REWARD & SALARY POLICY
1. Introduction
ORGANISATION aspires to attract and retain committed and experienced professionals. Without excellence, our humanitarian relief and development work would suffer, we would have less impact, and we would not be able to achieve our mission. We recognise that we operate in a competitive market for talented people and we need to be able to respond to this. We therefore acknowledge that different professions and types of jobs operate in different employment markets and hence the need to balance internal equity with external realities. We aim to ensure we pay appropriate amounts to attract and retain the people we need to achieve our mission. We also recognise that our employment proposition includes non-financial elements and we endeavour to provide a total reward package that is affordable and helps make working at ORGANISATION a rewarding experience in the widest sense.
2. Scope
This policy describes the principles and overarching framework of the reward system at ORGANISATION and applies to all staff. However, we recognise that staff groups have different needs and could be covered by different legislative requirements. The specific detail concerning salaries and allowances for your post and/or location will be contained in your contract of employment.
3. Reward Principles
ORGANISATION's reward policy is underpinned by our organisational values and principles and aims to assist the achievement of organisational objectives. Specifically these reward principles are that:
- Our approach to reward will ensure congruity between the values of ORGANISATION and the design of job evaluation, pay systems and benefits packages.
- Our reward packages will be designed to ensure ORGANISATION's ability to attract, retain and motivate the calibre and mix of people required.
- Our reward packages will be affordable to ORGANISATION and ensure accountability to our donors.
- Our reward packages will aim to be fair, transparent and flexible.
- We will ensure that our approach to reward pay does not discriminate on the grounds of gender, age, disability, ethnic origin and any other criteria defined in the Equal Opportunities policy.
- Our approach to reward will be designed to recognise the value of individuals' contribution to ORGANISATION and its work.
- We will use job evaluation to establish the relative size of all jobs in the UK, including senior management team posts.
- We aim for a medium salary position within the agreed pay market.
- We will seek the views of staff in the development and implementation of pay systems.
4. Salary Policy and Procedure
4.1. Introduction
The salary policy and procedure follows the principles outlined in ORGANISATION's reward policy It is recognised that salary is only part of the total reward package offered to employees in order to recruit and retain high quality staff and recompense them appropriately.
4.2. Job Evaluation
Job evaluation is a practical technique for assessing the size of one job relative to others within an organisation. It is based on the application of consistent judgements, made by trained and experienced evaluators using a predetermined set of factors that are applicable to all jobs.
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