PERFORMANCE RELATED PAY. RBKC. BACKGROUND. Kent County Council Initiative: What have they done? Introduced performance related pay progression & payment of non consolidated bonuses in 2010. What have we done?
Kent County Council Initiative:
What have they done?
Introduced performance related pay progression & payment of non consolidated bonuses in 2010.
What have we done?
Introduced performance related pay progression & payment of non consolidated bonuses in1988.
1988 – Raft of ground breaking measures:
Performance Related Pay (PRP)
Hay JE Scheme / Pay ranges
Local long pay ranges for APTC staff
Travel allowance payment
Car Leasing Scheme
Private Health Care Scheme
Allied to Hay Pay Ranges
3 elements to Hay yearly pay:
General pay increase paid in April
Overall performance increase paid in May
Bonus payment for achievement and specific set targets paid in May
Overall Performance: 0% - Limited Effectiveness
1% - Mostly Effective
1.5% Fully Effective
2% - Highly Effective
4% - Exceptional
Target Achievement: 0%-Targets not achieved
3%- Most targets achieved
5%- All targets achieved
NB: Norm is 1.5% for O.P. and 5% for Targets
Line manager recommendation subject to review through management chain
Business Group Executive Directors have moderating role
Report for Leader and Chief Executive: Ratings, details / costings etc.
Chief Executive and Leader require separate justification for top ratings and these are subject to special scrutiny
Administration, payment and notifications all done through central Personnel Department
Some revisions over the years:
Drive to encompass all staff above SO2
Extended from Senior Management to Middle and Junior Management
Resistance from Social Workers
Two major changes:
On-line electronic workflow processing
Shift of emphasis to Overall Performance to coincide with introduction of REAL performance framework combined with self assessment process
Equal Pay – PRP compliant but vulnerability with Special Grades
Savings and savings proposals
Future direction of travel