16 / 4 / 2014 Midnight
Phase two of the reward strategy toolkit examines the development and
design of your reward strategy.
Depending how much change was indicated by the gap analysis in phase one you may simply need to improve how your current reward offerings are managed and communicated. However, it is likely you will want to make greater use of the flexibilities available in the national agreements and develop alternative, or improved, reward practices and designs to better achieve your reward principles and goals.
In phase two we will consider the following key areas:
Assessing the level of change required
This section will use the analysis from the planning and preparation section to assess the level of change required to current reward policies to meet the principles and goals of your reward strategy and will start to prioritise each of the elements.
The reward elements section provides information on the range of reward elements available within the NHS to enable you to consider which elements best fit your organisational needs and will deliver your strategic goals. In the coming months this section will be further populated with shared learning and additional resources. The reward elements pages include:
Agenda for Change flexibilities
This section provides an overview of the flexibilities under Agenda for Change which came in to effect from 31 March 2013. The flexibilities were introduced in response to the unprecedented challenges faced by the NHS to enable employers to be more responsive to local needs.
Pay and performance
This section provides a more detailed look at pay progression linked to performance as detailed in Annex W of Agenda for Change. Consideration is given to, the benefits and challenges of linking pay and performance and the methods available for doing so. This section will be additionally populated with shared learning in the coming months.
This page provides detailed information on a range of tangible and intangible benefits and how these can be used to deliver flexibility and choice across the spectrum of staff groups. A factsheet is available providing a concise overview of what flexible benefits are, how they can be accessed and what they can deliver.
Aligning reward elements to your strategy
The final section of the development and design phase reflects on the work undertaken so far, ensuring the reward elements you have chosen provide a cohesive total reward offering and are clearly linked to the principles and goals of your reward strategy.
What are the outcomes of this phase?
Once you have completed the development and design phase of the toolkit you will have agreed a cohesive and robust reward strategy that will improve the effectiveness of reward policies across the organisation. You will be ready to plan for the final phase, implementation and communication.