making sure that we continue to recruit and develop a great team

Services people prefer.

Data at the heart of everything.

Internet-era ways of working.

Simple, secure, reusable technology.

A curious, expert team promoting Hackney’s values.

A curious, expert team promoting Hackney’s values.

it’s not all about money

but it is a bit

we used to find it very hard to hire

We wanted roles in HackIT to be opportunities to...

• make a real difference for citizens
• develop your skills and career
• work in an energetic and ambitious team, and be involved in fun, exciting and rewarding work
• meet smart and creative people and learn together
• be competitively paid

Before our restructure in 2018

• many of our roles had uncompetitive salaries
• we found it difficult to get job evaluations that reflected the skills our roles required
• salary supplements weren’t being used consistently
• we struggled to hire and we didn’t provide enough opportunities to progress

How we reviewed our salaries

• in 2016 Hackney introduced a market supplements policy
• this gives us a clear and fair framework to bridge the gap between Council job evaluations and salaries elsewhere
• supplements count as pensionable pay
• we used the British Computer Society’s Skills Framework for the Information Age (SFIA) and XpertHR salary survey to establish a fair benchmark for every role

So, how does it work?

• each job is linked to the XpertHR survey, mapped using SfIA
• each job is evaluated by HR using the Council’s job evaluation scheme
• if the market rate is higher we pay the difference as a supplement (even if the two are very close in terms of £)
• if the market rate is lower we pay the evaluated rate

what happens next?

We need to review the benchmark for our salaries

• the Council policy requires us to do this every 1 - 2 years (we went for 2 year reviews, which is this spring)
• the recent XpertHR benchmarks aren’t giving us figures we trust (too small a sample size and big variations)
• so, we’ve benchmarked against 3 comparative councils and a Hays salary survey (HR are happy with this)

A working example

there are some outliers - we need to understand the reason for these

there are some where it’s harder to find comparators - we need to consider how these fit in terms of progression

Next steps

• we’re finalising our recommendations over the next few weeks
• we don’t expect big changes, but there are some roles where we’re at risk of falling behind
• we’ll share our conclusions with you so you can ask any questions and gives us your feedback
• we’ll update the supplements from April 2020

any questions?