hampshire constabulary renuneration planning sfia

SFIA CONFERENCESFIA CONFERENCESFIA CONFERENCESFIA CONFERENCE

Hampshire ConstabularyHampshire Constabularyp yp y

Remuneration PlanningRemuneration Planning

Paul MackenziePaul Mackenzie

11

Topics to coverTopics to coverTopics to coverTopics to cover

1.1. BackgroundBackground

2.2. How the mechanism worksHow the mechanism works

3.3. What happenedWhat happened

4.4. ConclusionsConclusions

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BackgroundBackground

33

BackgroundBackground –– Hampshire ConstabularyHampshire Constabulary

Co e s policing ac oss Hampshi e and the Isle of WightCo e s policing ac oss Hampshi e and the Isle of Wight

Background Background –– Hampshire ConstabularyHampshire Constabulary

•• Covers policing across Hampshire and the Isle of WightCovers policing across Hampshire and the Isle of Wight

•• Approx. 4,000 police officers …Approx. 4,000 police officers …

•• … 3,000 Police Staff …… 3,000 Police Staff …

•• … including 140 IT staff …… including 140 IT staff …

•• … covering Project Mgmt., Operations, Infrastructure Mgmt.,… covering Project Mgmt., Operations, Infrastructure Mgmt.,… covering Project Mgmt., Operations, Infrastructure Mgmt., … covering Project Mgmt., Operations, Infrastructure Mgmt., Development etc. …Development etc. …

•• using Wintel Unix C# ITIL PRINCE2 etc etcusing Wintel Unix C# ITIL PRINCE2 etc etc•• … using Wintel, Unix, C#, ITIL, PRINCE2 etc. etc.… using Wintel, Unix, C#, ITIL, PRINCE2 etc. etc.

44

BackgroundBackground –– IT Professional DevelopmentIT Professional Development

I id tifi d i 2004I id tifi d i 2004

Background Background –– IT Professional DevelopmentIT Professional Development

•• Issues identified in 2004 :Issues identified in 2004 :

•• Inability to recruitInability to recruit

•• Desire to implement staff developmentDesire to implement staff development

•• Poor retention of IT staffPoor retention of IT staff•• Poor retention of IT staffPoor retention of IT staff

•• 100 roles planned for migration to BCS Development Framework 100 roles planned for migration to BCS Development Framework (ISM / CDF)(ISM / CDF)(ISM / CDF)(ISM / CDF)(Migration to SFIAplus / Career Developer in progress)(Migration to SFIAplus / Career Developer in progress)

•• Staff assigned a Level (Grade) directly linked to ISM / SFIAStaff assigned a Level (Grade) directly linked to ISM / SFIA

•• Roles to be benchmarked against market salariesRoles to be benchmarked against market salaries

55

gg

•• CELRE Salary Survey selectedCELRE Salary Survey selected

BackgroundBackground –– CELRE Salary SurveyCELRE Salary Survey

celre Survey - # of employees by industry

Background Background –– CELRE Salary SurveyCELRE Salary Survey

celre Survey - # of employees by industry

Manufacturing 5 435Public Sector 2,224

Manufacturing 5,435

Retail / Distribution 2,831Hi-Tech 2,465

Non-manufacturing 3,765

Finance 15,995

IT Services 18,196

Consultancy 3,403

66•• Total sample size (Nov 2007) = 54,314 employeesTotal sample size (Nov 2007) = 54,314 employees

BackgroundBackground –– CELRE Salary SurveyCELRE Salary SurveyBackground Background –– CELRE Salary SurveyCELRE Salary Survey

A biann al p ocessA biann al p ocess•• A biannual process …A biannual process …

celrecelreApr / Oct

May / NovJun / Dec

77

BackgroundBackground –– CELRE Salary SurveyCELRE Salary Survey

Engagement ith CELRE cons ltancEngagement ith CELRE cons ltanc

Background Background –– CELRE Salary SurveyCELRE Salary Survey

•• Engagement with CELRE consultancy …Engagement with CELRE consultancy …

•• … to establish Level mappings …… to establish Level mappings …

•• … and skill mappings (i.e. not ‘job’ based)… and skill mappings (i.e. not ‘job’ based)

•• ISM skills mappings derived in 2004 …ISM skills mappings derived in 2004 …

•• … SFIA skills mappings now predefined …… SFIA skills mappings now predefined …… SFIA skills mappings now predefined …… SFIA skills mappings now predefined …

•• … SFIA Levels mappings now defined… SFIA Levels mappings now defined

•• BUT …BUT …

not a ‘shrink wrapped’ solutionnot a ‘shrink wrapped’ solution

88

•• … not a shrink wrapped solution… not a shrink wrapped solution

How the HC mechanismHow the HC mechanismHow the HC mechanism How the HC mechanism worksworksworksworks

