I am having to develop a salary grading stucture and salary review process for a new organisation of just 5 employees, including myself. Currently only 2 pay bands exist, an officer band and my own and the range in each band is currently fairly small. I would like to ensure that the new grading structure will allow for growth of the organisation and additional staff at administrative and first line manager levels. I have looked at broadbanding but feel we are too small for this to be effective. I would also like to ensure that pay reviews are not just time served or performance only related since we are very much a "team". Does anyone have any relevant experience they could share?
Nikki Bennett