Performance related pay
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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?

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PERFORMANCE RELATED PAY

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Performance related pay

PERFORMANCE RELATED PAY

RBKC


Background

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?

Introduced performance related pay progression & payment of non consolidated bonuses in1988.


History

HISTORY

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


How does it work

HOW DOES IT WORK?

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


Performance rating categories

PERFORMANCE RATING CATEGORIES

Overall Performance: 0% - Limited Effectiveness

1% - Mostly Effective

1.5% Fully Effective

2% - Highly Effective

4% - Exceptional


Performance rating categories1

PERFORMANCE RATING CATEGORIES

Target Achievement: 0%-Targets not achieved

3%- Most targets achieved

5%- All targets achieved

10%- Exceptional

NB: Norm is 1.5% for O.P. and 5% for Targets


Authorisation process

AUTHORISATION PROCESS

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


Changes and developments

CHANGES AND DEVELOPMENTS

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

Electronic notification


Recent innovations

RECENT INNOVATIONS

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


Current issues

CURRENT ISSUES

Cost

Political sensitivity

Equal Pay – PRP compliant but vulnerability with Special Grades

Savings and savings proposals

Future direction of travel


Any questions

Any questions?


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