In the middle of change it can be easy to overlook the impact that restructuring, growth and mergers have on reward strategy. We all know that having up-to-date and flexible people practices is vital to support corporate objectives, but many associations forget to review their reward approach as their organisation grows and changes. Here's our six stage model for checking that your reward systems are still up to the job.

Stage 1: Review changes to the size and structure of your job roles

As organisations are re-built and finances are re-organised, the boundaries of many job roles are likely to be extended. Both the depth and breadth of roles may change, and effective job design and evaluation techniques will help you re-value these roles fairly.

Stage 2: Check the validity of your pay and grading structure

Check whether your grading structure is still suited to the current shape of the association. Is it time to review your grades or levels? Do you need to change your pay model? Can staff still see clear career progression pathways?

Stage 3: Obtain accurate and current market data

As the economy starts to recover, keep your eye on market trends to reduce the risk of losing good people to new or higher profile roles elsewhere. Market data on pay is essential if you want to make good decisions about how to position pay for individuals and teams.

Stage 4: Review the cost effectiveness of your benefits

Are you getting the best rates for benefits? With pension changes still underway and greater private sector competition in some service lines, now is the time to 'spring clean' your benefits offering and make sure you are getting real value for money for your organisation and your staff.

Stage 5: Re-communicate the value of your total reward package

Many staff simply don't know how much their benefits are reward package and get these messages out to your staff in clear and fresh ways. We have seen financial education sessions pay dividends for employees and employers as they build understanding of pensions and other benefits offerings.

Stage 6: Ensure your reward strategy is equal pay compliant

If you do make changes to roles and reward structures you need to check that these will be applied fairly. For larger organisations, equal pay analysis will help you to test the effectiveness of any changes made and provide a benchmark for measuring future progress.

As a leading provider of pay and reward services to associations across the UK, we are seeing far more activity in the marketplace, with associations wanting to improve underlying reward strategy, design pay structures that fit with their corporate ambitions, and get accurate market data on pay and total reward. Your pay and reward model should align directly to your culture, values and objectives – if it doesn't, now could be a good time to take another look at pay.

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