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A customised Job Evaluation scheme and a pay structure that will protect from discrimination claims
The client is a national charity with artistic objectives. When the current CEO took up her post one of the first things that she was confronted with was an Equal Pay claim from an individual dissatisfied with the performance related pay decision taken in line with a PRP scheme introduced some 18 months previously. They were forced into a position of settling for a large sum of money.
After doing an assessment of the organisation’s particular needs we helped the CEO persuade her Board that PRP was not the appropriate way to drive higher standards of performance within their particular context. We then worked with them to design a pay structure and rates that would be felt-fair and lend themselves to recruiting and retaining the right calibre of person. We also supported them in negotiating the changes through with staff and their recognised Trade Union.
We then introduced a performance management system which allows for comprehensive evidence-based assessment and open dialogue without being tainted by anxieties about the money riding on an employee admitting to a development need. We trained their whole management team in how to lead and engage staff using the ‘total reward’ concept i.e. a range of motivators more aligned to the culture and values of the organisation and what it is trying to achieve.
The organisation now has a customised Job Evaluation scheme and a pay structure that will protect them from claims of discrimination and which cost them a relatively small amount of money to design and implement. And their managers are excited about having new tools and techniques to promote higher performance and employee engagement.
