In reply to Claire:

Hi Claire,

We are not a very large organisation (175 headcount), therefore it may not be as detailed as larger organisations. I don't want to create a monster of a project and ultimately want the end result to be simple and straightforward as well. It's also my first time carrying this out!
I need to start with the basics so initially I am working with the management team and staff to have clear job descriptions as a starting point. Part of this is that we now have values within the organisation that are used as part of a competency framework depending on the role and these are being used in the evaluation and part of our appraisal process (also very new to the company).
Once I have those completed, I plan to use a very simple point factor rating, including the value level of the role, their level of supervision of other staff and their responsibility in the role (defined to allow for those stand alone specialist roles). These will then provide scores for each role.
Once I have this information (and will work with a small team of staff and managers to score this), I can then look at how this fits into bands across the business and how many we need. Following this, we can look at the pay grading options within the bands so that people can see progression opportunities linked to their role. This will involve looking at current salaries, benchmarking and affordability for us as a business. As we have very specific areas of the business (sales, warehouse, office), we will have to consider how this will impact when we apply salary to these bands and may need separate ones for each area.
Let me know if you want to have a chat about this further.

In reply to Olenka McMahon:

Hi Olenka - can you see my reply to Claire?

Good to see so many people here contributing for the first time. Welcome!