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Pay and Grading

Every organisation wants something different from their pay and grading structure.  Some want broad banded structures that enable them to place employees in the appropriate position within the band based on the individual skill set they bring to the organisation and then to progress them through the band based on the achievement of competencies.  Others want more traditional structures based on unique job evaluation scores for each grade with progression through the pay range being based on annual time served increments.  The only common theme that runs through all pay and grading structures is the requirement for them to be fair and equitable.

Total Reward Projects consultants work closely with customers’ HR teams to identify and develop pay strategies and systems that, as well as meeting business needs, are geared towards making the best use of the available resources in order to maximise effectiveness. We help ensure that our customers’ pay and grading arrangements: -

• Are soundly based on effective job evaluation (using one methodology for all jobs);
• Promote transparency, fairness and gender equality;
• Are sufficiently flexible to support cross-organisational working and team partnerships;
• Reward individual, team or organisational performance and the development of relevant skills and experience (if this is a business objective);
• Control costs i.e. affordable to introduce and maintain going forward;
• Are market sensitive, i.e. linked to market pay rates to encourage recruitment and retention; and
• Are straightforward to administer and explain to all employees.

We can either help organisations to adapt their current structures more closely to meet business needs by retaining the elements that work and replacing those that don’t or to devise completely new pay and grading systems.