Workplace Benefits

There is an increasing expectation placed on employers not only to offer excellent pay, but an attractive workplace benefits package, in order to retain and secure talent. We can either review and update your current benefits scheme, or implement an entirely new one.

Researching best practice from peer organisations and the wider employment market, we will form recommendations for an attractive workplace benefits package which is tailored to your organisation. If required, we can tie this in with looking at a Performance Related Pay (PRP) or bonus scheme for employees.

Job Evaluation

In trying to devise a fair and transparent pay structure, one of the first steps is typically to establish the internal worth of the posts within your organisation. Formal Job Evaluation can be conducted as part of a pay structure projects or equal pay claims.   Alongside one-to-one evaluation interviews with staff we conduct an audit of documentation, including current job descriptions and person specifications. This will allow us to map out the specific role of each individual post.  In trying to devise a fair and transparent pay structure, one of the first steps is typically to establish the internal worth of the posts within your organisation.

This service usually precedes external pay benchmarking, which tends to be the next logical step in creating a pay structure for your organisation. If required, we can carry out the whole service from job evaluation right through to pay structure creation as a larger project.

Pay Benchmarking

In an increasingly busy jobs market, organisations must ensure they are offering a competitive salary. We can conduct external pay benchmarking for your organisation, using a variety of sources to establish where your level of pay is situated within the wider sector. 

In discussion with you, the recommendations we form will be based on where you want to situate yourself relative to the ‘going rate’, taking into account what is realistic for your specific organisation.

This service typically tends to follow job evaluation which culminates in the creation of a fair and transparent pay structure.

Pay Structures

For the sake of clarity, employee motivation and avoiding any potential equal pay challenges, it is in your best interest to have a consistent, fair, and transparent pay structure throughout the organisation. We can either review and update your current pay strategy and structure, or implement a new one.

We would typically expect creation of a pay structure to be the last step in a process which also includes job evaluation and pay benchmarking. Job evaluation allows us firstly to establish the internal worth of specific posts; and benchmarking enables us to compare internal salaries to the wider market rate for comparable posts.

The combination of these two sources of information will assist in deciding how to most effectively structure pay. We will decide this in consultation with you to ensure any solution is realistic and suitably tailored to the needs of your organisation.