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kcc

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by

Levente Kovácsik

on 14 September 2016

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Transcript of kcc

EXAMPLES
REWARD
ELEMENTS
DEFINITION
Recognition
Career opportunities
Work-life balance
Cafeteria
Company car
Employee phone
ALLShares
GLTR
Bonus
Sales commission
Base pay
INTANGIBLES
BENEFITS
LONG TERM INCENTIVES
VARIABLE PAY
FIX PAY
TOTAL REWARD
TOTAL REMUNERATION
BASE PAY
TOTAL DIRECT COMPENSATION
TOTAL CASH
CONCLUSIONS
TOTAL REWARD
STRATEGY AT
Presented by:

Ibolya Gothardi
Oktavian Hullai
Mohammad Hosseinizadeh

13th December, 2013
AGENDA
1. The Public Sector
2. Introduction to Kent County Council
3. The underlying issue
4. Success factors to implement
Total Reward
5. The solution
6. Communication
7. Alternative reward models
8. Conclusions

Reduce people cost
Wide variety of jobs & of range of service models
Differing employee aspirations
Fluctuating employment markets
The sector is strong on equal pay, governance and transparency
Long term view on pay

THE PUBLIC SECTOR
ABOUT
Responsible for the public services and welfare of over
1.4 million residents

45,000 employees
, across more than 850 locations

Encourage a strong
performance management

culture

The reward system is based on performance

THE UNDERLYING ISSUE
Pressure from the government:
1. Provide value for money while lowering costs
2. Improve service delivery
3. Reach higher levels of productivity
4. Keep council responsive to change
5. Become more performance oriented
6. Pay to relate to performance
7. Develop the skills and leadership for future

The history of Total Reward at KCC
PAY
STRUCTURE
at KCC
Traditional automatic incremental

PRP
TCP
regular automatic increase in salary

length of service

performance related pay

emphasis employee need

individual contributions – total contribution pay

job families

1990
1996
2001
2005-07
Kent Pay Plus model
Intro to
P
erformance
R
elated
P
ay
PRP
TCP
TOTAL REWARD
X
System failed
Creating inequalities failed to measure all aspects of the job
The journey started to formulate a
new reward strategy
T
otal
C
ontribution
P
ay introduced

2 years of implementation

TO IMPLEMENT TOTAL REWARD
3 SUCCESS FACTORS
Performance management system
Reward structure

Communication & Change Management

THE TOTAL REWARD MODEL
Non-financial
Financial
Career
Culture
Benefits
Compensation
Career management
Leadership development
Professional training
Succession planning

CAREER & DEVELOPMENT
VALUE BASED ORGANIZATION


Equal Opportunity
Diversity
CSR
Employer branding
COMPETITIVE BENEFITS
Health care
Employee discount
Cashback benefits
scheme incl clothing,
gifts, days out
COMPETITIVE
COMPENSATION

Base pay
Short Term Incentives
Long Term Incentives
Pay for Performance
What are the steps of change?
Communicate the vision for
understanding and buy-in
4.
1.
2.
3.
Create a sense of urgency
Form a coalition among leaders
Develop the vision of change
and strategies
Consolidate success and derive
additional changes
8.
5.
6.
7.
Establish new approaches,
create a new culture
Empower others to act
Produce short-term wins
Spinning Plates – Don’t let up!
Loyalty model
Market model
Career model
Dynamic model

Alternative reward models
The Total Reward model is a best practice for maximizing the Council’s investment in employees
Breaks down silos resulting in employee engagement, increased productivity and lower labor cost


The model is applicable in the public sector

TOTAL REWARD
STRATEGY AT
Thanks for your attention!
Full transcript