Reward Design

We design reward outcomes that support the culture and strategy of the organisation.

Harmonisation of Conditions of Service

Harmonisation

Simplify Reward structures across the organisation
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Role Sizing

Role Sizing

Fair and credible role sizing using

engage®

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Incentivisation

Incentivisation

Create win-win outcomes

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Total Reward Statements

Total Reward Statements

Show the value of all benefits

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Employee Package Structuring

Package Structuring

Help employees make informed decisions

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New Offer Tool

New Offer Tool

Ensure offers are competitive

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Automation of Annual Reviews

Automation of Annual Reviews

Hassle-free processing

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Harmonisation of Conditions of Service:

There are often huge costs associated with maintaining different conditions and benefits across the organisation. These include administration and systems, difficulty in moving employees around, and the impact on morale when some employees may have more flexibility or “better” perceived benefits than others.

We have developed a process and a toolset that has been widely used to assist organisations to harmonise conditions:

  • Conversion from basic pay plus benefits to a total package model
  • To understand how the potential cost of harmonisation may affect the sale price of a merger or acquisition
  • To harmonise conditions and benefits after a merger or aquisition
  • Streamline conditions and benefits across companies within the Group

Read more about the process.

Role Sizing:

The engage® role sizing methodology:

  • Fast and easy to use
  • Suitable for flexible jobs and fluid organisational structures
  • Fast enough to measure every job and resizing is quick
  • No job descriptions required
  • Direct knowledge input – evaluation in groups of jobholders and supervisors
  • Active, open, transparent and inclusive process
  • Credible and consistent – builds trust and affinity
  • Internet back-end which retains structure and history

Incentivisation:

Incentive rewards often represent a significant investment by the organisation. We can assist with:

  • Developing a scheme that is in line with the values and strategy of the organisation
  • Splitting of short and long term components
  • Alignment across the organisation
  • Calibration of objectives to ensure “equal stretch” between areas
  • Communication before, during and after the incentive period
  • Administration of the scheme
  • Analysis of scheme history and modelling of future potential payouts

Total Reward Statements:

Total Reward Statements provide a single reference for employees to understand the total value they are deriving from employment with the organisation, as in the case of:

  • Direct regular remuneration received as cash
  • Group negotiated benefits, such as group life, medical aid, retirement fund benefits, etc
  • Potential illustrative value of contingent remuneration, e.g. short term incentive schemes
  • Senior employees – long term incentives are an important component of total reward. The following aspects can be shown depending on the level of information available:
    • The illustrative value of potential allocations in the coming year
    • The potential value of previous allocations that have not yet realised, i.e. the “skin in the game”
  • Showing the total reward side-by-side from one year to the next allows the employee to appreciate the increase in total reward from one year to the next

Employees who understand their Total Reward are in a better position to appreciate the total value proposition.

Employee Package Structuring (EPS) Tool:

Total Package Employees benefit from being able to interactively model the financial impact of changing the structure of their regular pay before an allocation decision is made.

The most common situations where this is useful is on appointment, after annual salary review, or, after a promotion when employees have to decide to allocate their pay to cash or benefits.

The benefits of using the EPS Tool are:

  • To educate employees about the flexibility they have
  • Ensuring only available options are explored since validity rules are built into the EPS Tool
  • The EPS Tool saves time for lengthy payroll processes since employees can do this themselves
  • The output of the EPS Tool can be signed as an acceptance of the structuring and uploaded to payroll

New Offer Tool:

Organisations typically need to decide on a competitive external offer based on the following:

  • Evaluate all the current pay elements to get to a true indication of the current value
  • Compare various pay elements (e.g. retirement funding) side-by-side between the current package the person is receiving and what they are being offered
  • Structure the package the employee is currently receiving in accordance with the company rules as for example only certain roles may be eligible for particular benefits, and allow for “what-if” adjustments of flexible components (e.g. Pensionable Percentage)
  • Produce an offer/agreement document for signature which can form the base document for payroll implementation/changes