In 2015 we were asked to introduce a job evaluation scheme and design a pay structure for a charity with some 2000 employees nationally, all paid at different rates and without any mechanism for comparing jobs. We provided job description questionnaires to elicit job information, trained internal staff in our job evaluation method, evaluated a benchmark sample of jobs, compared the pay of a range of jobs at different levels with similar jobs in comparable sectors and then designed a suitable pay structure.
We are currently undertaking the same process as described above for a company in the transportation and logistics sector. This company also has no basis for comparing jobs and has undermined the internal relativities within the company by regularly adding bonuses and overtime to base pay, whether or not these were earned, thereby creating a contractual entitlement. This has resulted in a complex pay structure which is hard to manage. We have proposed changes that should resolve these issues.
In 2008 we were asked to design a job evaluation scheme, new pay structure and revised employment contract for the 500,000 school support staff in England. We were awarded the contract because we were able to provide expertise not just in job evaluation and pay, but also in employment law, and we also had significant experience of working with trades unions.
We were required to work with and report to a 30 person steering group including representatives of employers, trades unions and various professional bodies, plus other working parties and sub-committees. We had numerous meetings with different groups and individuals and undertook extensive paperwork research. Our report include a new employment contract, a new job evaluation scheme and pay structure plus outline job descriptions and job family matrices for all the jobs reviewed, which went some way beyond our original brief but was useful information collected during the research phase. The 250 page report was accepted by the Department with only minor amendments.
- Development and implementation of reward strategy for a police force.
- Development of a Code of Guiding Principles on senior level salaries in the voluntary sector.
- Pay survey for large financial services organisation.
- Development of new pay structure for a large manufacturing company.