Are Scotland's public sector workers overpaid?
It's a provocative question, but it really matters - because if they are, they're taking very scarce resources away from services on which the axe may be about to fall.
That's the conclusion of one of Scotland's leading economists, who happens also to be adviser to the economy committee of the Scottish Parliament.
Professor David Bell of Stirling University has , to help guide decision-making when it comes to distributing resources at a time of unprecedented cuts.
For the highly-qualified, he concludes, they are paid relatively well - relative, that is, to both the nation's gross domestic product and similar professionals in other countries.
Doctors' pay
General practitioners stand out as the big winners of the last 10 years.
No surprise there, of course.
We know they got a very good pay rise, while reducing their out-of-hours on-call requirements.
The result is that GPs are better paid, relative to national income, than family doctors in any comparable country.
That goes for Scotland and the rest of the UK, as the pay deal was the same across borders.
And while hospital consultants got a good deal out of both UK and Scottish governments, that put them in mid-range by international comparison.
In education, the study shows primary teachers in Scotland do very well compared with their counterparts in other countries.
In a study of 30 developed countries, it is only primary teachers in South Korea, Germany, Portugal and Japan who do better than Scotland's.
England is closer to mid-league.
Staffroom harmony
There's a story behind this of relative generosity to public sector professionals over the good years.
It has kept doctors happy and bought staffroom harmony.
There are those who wonder why the money wasn't used to achieve more than that.
The generosity to doctors and teachers is demonstrated by a look at the way the pay bill has risen in the health service by an annual average of 6.3% between 2004-05 and 2008-09.
The school wage bill went up, in the average year, by 3.4% over the same period - though the big increases that followed the so-called McCrone deal came earlier in the decade.
Health and education payroll costs account for not far off a third of Holyrood's entire budget, and the total pay bill for more than half, so it matters that that money is being effectively and efficiently spent. (Bear in mind that the increases can be at least partly explained by an increase in staffing numbers.)
Bargaining power
Professor Bell offers one (perhaps the only quantifiable) measure of whether that's being achieved: how does someone with similar qualifications fare in the private sector?
The answer is that those with a higher degree in Scotland's public sector earn 7% more than those with higher degrees in the private sector.
It's not all largesse to those in the public sector, however.
Those with a trade apprenticeship earn 10% less in the public sector in Scotland than in the private sector.
You'll note those are the people with the least bargaining power.
This may look like inefficient distribution of scarce resources, but it could be worse.
In Ireland, the public sector premium over private sector pay grew from 14% in 2003 to peak at 26% in 2006.
That helps explain why Ireland has had to cut public sector pay to help cut its deficit, with the higher earnings taking the bigger percentage cuts.
But when compared with the rest of the UK, there is a striking difference.
Using the UK Labour Force Survey between 2005 and 2009, public sector workers earned less than private sector at every level of earnings.
This gap has been widest among the more qualified groups.
But in contrast, in Scotland, those with a further education qualification, or higher than that, would be better off in the public than the private sector.
Those whose educational pinnacle was a clutch of Standard-grades can expect to be 4% better off in the public sector, but those with no qualification can expect to be 5% worse off, on average.
Irish go-slow
So if there's a Scottish public sector pay premium, is it time for Irish-style pay cuts to help close the vast government budget deficit?
Professor Bell argues, on one hand, that that would raise obvious industrial relations problems.
(While the Irish have not protested the way the Greeks have, their civil servants have responded to the demotivating effect of pay cuts by go-slows - don't expect to get your passport application, for instance, to be handled with much despatch.)
General cuts interfere with the ability to reward productivity or to differentiate locally or regionally.
On the other hand, they can be differentiated in a progressive way, as in Ireland, with larger cuts going to bigger earners.
And they send a signal about the gravity of budget problems.
Whether the new Downing Street cabinet sent a sufficiently strong signal with its 5% pay cut is open to dispute.
It may have to go further if it is to persuade workers that the bosses are taking their share of the pain, as fairness will have to be a guiding principle of making this workable.
Professor Bell has gone further with to Scotland's public services.
It could save just over £1bn, he reckons, which is only around a third of the savings that would be necessary over the next three years.
He points out it could be much easier to freeze pay while the retail price index inflation rate runs at more than 5%.
That would be an effective, real terms pay cut, but is unlikely to run into the same opposition.
And it's what much of the private sector has been through already, albeit with lower inflation in the past two years.
Private firms' employees have often been willing to recognise the trade-offs between a pay cut now and having a job next year, and between taking a general pay cut rather than some being made redundant.
Layers of managers
Another expert offering advice on workability of implementing cuts - ahead of George Osborne's announcement on Monday of £6bn of cuts in the current financial year - is Deloitte's public sector team in Scotland.
Angela Mitchell's perspective doesn't make it sound easy, which may be because it's not.
She warns of the unintended consequences of spending reductions in one area leading to increases in another.
The obvious examples are of redundancies leading to increased unemployment benefit, or of IT project cuts leading to increased inefficiency and costs down the road.
Deloitte's free advice: if you want to protect frontline services, look at the number of layers in organisations, especially management layers, the number of people reporting to managers, the number of people whose job it is to monitor what other people are doing and the number of people doing things that are not critical to their organisations.
That's where you find overlaps, and savings can be made.
Money insight
But one manager who may require a bit more involvement is the director of finance.
According to another of the accounting Big Four, PricewaterhouseCoopers, a survey of the money chiefs in the public sector found they'll have to up their game in the tough times about to hit them.
Only a fifth of those responding to PwC's survey of finance directors (60 people surveyed across the public sector, so it's not the biggest of samples) said their role is as a 'business partner'.
Their time is skewed to compliance and control, rather than strategic planning or what they prefer to call "insight activities".
That has taken only around a fifth of their time.
And while they told the previous survey they hoped to double that element of their work, the reality has been a move backwards.
Only 5% said strategy and planning within finance offices has been "high performing" - yet that's the bit that's going to have to perform exceptionally well in the coming months and years.
* To hear more about how the looming spending cuts can be handled, watch The Politics Show Scotland, on Sunday 23 May at 12.00 on ´óÏó´«Ã½1 Scotland.