1. SFIA CONFERENCE
Hampshire Constabulary
p y
Remuneration Planning
Paul Mackenzie
1

2. Topics to cover
1. Background
2. How the mechanism works
3. What happened
4. Conclusions
2

3. Background
3

4. Background – Hampshire Constabulary
• Covers policing across Hampshire and the Isle of Wight
Co e s ac oss Hampshi e
• Approx. 4,000 police officers …
• … 3,000 Police Staff …
• … including 140 IT staff …
• … covering Project Mgmt., Operations, Infrastructure Mgmt.,
Development etc. …
• … using Wintel, Unix, C#, ITIL, PRINCE2 etc etc
Wintel Unix C# ITIL etc. etc.
4

5. Background – IT Professional Development
• Issues identified in 2004 :
I id tifi d i
• Inability to recruit
• Desire to implement staff development
• Poor retention of IT staff
• 100 roles planned for migration to BCS Development Framework
(ISM / CDF)
(Migration to SFIAplus / Career Developer in progress)
• Staff assigned a Level (Grade) directly linked to ISM / SFIA
• Roles to be benchmarked against market salaries
g
• CELRE Salary Survey selected 5

6. Background – CELRE Salary Survey
celre Survey - # of employees by industry
Public Sector 2,224
Manufacturing 5 435
5,435
Non-manufacturing
3,765
Retail / Distribution
2,831
Hi-Tech 2,465
Finance 15,995
IT Services 18,196
Consultancy 3,403
• Total sample size (Nov 2007) = 54,314 employees 6

7. Background – CELRE Salary Survey
• A biannual p ocess …
biann al process
Apr / Oct
celre
May / Nov
Jun / Dec
7

8. Background – CELRE Salary Survey
• Engagement with CELRE consultancy …
ith cons ltanc
• … to establish Level mappings …
• … and skill mappings (i.e. not ‘job’ based)
• ISM skills mappings derived in 2004 …
• … SFIA skills mappings now predefined …
• … SFIA Levels mappings now defined
• BUT …
• … not a ‘shrink wrapped solution
shrink wrapped’
8

9. How the HC mechanism
works
9

10. How the HC mechanism works
• Benchmarked
Benchma ked against November survey …
No embe s e 35,000
Level 5
• … changes applied annually at 1st January
30,000
30 000
30,000
• A number of constraints apply :
Level 4
• Levels meet at a min / max from a mid-point
mid- 25,000
25,000
• Salaries can rise and fall as the market dictates Level 3
22,500
,
• Based on a total package 20,000
20,000
• Movement applied to all Levels within a d f
l d ll l h defined job role …2
d b Level
l
15,000
• … not across the board (Department) 15,000
Level 1
10
10,000

