a good-not-perfect solution. Last time I checked going to work at a federal job would have cut my total compensation in half, but if it was just a 20% cut I would have looked deeper.