As part of its people strategy, RCPCH wanted to review its terms and conditions of employment, looking at:
- Current grade and pay structure
- Non-pay benefits, including annual leave and pension
- How grade and pay structure relates to performance
- Impact on recruitment, retention and affordability
- Job evaluation framework
3R Strategy won the project through a tendering process. We facilitated sessions with an employee working group to gather their feedback, along with the senior management team (SMT), liaising regularly with representatives from the union.
We recommended new reward principles, a consistent organisation-wide role profile template, job level framework and pay structure, as well as a new approach to pay progression. We also presented the SMT with recommendations to support the recruitment and retention of their employees. Ongoing support is provided through Reward on Tap.
RCPCH has a new approach to managing pay that is more closely aligned to the market and based on the skills required for its roles. By taking on board employee and union feedback, RCPCH has implemented a new reward framework that provides more flexibility to recruit and retain the best talent.