11. How the HC mechanism works
Hampshire Constabulary, IT & Communications Services
• In December we submit our benchmarking requirements to
Salary Review 2008
CELRE …
CELRE
Function Median Ave Ave Pension Private Total
Function Title Car
Code Base Bonus Others figure health Package
Hants Change from 2007
•
Team Leader
Total
Package
… who analyse their survey using (as agreed) the South East
Lease
car all
Extra
A/L
Pension
benefit
Basic 60
20 -
Salary
Role 42,000Role
ID (1) ID (2)
3,000
BCS
Level
5,200 3,000
2007
Mid-Point
600
%age
change
1,600
Number
of staff
50,200
Weighted
%age
region …
Data Integration Analyst / Web Developer 20 - 46 44,000 4,000 5,200 3,000 600 1,600 53,200
21 - 46 39,000 2,000 3,650 2,600 350 700 44,650
50,193 800 467 8,476 40,450 # XXTL 5 39,350 2.8 4 2.8
22 - 46 34,000 1,500 2,550 2,200 350 0 38,050
• … and provide a total package, f each Job Role, b k
d id l k for h J b R l broken d
down b
by
23 - 46 25,000
25 000 1,250
1 250 2,150
2 150 1,800
1 800 350 0 28,400
28 400
53,184 800
Infrastructure Analyst 495 8,989 42,900 - 64
20 # DVDA 45,000 4,000
5 5,200
40,800
3,000
5.1
600 1,600
2 54,200
:
Hampshire Constabulary, IT & Communications Services
44,660
Salary Review 600 428
2008 6,582 37,050 - 64
21 # DVDA 36,000 4
3,000 3,550 35,850
2,500 3.3
350 7
700 42,550
38,008 0 370 5,538 CELRE
32,100 - 64
22 # DVDA 30,000 3
1,800 2,350 29,350
2,000 9.4
350
Hants
4
0 34,150
28,397
Function Title 0 275
Function 4,322 Median
Weight 23,800 - 64Ave DVDA 24,000
23 #
Ave Pension Private
Car 2
1,200 Total 1,850
Diff 22,150 Lease
Total 1,500 7.4 Pension
350
Extra 1
0
Basic 5.6
27,050
Role Role BCS
Code (%) Base Bonus Others figure health Package Package car all A/L benefit Salary ID (1) ID (2) Level
Database Administrator
54,161
Team Leader
42,519
800
Basic Salary
600
504- 60
20
407
Bonus 9,157 42,000
100
6,262
43,700 - 52
35,250
20 #
3,000 5,200
21 - 52
#
TIIA 50,000
3,000 600
TIIA 40,000
4,20050,200
1,600
2,000
4
5
Pension
5,700
7
3,850
50,193
3,500
42,200 800
2,800
33,900
600
3.6
467
350
4.0
8,476
1,6003
40,450
700
8
#
59,900
XXTL
45,850
5
Private Health Allowance Car Allowance
22 - 52 3,00034,000 1,80053,200 2,750 53,184 2,400 350 0 38,550
Data Integration Analyst / Web Developer
34,101 0 20 - 46
332- 46
21
100
4,969 44,000
100
28,800
4,000
#5,200
TIIA 600 1,600
3 16
27,650 800 4.2
495 8,989
1
42,900 # DVDA
DVDA
5
4
39,000 2,000 3,650 2,600 350 700 44,650 -10 44,660 600 428 6,582 37,050 #
27,025 0 261
22 - 46
4,113
100 34,000 22,650
1,500 #2,550 TIIA
2,200 350 0 2
38,050 42 21,400
38,008 0 5.8
370 5,538 0
32,100 # DVDA 3.9 3
Computer Operations Supervisor 23 - 46 100 25,000 21 - 88
1,250 2,150 1,80033,000
350 2,00028,400
0 3,250
3 28,397 2,200 0 350
275 4,322 700
23,800 # 38,250
DVDA 2
Computer Operations Analyst
Infrastructure Analyst 20 - 64 100 45,000 22 - 88
4,000 5,200 3,00027,000
600 1,25054,200
1,600 2,150
39 54,161 1,800800 350
504 9,157 0
43,700 # 30,400
TIIA 5
59,900
59 900 800 558- 64
21 10,142
10 142 36,000
100 48,400 #
48 400 - 88
23
3,000 3,550 DBDA
2,500 350 700 5 46,600
46 600 3.9
39 1 TIIA 4
24,000 75042,550 31
1,950 42,519
1,600600 407
350 6,262 35,250 #
0 26,700
• We compare this, using HC benefits figures, adjusting the HC
22 - 64 100 30,000 1,800 2,350 2,000 350 0 34,150 49 34,101 0 332 4,969 28,800 # TIIA 3
45,849 600 439- 64
23 6,760 24,000
100 38,050 - 88
24 #
1,200 1,850
DBDA 19,000
1,500 350 0
4
75027,050 1,750
25
38,050
27,025 1,400 0
0.0
350
261 4,113
3
0
22,650 # 21,500
TIIA 2
38,541
Database Administrator
0 376- 52
20
5,616 50,000
100
32,550 # DBDA 3 31,650 2.8 0 DBDA
1.0 5
4,200 5,700 3,500 600 1,600 59,900 -0 59,900 800 558 10,142 48,400 #
38,238
basic salary until the packages match
Computer Operations Supervisor
600
21 - 52
22 - 52
365
21 - 88
100
100
5,623
100
40,000
34,000
33,000
2,000
1,800
31,650
2,000
#
3,850
2,750
3,250
2,800
2,400
COCS
2,200
350
350
350
700
0
700
45,850
38,550
4
38,250
1
9
12
45,849
38,541
27,350
38,238
600
0
600
439
376
15.7
365
6,760
5,616
5,623
38,050 #
32,550 #
3
31,650 #
DBDA
DBDA
COCS
4
3
4
30,371
Computer Operations Analyst 0 296- 88
22 4,425 27,000
100 25,650
1,2502,150 COCO
# 1,800 350 0 3
30,400 29 24,500
30,371 0 4.7
296 4,425 3
25,650 # COCO 3
23 - 88 100 24,000
24 000 750 1,950
1 950 1,600
1 600 350 0 26,700
26 700 33 26,667
26 667 0 258 4,059
4 059 22,350
22 350 # COCO 2
26,667 0 258- 88
24 4,059 19,000
100 22,350
750 #
1,750
COCO
1,400 350 0
2
21,500 5
20,400
21,495 0
9.6
245 0
2
21,250 # COCO 1
•
21,495
This gives revised salary mid-points, which drive the review
0
mid-245 0 21,250 # COCO 1 15,750 34.9 0 10.0
11

