I'm seeking advice and guidance from the network on establishing a pay scale within a small business. I am in a standalone HR role in a supermarket employing 70 staff.
Despite confidentiality regarding remuneration being a condition of employment inevitably people talk and rumours circulate. I would like to introduce a company wide pay scale to ensure consistency of reward across all departments - currently department managers hold the budget for wage costs in their area which is what has led to wild inconsistencies and accusations of favouritism. The pay scale would be made public - appearing on notice boards and such like. We would like people to progress up the scale based on merit - not long service - so would need to integrate a skills matrix. Our aim is for our team to be motivated to improve their skills and thus gain further reward. The scale is to cover all employees - from the Store Manager to the Trolley Boy. We would also need to include specialist teams employed in the bakery and butchery. Would anyone be prepared to share their own experiences of a similar exercise - both good and bad?
Many thanks
Lucie
Lucie Jerome
One Response
I’d like to hear how you get on please.
I’d like to hear how you get on please.
It is probably just the problem I am trying to solve.
We are a retail store & have been using a system from the ‘bottom up’ using NMW x 39.5 divided by 37.5[hrs] [we work 37.5pw] as our starting base rate. This means that our basic is £4.42 & is always “just” up on NMW. We also use one of these ‘hour’additions for training done rewards onto basic rate. Our Sales staff also get a monthly Sales bonus if their dept beats LY, but minus is c/fwd if down. Please keep me posted if you manage to create a good system. Many thanks, Richard Blatch [email protected]