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Working with your business to add value through people |
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Reward Strategy and Design, Job Analysis and Evaluation Case Study |
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Background
The case concerns a newly formed Shire Unitary Council. The services had been brought together in an expedient manner to create the new council. This meant that much of the history and values of the various previous employers remained. The council also implemented a combination of the national local government single status job evaluation scheme and the Hay JE scheme to the merged structure.
The Challenge
In a significant number of cases, job evaluation outcomes were not reflecting individuals’ perceived worth of themselves based on their view of internal and external relativities. The council was also concerned that some groups of staff appeared not to be in the right pay range. Help was sought to review the job evaluation outcomes, check internal relativities against the market place, and develop a contemporary pay structure fit for the council’s ambitions.
The Response
Rampling Consulting undertook over 200 job evaluation appeals working with the trade unions. At the same time, we reviewed the assumptions and conventions behind the application of the two job evaluation schemes and carried out a market comparability exercise.
Rampling Consulting then worked with the council to build on their vision and values and develop a reward structure and competencies that would help unify the council and achieve a change in culture.
Outcome
The council was given some immediate solutions to its pay anomalies. The single status evaluations were built on to create a new broad band pay structure using generic roles. Competencies were introduced to facilitate career development and performance assessment. There was strategic alignment between the system of reward and the council’s espoused values.
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Do your best people feel appreciated? |
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Does your reward structure enhance performance? |
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