Two-thirds of organisations use merit pay

MERIT PAY

Two-thirds of organisations use merit pay

Reports of the demise of merit pay appear to have been greatly exaggerated. Just over two-thirds of organisations surveyed by the Work Foundation said that they link pay to individual performance.

The 113-employer survey found that merit pay is the norm in financial services where 95% of companies are using it. This remuneration tool is much less widespread in the public and voluntary sectors -- just 60% have so far adopted it.

Key survey findings

  • The three most common reasons for operating merit pay are to "reward according to contribution" (54% of respondents) to "link reward to business objectives" (45%) to "reward the best performers" (42%).
  • Nearly half of organisations that use merit pay believe their system is either "very" or "quite effective" at rewarding good performance.
  • The traditional "top down" appraisal scheme is the most frequently-used appraisal method for all employee groups.

What you will find in this report

This 62-page report looks at "best practice" in restructuring merit pay schemes. It is divided into four main parts:

1. A survey of 113 organisations covering:

  • extent of merit pay and employee groups covered
  • why operate merit pay?
  • the achievements which merit pay schemes seek to measure
  • appraisal methods
  • responsibility for setting merit awards
  • merit review and changes made following reviews
  • effectiveness
  • monitoring merit awards.

2. Case studies of six organisations:

  • Anglia Housing Group
  • Barclays Bank
  • British Waterways
  • Forestry Commission
  • RNLI
  • Borough Council of Wellingborough.

3. Extracts from management documents:

  • Achieving results -- competencies 1-4, Anglia Housing Group
  • Application form 1, Anglia Housing Group
  • Application form 2, Anglia Housing Group
  • Application form 3, Anglia Housing Group
  • 8 steps to great reviews, Barclays Bank
  • Contribution pay 2002, British Waterways
  • Performance categories, Forestry Commission
  • Competency framework, Forestry Commission
  • Performance and development meetings, RNLI
  • STARS, Borough Council of Wellingborough.

4. Consultancy advice:

  • The Work Foundation's associate Angela Wright interviewed about restructuring performance-related pay.

Want to know more?

Title: "Restructuring performance-related pay", Managing Best Practice no. 105, Work Foundation.

Methodology: Questionnaires were sent in December 2002 and January 2003 to 5,600 human resource specialists drawn from the Work Foundation database.

Sample size: The report draws on replies received from 113 organisations.

Availability: To subscribe to the monthly report Managing Best Practice, contact the Work Foundation on tel: 0870 165 6700.

Formerly the Industrial Society, the Work Foundation seeks to "improve the productivity and quality of working life in the UK, with a unique fusion of research, consultancy and advocacy". To find out more visit www.workfoundation.com

Posted 18 July 2003