Reward and recognition can impact on an employee’s sense of commitment to their organisation, their perception of what is
valued by the organisation and what they need to focus on to achieve personal success and organisational goals. Recent events
in financial services have highlighted how reward can impact on organisational behaviour and why effective reward strategies
are critical for long-term strategic success.
JSA work with clients in standalone organisations or those operating within corporate principles to address reward, performance
and recognition issues. The following are examples of the type of services we provide to our clients:
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Reward Strategy |
Facilitate and guide the senior management team with the development of the organisation’s reward philosophy and associated
compensation and benefits strategy.
JSA take account of business strategy, people strategy and organisation culture to establish the appropriate approach to;
Total Reward, market policy, the degree of risk in the package, rewarding results and/or behaviours, pay structure design,
benefits provision, non-financial rewards and the management of costs.
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Pay Structures |
Conduct audit and risk assessments of existing or proposed grading and pay structures.
Design new pay structures (e.g. job families, broad bands, hybrid structures) to support job and organisation design, career
movement, culture, and business objectives.
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Job Evaluation |
Conduct audit of existing JE or Job Levelling scheme in terms of equal pay validation, management processes and meeting
business need.
Design customised bespoke job evaluation/Job Levelling models (i.e. organisation specific job evaluation factors, weightings
or process requirements) to meet client needs.
Project manage or support job evaluation process on behalf of clients including; selection of proprietary job evaluation
model(s), drafting of policies and procedures, management of ongoing communications, design and implementation of JE training
for committees, staff and management.
Conduct of job analysis and role profiling exercises.
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Performance Management Systems |
Conduct audit of current performance management system and culture in the context of reward objectives.
Design customised performance management systems for all levels of employee to support performance related pay initiatives.
Design and deliver associated training implementation and communications solutions.
Project manage the annual performance review and reporting process to support effective proccessing, communications and
management of merit increases and bonus payments.
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Variable Performance Related Pay |
Conduct audits and risk assessments of existing or proposed performance related pay schemes.
Design performance related pay schemes at all levels in the organisation. For example;
- merit pay
- Individual and team based bonus schemes
- Executive bonus and incentive schemes
- Key performer retention strategies and
- long term incentive (LTI) schemes
Project manage implementation of new performance related pay schemes.
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Sales Incentive Pay Plans |
Conduct audits and risk assesssments of existing or proposed Sales Incentive Plans.
Design commission, bonus and recognition programmes for sales teams to support organisational sales strategies.
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Recognition |
Design and project manage implemention of customised non-pay recognition strategies.
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Fringe Benefits |
Audit of fringe benefits provision and administration for:
- Appropriateness and fit with Total Reward Strategy
- Compliance
- Cost effectiveness
- Communications and
- Impact
Design and project manage the implemention of new fringe benefits programmes including flexible benefits schemes.
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Reward Communications |
Work closely with client’s internal HR/Communications team to develop communications strategies for both employees and management
on all aspects of the reward programme. |