99

How the HC mechanism worksHow the HC mechanism works

Benchma ked against No embe s eBenchma ked against No embe s e


•• Benchmarked against November survey …Benchmarked against November survey …

•• … changes applied annually at 1… changes applied annually at 1stst JanuaryJanuary

35,000

Level 5

30 000

•• A number of constraints apply :A number of constraints apply :30,000

Level 4

30,000

•• Levels meet at a min / max from a midLevels meet at a min / max from a mid--pointpoint

•• Salaries can rise and fall as the market dictatesSalaries can rise and fall as the market dictates25,000

22,500

25,000

Level 3

25,000

•• Based on a total packageBased on a total package

l d ll l h d f d b ll d ll l h d f d b l

,

20,000

20,000

20,000

•• Movement applied to all Levels within a defined job role …Movement applied to all Levels within a defined job role …

•• … not across the board (Department)… not across the board (Department) 15,000

Level 2

15,000

1010

Level 1

10,000


•• In December we submit our benchmarking requirements toIn December we submit our benchmarking requirements toHampshire Constabulary, IT & Communications ServicesSalary Review 2008


•• In December we submit our benchmarking requirements to In December we submit our benchmarking requirements to CELRE …CELRE …

who analyse their survey using (as agreed) the South Eastwho analyse their survey using (as agreed) the South East

CELRE

Function Title FunctionCode

MedianBase

AveBonus

AveOthers

Pensionfigure

Privatehealth Car Total

Package

Hants Change from 2007

•• … who analyse their survey using (as agreed) the South East … who analyse their survey using (as agreed) the South East region …region …

d id l k f h J b R l b k d bd id l k f h J b R l b k d b

Team Leader 20 - 60 42,000 3,000 5,200 3,000 600 1,600 50,200

Data Integration Analyst / Web Developer 20 - 46 44,000 4,000 5,200 3,000 600 1,600 53,20021 - 46 39,000 2,000 3,650 2,600 350 700 44,65022 - 46 34,000 1,500 2,550 2,200 350 0 38,05023 46 25 000 1 250 2 150 1 800 350 0 28 400

TotalPackage

Leasecar all

ExtraA/L

Pensionbenefit

BasicSalary

RoleID (1)

RoleID (2)

BCSLevel

2007Mid-Point

%agechange

Numberof staff

Weighted%age

50,193 800 467 8,476 40,450 # XXTL 5 39,350 2.8 4 2.8

•• … and provide a total package, for each Job Role, broken down by … and provide a total package, for each Job Role, broken down by ::

23 - 46 25,000 1,250 2,150 1,800 350 0 28,400

Infrastructure Analyst 20 - 64 45,000 4,000 5,200 3,000 600 1,600 54,20021 - 64 36,000 3,000 3,550 2,500 350 700 42,55022 - 64 30,000 1,800 2,350 2,000 350 0 34,15023 - 64 24,000 1,200 1,850 1,500 350 0 27,050

53,184 800 495 8,989 42,900 # DVDA 5 40,800 5.1 244,660 600 428 6,582 37,050 # DVDA 4 35,850 3.3 738,008 0 370 5,538 32,100 # DVDA 3 29,350 9.4 428,397 0 275 4,322 23,800 # DVDA 2 22,150 7.4 1 5.6

Hampshire Constabulary, IT & Communications ServicesSalary Review 2008

CELRE Hants

Function Title FunctionCode

Weight (%)

MedianBase

AveBonus

AveOthers

Pensionfigure

Privatehealth Car Total

Package Diff TotalPackage

Leasecar all

ExtraA/L

Pensionbenefit

BasicSalary

RoleID (1)

RoleID (2)

BCSLevel

Basic SalaryBasic Salary BonusBonus PensionPensionPrivate Health AllowancePrivate Health Allowance Car AllowanceCar Allowance

Database Administrator 20 - 52 50,000 4,200 5,700 3,500 600 1,600 59,90021 - 52 40,000 2,000 3,850 2,800 350 700 45,85022 - 52 34,000 1,800 2,750 2,400 350 0 38,550

Computer Operations Supervisor 21 - 88 33,000 2,000 3,250 2,200 350 700 38,250Computer Operations Analyst 22 - 88 27,000 1,250 2,150 1,800 350 0 30,400

54,161 800 504 9,157 43,700 # TIIA 5 42,200 3.6 342,519 600 407 6,262 35,250 # TIIA 4 33,900 4.0 834,101 0 332 4,969 28,800 # TIIA 3 27,650 4.2 127,025 0 261 4,113 22,650 # TIIA 2 21,400 5.8 0 3.9

