PAYSTART MERCER S ALL-IN-ONE PAY STRUCTURE TOOLKIT

Transcription

1 HEALTH WEALTH CAREER PAYSTART MERCER S ALL-IN-ONE PAY STRUCTURE TOOLKIT Take control of your people cost and talent challenges with market data insights and simple, robust tools 9th February 2016 Chris Charman chris.charman@mercer.com John Ambridge john.ambridge@mercer.com

2 TODAY S SPEAKERS John Ambridge Chris Charman SENIOR ASSOCIATE JOHN.AMBRIDGE@MERCER.COM PRINCIPAL CHRIS.CHARMAN@MERCER.COM MERCER

3 IT USED TO BE EASY MERCER

4 BUT IT MAKES MORE DIFFICULT OVER TIME Dunbar s Number Robin Dunbar: Head of the Social and Evolutionary Neuroscience Research Group in the Department of Experimental Psychology at the University of Oxford Internal noise? Complaints: fairness slow decision-making inconsistent people decisions waste inefficiency MERCER

5 WHAT IS A LEVELLING STRUCTURE? 1 CEO and Executives Top line characteristics 2 Commercial or functional leadership role with the most significant and direct impact on the business 3 Function specific managerial and specialist roles driving the implementation of strategy and delivering results that have a significant impact on business success 4 Experienced professional roles tasked with delivering results or Supervisory roles responsible for leading large teams on a day-to-day basis 5 Junior professional roles moving towards full competence or senior technician position 6 Senior administrative support, production role or established Technician positions 7 Entry/Junior level administrator, production or support role LEVELS CAN BE DESCRIBED IN TERMS OF WORDS OR POINTS EACH LEVEL CAN HAVE A RANGE OF PAY ATTACHED TO ALIGN TO THE MARKET LEVEL OR GRADE MERCER February 2016

6 HOW DOES A LEVELLING STRUCTURE HELP? BUSINESS VIEW More control over people cost EMPLOYEE VIEW Consistent and fair treatment Get pay levels right to attract and retain talent Market rewards Improve consistency and transparency Employer trust, engagement More structure to discuss career paths Clearer career discussions MERCER

7 CHALLENGES EXPERTISE COMPLEXITY PRICE MERCER

8 SO WE HAVE DEVELOPED PAYSTART LEVELLING STRUCTURE CONSULTING SUPPORT PAY DESIGN AND MODELLING MARKET DATA MERCER

9 1: LEVELLING STRUCTURE KEY INPUTS 40 YEARS LEVELLING EXPERIENCE CEO Executive Senior Manager Established Technical/Clerical PAY DESIGN AND Junior Clerical/Production MODELLING LEVELLING STRUCTURE Manager/Senior Professional CONSULTING Supervisor/Established Professional SUPPORT Senior Technical/Clerical, Junior Professional Supervisor/Established Professional Established and productive professional individual contributor Capable of working autonomously under general supervision. Tasked with delivering results that make a direct contribution to a department or project delivery Responsible for making adjustments or recommended enhancements to systems or processes Communicates with contacts typically within the department on matters that involve obtaining or providing information requiring simple explanation or MARKET DATA interpretation Based on typical career Improve steps internal transparency and support communication of career progression and paths MERCER

10 1: LEVELLING STRUCTURE BUILT ON MERCER S JOB EVALUATION HERITAGE IPE UNDERPIN LINKAGE TO MARKET DATA MAP TO STRUCTURE BASED ON WHOLE JOB CONTENT MERCER

11 2: ACCESS TO MARKET DATA AND MORE MERCER WIN MERCER

12 2: ACCESS TO MARKET DATA AND MORE Full training Yearly data submission Interact and analyse pay data Inform pay structure MERCER WIN Policies i Compensation plans Benefits Perquisites MERCER

13 2: ACCESS TO MARKET DATA AND MORE VIEW DATA BY JOB MERCER

14 2: ACCESS TO MARKET DATA AND MORE REFINE THE MARKET AS DESIRED MERCER

15 2: ACCESS TO MARKET DATA AND MORE UNDERSTAND MARKET POLICY AND PRACTICE MERCER

16 3: MARKET-ALIGNED PAY STRUCTURES AND COST MODELS PAY BAND TOOL MERCER

17 3: MARKET-ALIGNED PAY STRUCTURES AND COST MODELS PAY BAND TOOL Simple ranges Job family ranges Market alignment Aids interpretation and supports stakeholder discussions Model the cost and people implications MERCER

18 3: DEVELOP PAY STRUCTURES AND MODEL MERCER

19 EXPERT CONSULTANTS WITH YOU EVERY STEP OF THE WAY UNDERSTAND TOOLS KEY STRATEGIC DECISIONS SUPPORT YOURSELF UNAIDED Principles of pay management and using market data Strategic pay structure design Tool training How to slot jobs to the structure and to surveys Getting the most from Mercer WIN Consistency in process and outcome How to model salary ranges People implications and transitioning INITIAL DESIGN ROLLOUT MERCER

20 PROJECT PROCESS YOUR ACTIVITIES Provide revenue headcount and business info i Slot remaining jobs. Provide people data Iterate pay ranges and finalise JOINT WORKSHOPS Education & pay range strategy design, market data Review structure, slotting training Mercer WIN training Review pay ranges, pay band tool training, review of implications, transitioning MERCER ACTIVITIES Create levelling structure Develop pay ranges in pay band tool 3 4 WEEKS MERCER

21 PAYSTART Key Features Full levelling structure with descriptors Fixed price A pay band tool to develop structures and model implications One year for one country, with web access Price varies by market - between 20,000 and 30,000 Market data for one country that goes beyond just compensation Levelling is based on career steps and aligned back to IPE 3x DAYS Strategy Training Transitioning MERCER

22 QUESTIONS? John Ambridge Chris Charman SENIOR ASSOCIATE PRINCIPAL QUESTIONS Please type your questions in the Q&A section of the toolbar and we will do our best to answer as many questions as we have time for. To submit a question while in full screen mode, use the Q&A button, on the floating panel, on the top of your screen. FEEDBACK Please take the time to fill out the feedback form at the end of this webcast so we can continue to improve. The feedback form will pop-up in a new window when the session ends. CLICK HERE TO ASK A QUESTION TO ALL PANELISTS MERCER

23 MERCER