PAYnotes: Personnel Today Awards 2015 - and the award goes to...

Personnel Today Awards 2015 Consultancy of the year finalistWe are absolutely delighted to have been shortlisted for Consultancy of the Year in the Personnel Today Awards 2015. This is the second year in a row that we have been a finalist in this category. 

The judges were looking for evidence of where consultancies had a positive and measurable impact on clients’ projects. Our entry focused on three projects, with three different organisations, that demonstrated our approach and the value we add for our customers. 

The first project related to our contribution to the development of a reward strategy with JT (formerly Jersey Telecom). Having identified the need to change the way their people were rewarded, JT engaged us to complete a full review of their reward management approach. Working closely with JT, we developed detailed solutions (creating an underlying job family structure, introducing a new pay approach and introducing a company-wide bonus scheme) and supported the implementation process. The full case study is available to read here.

The second project related to one of London’s largest housing providers, A2Dominion. Having identified a number of high risk roles they viewed as being susceptible to recruitment and retention difficulties, we were asked to review the remuneration of these roles and to make recommendations. We made three core recommendations: create a job family structure that provided for differentiated pay arrangements to be applied to certain groups of employees; adopt a different reward approach that recognised that different skill sets belong to different labour markets and which, therefore, meets the needs of each market; and adopt a pay approach that allows for some differentiation between employees and provides the basis for pay progression. 

The third and final project was with the UK’s leading qualification and membership body for vocational accountants the Association of Accounting Technicians (AAT). AAT identified two main issues with their reward arrangements: the pay and grading structures were out of date and needed reviewing; and the link between performance and pay was not working as intended and needed to be looked at afresh. Working closely with AAT on both the design and implementation, we made four key recommendations: to introduce our PAYgrade job evaluation system to underpin the grading structure; to undertake a full market benchmarking exercise to quantify the extent of the perceived salary management issues; to change the pay management approach, to prevent individual pay levels ratcheting upwards unless supported by individual value; and to introduce a whole organisation bonus scheme, based on business level achievement of strategic goals. 

The Award winners won’t be revealed until the ceremony in November, so for now we’ll just have to wait. However, if you would like to know more about any of the projects mentioned, then please do get in touch. 

In the meantime we’ll try not to dream …

By Charlotte Cameron