Reward management including pay modelling

Typically an assignment will involve a number of steps that may include:

• Evaluating the existing pay and grading system, including holding consultation sessions with stakeholders
• Developing a strategic framework for the new pay and grading system and establishing criteria for the design of the new system
• Developing a new reward system meeting the criteria
• Obtaining agreement on a preferred proposal
• Designing, developing and testing the model(s) including collecting and validating personnel and payroll data
• Advising on the effects of different options and ways of mitigating unwanted effects
• Developing an implementation strategy
• Developing and agreeing a staff communication strategy

We work collaboratively with the client making them aware of developments ensuring the new system meets their requirements.

The main benefits of this approach are:

• Ensuring the reward system meets management requirements and supports delivery of the corporate plan
• Enabling management to compare the cost of multiple options
• Developing an implementation strategy meeting the pay remit
• Greater understanding of the effects of pay changes
• Providing evidence to support negotiations with HM Treasury and trades unions

Examples of Jigsaw reward management and pay modelling services.