Challenge

RCEM approached us with several reward-related challenges, including:

• Limited resources for internal talent development, requiring them to attract skilled professionals rather than rely upon growing internally
• A need to balance market competitiveness with affordability constraints
• Overly complex structure that didn’t suit their needs
• Off-the-shelf job evaluation process that included irrelevant factors
• Desire to recognise individual contribution through pay whilst maintaining fairness

Solution

Our team of consultants delivered a complete pay and reward transformation:

• Built reward principles and philosophy to establish a clear and consistent foundation
• Created a bespoke job evaluation system tailored to their specific needs
• Streamlined job architecture from 10 levels down to 5 (4 operational levels plus senior leadership team)
• Conducted salary and benefits benchmarking
• Developed two pay progression frameworks—one for leadership and one for the wider employee population
• Created pay ranges aligned to market strategy and affordability
• Delivered RCEM-branded reward communications to support implementation
• Established an ongoing partnership for independent job evaluation when new roles arise

Outcome

RCEM now has a bespoke, simplified reward framework that balances competitiveness with affordability. The simplified structure provides clarity for employees whilst giving management flexibility to recognise contribution. Our ongoing relationship demonstrates the success of the implementation, with 3R Strategy continuing to provide independent job evaluation services and updating pay ranges annually to maintain market alignment.