Job description design

​Job or role descriptions clarify what your employees are required to do, along with explaining the behaviours and competencies that they need to achieve.

An accurate job description is essential to consistently evaluate the size of a role. More broadly, they are crucial in the process of organisational design, which helps to align your structure and rewards with the strategy of the business.

We can design clear and effective role profiles that meet your organisation's needs. We can also ensure that they reflect and support your job evaluation process. 

Supporting your pay review

​Managing the annual pay review process can be a huge drain on your time. Developing the models that are needed to cost out your salary review and stay within your pay budget can be complex.

​Let us take the strain by producing a model to adjust your salary ranges and forecast the rises you can allocate to staff. We can also help you to administer the salary setting process.

Our models can handle issues like:

• taking account of the performance scores and the position in pay range of staff.
• allocating non-consolidated rises and bonuses.
• excluding new starters and promotions from the review.
• delegating pay budgets to managers.

Employee benefits

​Achieving a value for money return on your investment in employee benefits is hard, largely because staff don't always understand what they're getting and so may not value them.

We can benchmark your employee benefits so you can see how they compare.

Your employee benefits offering can say a lot about your organisation's culture and values. It can help to increase employee engagement with the business and increase the perceived value of reward package. Employee benefits can also be used to embed cultural change and to improve recruitment and retention.

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Recognition schemes

​Recognition schemes acknowledge accomplishments that are not dependent on an achievement against a given target. They can be informal or formal and are about behaviours and values.

Effective recognition can help reduce employee absence and turnover and also improve engagement and performance.

We have designed recognition schemes that provide financial and non-financial awards. These often combine formal schemes with informal recognition given by line managers. 

Employee surveys and focus groups

​The best way to ensure that your current or planned employee benefits are relevant to your employees is to check their opinion. By using us as a third party organisation to test opinion, staff are more likely to take part and state their feelings.

We run employee opinion surveys, using online or paper-based questionnaires. As part of the service, we can design, collate, analyse and report on these surveys for you. Information is treated sensitively, taking care to adhere to data protection principles.

These surveys can be run to gauge general opinion prior to or following change, or as part of an ongoing commitment to monitor staff engagement.

We can also facilitate on-site focus groups, analysing opinions that emerge. These can be run in addition to, or instead of, a staff survey.