Dunedin Canmore Group is a registered charity and not for profit organisation, employing 250 staff in 85 different positions.
The organisation was encountering challenges with its pay and reward structure and its job evaluation system, which combined had a negative impact in terms of reaching key organisational objectives, including plans for growth.
Ashworth Black undertook an all-encompassing review of Dunedin Canmore Group’s pay and reward strategy, implementing a number of key initiatives to meet key organisational objectives.
To achieve these aims, Ashworth Black undertook a full review of the organisation and implemented:
- A pay structure consistent of the roles and responsibilities of all employees was created. This considered salary surveys and journal data for every role including the chief executive and directors. Such a process eliminated the possibility of equal pay claims that previously existed.
- A flexible job evaluation scheme, considering all 85 positions within the organisation.
- A performance management system to reward and recognise the role, commitment and performance of individuals throughout the organisation, as a means of valuing staff and retaining key employees.
In addition, there was recognition that this wasn’t to be a stand-alone, one off project and that Dunedin Canmore required on-going support – to evaluate the process and deliver training – to ensure improvements to the system were made as required.
The job evaluation, new pay structure and contribution management process have combined to achieve business objectives. It was also well-received by employees.
In addition, the self-funding bonus scheme, implemented in April 2009, to reward staff depending on productivity, has benefited all involved. The scheme used information produced by operatives, considering how long certain projects should take and offering a productivity bonus, considering the number of jobs completed, allocating a range of points depending on quality standards and KPI timescales.
The Group’s contribution management scheme was recently recognised by Investors in People as having a positive effect on its business outcomes and making the staff more commercially aware.
Ewan Fraser, Chief Executive of Dunedin Canmore Group said:
“Ashworth Black has been giving the Dunedin Canmore Group independent HR advice for several years including support and guidance on job evaluation and pay ranges.
“The advice we receive is concise, clear and to the point. The information is well presented and the logic is easy to follow. I have no doubt that when we ask Ashworth Black to do a task for us it will be carried out professionally and to the timescale required.”