59 900 800 558 10 142 48 400 # DBDA 5 46 600 3 9 1

Team Leader 20 - 60 100 42,000 3,000 5,200 3,000 600 1,600 50,200 7 50,193 800 467 8,476 40,450 # XXTL 5

Data Integration Analyst / Web Developer 20 - 46 100 44,000 4,000 5,200 3,000 600 1,600 53,200 16 53,184 800 495 8,989 42,900 # DVDA 521 - 46 100 39,000 2,000 3,650 2,600 350 700 44,650 -10 44,660 600 428 6,582 37,050 # DVDA 422 - 46 100 34,000 1,500 2,550 2,200 350 0 38,050 42 38,008 0 370 5,538 32,100 # DVDA 323 - 46 100 25,000 1,250 2,150 1,800 350 0 28,400 3 28,397 0 275 4,322 23,800 # DVDA 2

Infrastructure Analyst 20 - 64 100 45,000 4,000 5,200 3,000 600 1,600 54,200 39 54,161 800 504 9,157 43,700 # TIIA 5

•• We compare this, using HC benefits figures, adjusting the HC We compare this, using HC benefits figures, adjusting the HC basic salary until the packages matchbasic salary until the packages match

23 - 88 24,000 750 1,950 1,600 350 0 26,70024 - 88 19,000 750 1,750 1,400 350 0 21,500

59,900 800 558 10,142 48,400 # DBDA 5 46,600 3.9 145,849 600 439 6,760 38,050 # DBDA 4 38,050 0.0 338,541 0 376 5,616 32,550 # DBDA 3 31,650 2.8 0 1.0

38,238 600 365 5,623 31,650 # COCS 4 27,350 15.7 330,371 0 296 4,425 25,650 # COCO 3 24,500 4.7 3

21 - 64 100 36,000 3,000 3,550 2,500 350 700 42,550 31 42,519 600 407 6,262 35,250 # TIIA 422 - 64 100 30,000 1,800 2,350 2,000 350 0 34,150 49 34,101 0 332 4,969 28,800 # TIIA 323 - 64 100 24,000 1,200 1,850 1,500 350 0 27,050 25 27,025 0 261 4,113 22,650 # TIIA 2

Database Administrator 20 - 52 100 50,000 4,200 5,700 3,500 600 1,600 59,900 -0 59,900 800 558 10,142 48,400 # DBDA 521 - 52 100 40,000 2,000 3,850 2,800 350 700 45,850 1 45,849 600 439 6,760 38,050 # DBDA 422 - 52 100 34,000 1,800 2,750 2,400 350 0 38,550 9 38,541 0 376 5,616 32,550 # DBDA 3

Computer Operations Supervisor 21 - 88 100 33,000 2,000 3,250 2,200 350 700 38,250 12 38,238 600 365 5,623 31,650 # COCS 4Computer Operations Analyst 22 - 88 100 27,000 1,250 2,150 1,800 350 0 30,400 29 30,371 0 296 4,425 25,650 # COCO 3

23 88 100 24 000 750 1 950 1 600 350 0 26 700 33 26 667 0 258 4 059 22 350 # COCO 2

1111•• This gives revised salary midThis gives revised salary mid--points, which drive the reviewpoints, which drive the review26,667 0 258 4,059 22,350 # COCO 2 20,400 9.6 221,495 0 245 0 21,250 # COCO 1 15,750 34.9 0 10.0

23 - 88 100 24,000 750 1,950 1,600 350 0 26,700 33 26,667 0 258 4,059 22,350 # COCO 224 - 88 100 19,000 750 1,750 1,400 350 0 21,500 5 21,495 0 245 0 21,250 # COCO 1

What happenedWhat happened

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Li e 01 01 2005Li e 01 01 2005


•• Live 01.01.2005Live 01.01.2005

•• First salary review 01.01.2006 …First salary review 01.01.2006 …Level 5

Hants Change from 2007

•• … returned extreme movements (+ / … returned extreme movements (+ / -- 30%)30%) Level 4

TotalPackage

Leasecar all

ExtraA/L

Pensionbenefit

BasicSalary

RoleID (1)

RoleID (2)

BCSLevel

2007Mid-Point

%agechange

Numberof staff

Weighted%age

50,193 800 467 8,476 40,450 # XXTL 5 39,350 2.8 4 2.8

•• No changes applied; review held !No changes applied; review held !

