How can I help you?
I can assist you with development, implementation, and the ongoing management of your remuneration structure, on either a project-by-project basis, or as an ongoing consulting relationship.
Remuneration and Reward Strategy Development
I have worked with a range of organisations to design and implement an organisation-wide reward strategy, including:
- Interviewing employees, managers, and executives to understand current attitudes towards remuneration and reward, and the desired future state.
- Facilitating management and staff meetings and focus groups.
- Developing a remuneration philosophy statement consistent with the aims of the organisation.
- Developing a client-centred remuneration policy.
- Presenting the details of the new or updated remuneration and reward strategy and policy to management and staff.
Remuneration Policy Development
I can assist with developing a new or updated market-related remuneration policy, including:
- Recommending appropriate market comparison sample/s, including advising on whether a single remuneration policy is appropriate, or whether there is a rationale for different remuneration policy lines in different parts of the business.
- Preparing different banding/grading options.
- Developing options around appropriate market-related remuneration ranges.
- Assisting with the implementation of the agreed new banding structure and associated remuneration ranges.
Market Remuneration Comparison
Quality market remuneration data is essential in developing a market-related remuneration policy. I can assist with:
- Identifying relevant quality remuneration data providers in the New Zealand market.
- Contributing to remuneration survey/s on your behalf.
- Analysing the results of the market remuneration survey.
- Comparing current remuneration with the external market.
- Developing market-related remuneration range options for each grade or band of employee.
- Identifying employees who are currently paid above or below the market for each option.
- Providing a detailed implementation cost for each option.
Job Evaluation
I have used the Korn Ferry Hay Group Guide Chart method of Job Evaluation to:
- Evaluate roles at all levels of organisations, from ten employees in a single location, to executives and managers in multinational NZX-40 and FT-SE 100 companies.
- Training clients in the use of the Hay Group Guide Chart and Profile Method of job evaluation.
- Facilitating Job Evaluation Committee meetings to ensure high-quality, usable evaluations.
I can also audit your current Job Evaluation scores to ensure:
- Identify roles that are in the incorrect band or grade.
- Ensure all evaluations are technically correct.
- Ensure individual evaluations are consistent with the category and level of work.
- Identify specific roles that need management review or re-evaluation.
Position Descriptions
Accurate job information is vital to ensure accurate job evaluation scores or market remuneration benchmarking. I can:
- Interview executives, managers, or employees to evaluate their role and produce a written results-oriented Position Description.
- Interview executives, managers, or supervisors to discuss the roles of their subordinates, and produce a results-oriented Position Description.
- Develop a Job Analysis Questionnaire for employees, supervisors, or managers to complete in regard to their role, and write a results-oriented Position Description based on the completed questionnaires.
Short-term Incentive Schemes
I have worked with a range of organisations to develop and implement competitive short-term incentive schemes. This includes:
- Analysing the current incentive scheme to understand
- Analysing incentive payment patterns across the market to provide appropriate threshold, target and maximum incentive levels.
- Developing incentive scheme design principles that are consistent with external market practice, and minimise implementation cost.
For example, I analysed the value of short-term, medium-term and long-term incentive plans for the executive population in a major international merger, and worked with colleagues to develop compatible new plans for the merged organisation.
Employee Benefits
I can review your employee benefit programs to assess their market competitiveness at employee and executive level. This includes valuing and analysing base salary, incentive scheme target and actual payments, and the value of employee benefits.
I also have experience in developing and implementing flexible benefit schemes, including the annual production of personalised Total Remuneration Statements for each employee. Such schemes allow employees to ‘buy’ and ‘sell’ benefits such as medical insurance, pension, and annual holiday, or to ‘trade up’ or ‘trade down’ their company car.
Non-financial Reward
As an internal thought leader on innovative practices in remuneration and reward, I was part of several internal committees tasked with rethinking how Hay Group marketed our reward consulting services, which lead to the development of the Engaged Performance™ model.
I used this model to develop a British government website to promote a total reward vision for the wider civil service. The objective was to encourage public sector organisations to improve staff retention by offering non-financial rewards such as:
- Options around employee benefits.
- Flexible working practices (including part-time work, flexible working hours, and working from home).
- Opportunities for personal and professional development.
I can work with your organisation to consider what aspects of non-financial reward your employees would value, and how best to develop, implement, and manage a wider reward policy.
Training
I have developed and delivered client training sessions on job evaluation, reward management, and similar topics. These can range from one hour to two days, depending on the content required.
I can’t help with …
I do not collect or have access to market remuneration data. You will need to purchase appropriate data from a reputable remuneration survey.
However, I can advise you on which New Zealand survey is most appropriate for your organisation and industry. I can then work with you to contribute to the survey, analyse the results, and interpret how the market information applies to your organisation.
Rates
I can work on an hourly, daily, or weekly rate, or an agreed project rate.