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Having a robust job evaluation framework provides fairness and consistency which also contributes to a well-structured, motivated and productive workforce, whilst minimising the risk of internal conflicts related to reward inconsistencies.

• Internal Equity: It ensures employees are compensated fairly, based on responsibilities and requirements of their jobs, hereby promoting internal equity within the organisation.
• Attracting and Retaining Talent: A well-structured job evaluation system can help attract and retain skilled employees by offering competitive compensation packages that reflect the value of their contribution.
• Transparency: It provides a transparent and consistent method for determining pay, thus reducing the chances of pay discrimination or bias.
• Organisational Structure: A clear job evaluation framework helps define a clear hierarchy of job roles and responsibilities, aiding in organisational planning, decision-making, and defining career progression pathways.
• Motivation and Morale: Employees are more likely to be motivated and engaged when they feel their compensation is aligned with the demands of their roles.
• Legal Compliance: A fair job evaluation system can help organisations comply with labour laws and regulations related to equal pay and non-discrimination.
• Performance Management: An effective job evaluation system can also inform performance management practices by linking compensation to job performance.
• Resource Allocation: It assists in allocating resources effectively by understanding the value different roles bring to the organisation.

We will work with you to create a bespoke framework that works for your business whilst using our deep industry expertise.

We have designed and embedded numerous job architectures, also known as a grading framework or grading structures, from small start-ups to well-established businesses. A well-structured job architecture, provides employees with a clear understanding of their career progression paths and growth opportunities. It also aids in effective talent management, performance evaluation, and succession planning within the organisation.

Job architecture typically includes components like:

• Job Families: Grouping similar job roles together based on their functional areas or skill sets. For example, “Marketing,” “Engineering,” or “Sales”
• Job Levels: Defining different levels of seniority or complexity within each job family. This might include roles like “Junior,” “Intermediate,” and “Senior” levels.
• Job Titles: Assigning specific titles to each role within the job family and level, reflecting its responsibilities and seniority.

linked to your business objective, with a clear quantifying measure on how to reward great performance.

• Performance Metrics: Defining the specific business goals, threshold and targets, or performance metrics that will be used to evaluate employees’ performance.
• Bonus Target: Determine the amount or percentage of the bonus that employees can earn based on their performance and grade. This can vary depending on factors such as job level, contribution and overall company performance.
• Performance Measurement Period: Determining the time frame over which employee performance will be evaluated for the purpose of awarding bonuses. This could be quarterly, semi-annually, or annually.
• Communication: Define clear communication strategies to ensure employees understand how their performance will be evaluated and how bonuses will be awarded.
• Eligibility Criteria: Assist in defining the eligibility criteria.

Benefits should play a significant role in attracting and retaining talented employees whilst contributing to a positive work environment. We can help you review and align your current benefits offering. Offering value added benefits should form part of the overall Employee Value Proposition (EVP).

• Benchmarking: We will benchmark all your benefits programmes against your peers and recommend the best approach including the latest market insight and trends
• Benefits Review: We can support you in either designing your benefits proposition from scratch or re-vamping your existing benefits programmes.
• Principles: We apply a total reward model which comprises of cash and non-cash benefits as part of our employee value proposition.

Simply Reward Consultancy can support you in establishing a consistent, fair and competitive framework that is aligned with your people and reward strategy. We can review your existing structure if it is too limiting or create a new structure bespoke to your needs. Simply Reward Consultancy can also help you periodically review and adjust salary ranges to account for changes in the job market, inflation, and other economic factors to ensure they remain competitive and equitable and ensure the correct governance are in place to maintain a fair and consistent administration.

The benefit of having a framework will help with the following:

• Equity: A fair compensation providing clear guidelines for what each position should pay based on factors like experience and performance.
• Competitiveness: Remain competitive in the job market, attracting and retaining top talent by offering salaries in line with industry standards.
• Structure: Salary ranges provide a structured approach to reward management, making it easier to make decisions about salary adjustments, promotions, and new hires.
• Budgeting: Making the salary budgeting process seamless because they provide a predictable range of salaries for different roles.
• Transparency: Salary ranges can enhance transparency by showing employees how their salaries relate to the midpoint, which can help with retention and motivation

We can help you periodically review and adjust salary ranges to account for changes in the job market, inflation, and other economic factors to ensure they remain competitive and equitable and ensure the correct governance are in place to maintain a fair and consistent administration.

Executive pay can be quite complex and has been a topic of significant discussion and scrutiny in the wider public domain. At Simply Reward we advocate transparency in executive compensation, linking it to company performance, and ensuring that it aligns with the interests of shareholders and the long-term success of the company.

With our internal expertise in managing Executive pay and advising Remuneration Committee we can help you on all execs matters from designing bonus plans & Long-Term Incentive Plan, benchmarking exercise, communications, RemCom Papers drafting and Director Remuneration Policy Drafting.

At Simply Reward we are passionate in getting it right, a well-designed reward strategy is essential for attracting, retaining, and motivating employees. We will work with you in creating a tailored framework that is aligned with your organisation’s goals, competitive, and encompass both monetary and non-monetary incentives while ensuring fairness and consistency. We can also help in imbedding and communicating your Reward Strategy.

An effective recognition program can have a positive impact on employee engagement, retention, and overall workplace satisfaction.

We have designed and implemented creative and positive recognition programmes that have had significant impact on employee engagement, retention, and overall workplace satisfaction. Our programmes are designed to boost employee morale, motivation, and engagement, ultimately leading to improved job satisfaction and increased productivity.

Recognition can take various forms, these can include gift cards, cash bonuses, extra paid time off, verbal praise, experiences, additional time off or other perks. We will work with you in creating an inclusive recognition programme that will resonate most with your employees as well as your organisation’s culture and reward principles.

Reward governance and policy plays an important role of an organisation’s Reward and benefits framework. They provide clarity and consistency and processes that guide how an organisation designs, manages, and communicates its reward systems to employees. Reward governance and policy help ensure that compensation practices are fair, equitable, compliant with legal requirements, and aligned with the organization’s strategic goals and values.

We can either help you create a Reward Policy and Governance framework or review your existing policy and framework to continue building trust with employees, shareholders, and other stakeholders, as well as in attracting and retaining talent.

LTIPs should be carefully designed to strike a balance between rewarding executives for long-term performance and aligning their interests with the company’s shareholders. An effective LTIP can play a crucial role in attracting, retaining, and motivating top talent, which is essential for long-term organisational success.

• Purpose: Clearly articulate the objectives of the LTIP. What specific goals or outcomes are you trying to achieve? Common objectives include retaining top talent, motivating long-term performance, and aligning executive interests with shareholder value
• Alignment with Strategy: Ensure that the LTIP aligns with the organization’s strategic goals and business plan. The plan should incentivize behaviours and performance that support the company’s long-term success.
• Performance Metrics: Determine the performance metrics that will be used to determine LTIP payouts total shareholder return (TSR), earnings per share (EPS) growth, revenue growth, return on investment (ROI), or other key financial or operational benchmarks
• Award Structure: Determine the structure of LTIP awards stock options, restricted stock units (RSUs), performance shares, and cash-based awards. Consider the tax implications of each option for both the company and participants.
• Communications: Clearly communicate the details of the LTIP to eligible participants. Ensure they understand how the plan works, their performance goals, and the potential rewards.