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ThesolutionCreatinganewpaystructureCatrionaHeathcockHumanResourcesDirector.11ItwasdecidedthatexternalrewardspecialistsshouldbebroughtintodeliverajobevaluationprocessasCatrionaexplainsWefeltthatthiswouldbringsignifcantcredibilityandlegitimacytotheprocess.ChoosingNorthgateArinsocertainlyachievedthisthanksofcoursetotheirexperienceofsimilarexercisesforothercompanies.Fromthestarttheevaluationwascompletedinahighlyconsultativewaybeginningwithapresentationinwhichtheprocessandthereasonsbehinditwereexplainedtoemployeesandtheirmanagers.TheprocessitselfbeganwithNorthgateArinsosRewardConsultantworkingwithStannahtoidentifythevariousuniqueroles.Discussionswerethenheldwithoneemployeefromeachroleandtheirmanagerswiththeinformationgatheredinformingtheevaluationitself.TheevaluationwascompletedusingthefvemainfactorsoftheanalyticalUniversalJobEvaluationscheme.Oncealltheroleshadbeenconsistentlyevaluatedtheywerearrangedinanorderwhichrefectedtheskillsrequiredtocompletethem.Asuitablepaystructurewasthendeveloped.WedelegatedalloftheevaluationprocesstoNorthgateArinsowhousedtheirownEvaluateandPayModellertoolssaysCatriona.Althoughwedidnthavehandsonexperienceofthesoftwarewebenefttedfromthewayitdeliveredupdatedinformationtousinrealtimeratherthanhavingtowaitforreportsonemployeeimpactandcosts.ThenewstructurenowprovidesStannahwithajobandpaystructurewhichmoreaccuratelyrefectstheworkpeoplearedoing.Itisalsocompetitivewithinthelocaljobmarketwhichisbenefcialintermsofrecruitmentandretention.CatrionasaysthereisanotherbeneftThenewstructureishighlytransparentwitheveryonenowabletoseethedifferencebetweenroles.Managersareabletousethistoolformanagingdevelopmentandprogression.Theskillsmatricesandcompetenciescanbeusedtohelppeopleunderstandwhytheyareinacertaingradeandwhattheycandotomoveuptothenextgradewhereopportunitiesareavailable.WehadagradingstructureinplacebutovertheyearsthingshadstartedtodriftsaysCatrionaHeathcockStannahsHRDirector.Thishadpotentialproblemswithindepartmentswhereclearlyanyperceivedunfairnessaboutpaywouldbeaproblem.Anaccurateevaluationinthecontextofthepresentdayskillswasthereforerequiredincludinganewlookatthedifferencesbetweenvariousroles.Wealsowantedtobenchmarkagainstlocalmarketratesforsimilarroles.Theresultwasthatweweresoonabletomakedecisionsandfnaliseourproposalsbeforepresentingthemtoseniormanagementandtheconsultativecommittee.