Reward management and pay modelling

Client: Jigsaw has developed pay bill models for over 30 different government departments and agencies

Problem: Government departments and agencies need to ensure that their reward management systems comply with equal pay legislation and provide appropriate incentives. Any change is complex and often requires expensive transitional arrangements to compensate losers. Alternative options must be evaluated to demonstrate their effects on individuals and costs. Accurate forecasts of the pay bill are required by the organisation and the Treasury.

Approach: 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.

Benefits: 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

Contact: Colin Elwood