•• Key findings :Key findings : Level 3

53,184 800 495 8,989 42,900 # DVDA 5 40,800 5.1 244,660 600 428 6,582 37,050 # DVDA 4 35,850 3.3 738,008 0 370 5,538 32,100 # DVDA 3 29,350 9.4 428,397 0 275 4,322 23,800 # DVDA 2 22,150 7.4 1 5.6Key findings :Key findings :

•• Error in dataError in dataLevel 2

54,161 800 504 9,157 43,700 # TIIA 5 42,200 3.6 342,519 600 407 6,262 35,250 # TIIA 4 33,900 4.0 834,101 0 332 4,969 28,800 # TIIA 3 27,650 4.2 127,025 0 261 4,113 22,650 # TIIA 2 21,400 5.8 0 3.9

59 900 800 558 10 142 48 400 # DBDA 5 46 600 3 9 1

•• Conflict in LevelsConflict in Levels

•• ProPro--rating of benefits requiredrating of benefits required

Level 259,900 800 558 10,142 48,400 # DBDA 5 46,600 3.9 145,849 600 439 6,760 38,050 # DBDA 4 38,050 0.0 338,541 0 376 5,616 32,550 # DBDA 3 31,650 2.8 0 1.0

38,238 600 365 5,623 31,650 # COCS 4 27,350 15.7 330,371 0 296 4,425 25,650 # COCO 3 24,500 4.7 3

1313•• Protection mechanism requiredProtection mechanism requiredLevel 126,667 0 258 4,059 22,350 # COCO 2 20,400 9.6 2

21,495 0 245 0 21,250 # COCO 1 15,750 34.9 0 10.0

What happenedWhat happened –– Salary ProtectionSalary ProtectionWhat happened What happened –– Salary ProtectionSalary Protection

•• The cash part of the CELRE The cash part of the CELRE package constitutes :package constitutes :

•• The HC package has only The HC package has only salary :salary :

BONUSBONUS }} SALARYSALARY‘AT RISK’‘AT RISK’

SALARYSALARY

}} ‘AT RISK’‘AT RISK’

SALARYSALARY

•• The Protected Pay mechanism provides the red line below whichThe Protected Pay mechanism provides the red line below which

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•• The Protected Pay mechanism provides the red line below which The Protected Pay mechanism provides the red line below which salaries are not allowed to fallsalaries are not allowed to fall

What happenedWhat happened –– Salary ProtectionSalary ProtectionWhat happened What happened –– Salary ProtectionSalary Protection

Protected Salary / Salary 'at risk'

46,000

47,000


46,000

47,000


46,000

47,000


46,000

47,000


46,000

47,000

43,000

44,000

45,000

43,000

44,000

45,000

43,000

44,000

45,000

43,000

44,000

45,000

43,000

44,000

45,000

40,000

41,000

42,000

Sala

ry (

£)

40,000

41,000

42,000

Sala

ry (

£)

40,000

41,000

42,000

Sala

ry (

£)

40,000

41,000

42,000

Sala

ry (

£)

40,000

41,000

42,000

Sala

ry (

£)

37,000

38,000

39,000

37,000

38,000

39,000

37,000

38,000

39,000

37,000

38,000

39,000

37,000

38,000

39,000

35,000

36,000

Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4

2005 2006 +4.5% 2007 +5.0% 2008 3.5% 2009 -8.0%

35,000

36,000


2005 2006 +4.5% 2007 +5.0% 2008 3.5% 2009 -8.0%

35,000

36,000


2005 2006 +4.5% 2007 +5.0% 2008 3.5% 2009 -8.0%

35,000

36,000


2005 2006 +4.5% 2007 +5.0% 2008 3.5% 2009 -8.0%

35,000

36,000


2005 2006 +4.5% 2007 +5.0% 2008 3.5% 2009 -8.0%

1515


Re ie took si monthsRe ie took si months


•• Review took six months …Review took six months …

•• … required five years trend data from CELRE …… required five years trend data from CELRE …

•• … and took a further six months to apply… and took a further six months to apply

•• Some salaries still aren’t rightSome salaries still aren’t right

•• One feels too high …One feels too high …One feels too high …One feels too high …

•• … two feel too low …… two feel too low …

•• … but the Survey says …… … but the Survey says ……

The survey can only give answers to the questions you askThe survey can only give answers to the questions you ask

< insert “Family Fortunes” noise>< insert “Family Fortunes” noise>

1616

•• The survey can only give answers to the questions you askThe survey can only give answers to the questions you ask

ConclusionsConclusions

1717

ConclusionsConclusionsConclusionsConclusions

•• CELRE Survey maps directly to SFIA skillsCELRE Survey maps directly to SFIA skills

•• Business requirements critical, but …Business requirements critical, but …q ,q ,

•• … must be … must be informedinformed requirementsrequirements

•• Don’t undertake salary benchmarking without consultancy Don’t undertake salary benchmarking without consultancy ……

•• … but don’t take it at face value …… but don’t take it at face value …

and don’t underestimate the level of knowledge requiredand don’t underestimate the level of knowledge required•• … and don’t underestimate the level of knowledge required … and don’t underestimate the level of knowledge required to sustain itto sustain it

1818

QuestionsQuestionsQuestionsQuestions

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