12. What happened
12

13. What happened
• Live 01 01 2005
Li e 01.01.2005
Level 5
• First salary review 01.01.2006 …
Hants Change from 2007
Total Lease Extra Pension Basic Role Role BCS 2007 %age Number Weighted
Package car all A/L benefit Salary ID (1) ID (2) Level Mid-Point change of staff %age
• … returned extreme movements (+ / - 30%) Level 4
50,193 800 467 8,476 40,450 # XXTL 5 39,350 2.8 4 2.8
•
53,184 No changes applied; review held !
800 495 8,989 42,900 # DVDA 5 40,800 5.1 2
44,660 600 428 6,582 37,050 # DVDA 4 35,850 3.3 7
38,008 0 370 5,538 32,100 # DVDA 3 29,350 9.4 4
Level 3
Key findings :
28,397 0 275 4,322 23,800 # DVDA 2 22,150 7.4 1 5.6
•
54,161 800 504 9,157 43,700 # TIIA 5 42,200 3.6 3
42,519 600 407 6,262 35,250 # TIIA 4 33,900 4.0 8
34,101
27,025
0
0
• Error in data
332
261
4,969
4,113
28,800
22,650
#
#
TIIA
TIIA
3
2
27,650
21,400
4.2
5.8
1
0 3.9
59,900
59 900 800 558 10,142
10 142 48,400
48 400 # DBDA 5 46,600
46 600 Level 2
3.9
39 1
45,849
38,541
600
0
• Conflict in Levels
439
376
6,760
5,616
38,050
32,550
#
#
DBDA
DBDA
4
3
38,050
31,650
0.0
2.8
3
0 1.0
Pro-
Pro-rating of benefits required
38,238 600 365 5,623 31,650 # COCS 4 27,350 15.7 3
30,371 0• 296 4,425 25,650 # COCO 3 24,500 4.7 3
26,667 0 258 4,059 22,350 # COCO 2 20,400 9.6 2
Level 1
21,495 0 245 0 21,250 # COCO 1 15,750 34.9 0 10.0
• Protection mechanism required 13

14. What happened – Salary Protection
• The cash part of the CELRE • The HC package has only
package constitutes : salary :
BONUS
} SALARY
‘AT RISK’
SALARY
SALARY
• The Protected Pay mechanism provides the red line below which
salaries are not allowed to fall
14

15. What happened – Salary Protection
Protected Salary / Salary 'at risk'
47,000
47,000
46,000
46,000
45,000
45,000
44,000
44,000
43,000
43,000
42,000
42,000
Salary (£)
41,000
41,000
40,000
40,000
39,000
39,000
38,000
38,000
37,000
37,000
36,000
36,000
35,000
35,000
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1
Q1 Q2
Q2 Q3
Q3 Q4
Q4 Q1
Q1 Q2
Q2 Q3
Q3 Q4
Q4
2005 2006 +4.5% 2007 +5.0% 2008 3.5%
2008 3.5% 2009 -8.0%
2009 -8.0%
15

16. What happened
• Review
Re ie took six months …
si
• … required five years trend data from CELRE …
• … and took a further six months to apply
• Some salaries still aren’t right
• One feels too high …
• … two feel too low …
• … but the Survey says …… < insert “Family Fortunes” noise>
• The survey can only give answers to the questions you ask
16

17. Conclusions
17

18. Conclusions
• CELRE Survey maps directly to SFIA skills
• Business requirements critical, but …
q ,
• … must be informed requirements
• Don’t undertake salary benchmarking without consultancy
…
• … but don’t take it at face value …
• … and don’t underestimate the level of knowledge required
to sustain it
18

19. Questions
19