The document discusses the implementation of a broadbanding structure to replace the current grading structure. It aims to simplify processes, encourage mobility, and align pay with roles and responsibilities. Key aspects include defining job families and career paths, consolidating roles into wage bands or steps, and standardizing benefits according to role level under the new structure.

1. An Integrated Broad Banding Structure Roy Mark January 2010

8. Reward Strategy

11. The Detail

12. The shape of jobs…….. Stretch Tasks Core Tasks with defined progression levels Routine Tasks Routine Tasks Core Tasks Failure Tasks Failure Tasks Failure Tasks Failure Tasks Many of our jobs content have evolved over time and have additions added due to the abilities of a particular individual (which results in a dependency and additional cost to reward and retain them) or to compensate for a temporary need or systems/process failure. Jobs need re-designing for the future needs of the business, eg, eCommerce is not a separate task going forward but the new way of conducting business so only one Product Manager role definition for example but describing different ‘flavours’.

16. New Work Levels The Job Classification System used to confirm roles into Work Levels will be available on Click in the new financial year. Roles written with future needs built in Roles ‘tidied up’ to take out small % of tasks that make a role a higher level, eg 80% tasks = WL2 , 20% tasks = WL3 = a job paid and rewarded at WL2 – take out unnecessary WL3 tasks and combine to design roles as close to 100% WL2 tasks as possible (but still with stretch potential). WORK LEVEL CLASSIFICATION DIMENSION 1 Support Roles Delivering quality service within standard guidelines 2 Team Leader/Specialist Supervisory roles and/or providing specialist knowledge to resolve issues/develop solutions 3 Manager/Professional Operational delivery of a business unit and/or high level professional impacting wide business areas 4 Senior Manager/ Senior Professional Accountable to implement strategy and/or the operational performance of a substantial operational area 5 Director Responsibility for the strategic growth of a division/major function 6 Executive Team Providing strategic direction for the Group

21. Benefits Update – Broadbanding Changes

24. Appendix