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Company Details Services Useful Links ........................... | IAM Reward Manager – in use Case File - Teacher's Assurance Teacher’s Assurance Group was founded on 1877 as the Teacher’s Provident Society. Expansion in 1936 and again in 1962 resulted in relocation from its LONDON BASE OF SOME 100 YEARS TO A MODERN head Office in Bournemouth which has been its home since 1971. They now provide a full range of financial services products through some 360 staff. There was a previous JE scheme (no longer maintained); eleven grades and a single pay scale. Their brief was to identify a JE/Reward Management scheme that was relevant to their needs, that would be viewed positively by all participants, was simple and understandable to use, and easy to monitor and control. Research was undertaken onto what was available. This established that: Non-analytical methods look at jobs as a whole without any attempt to evaluate or compare parts of each job. They simply assess whether one job is more important or demanding than another i.e. Job Ranking, Job Classification, Paired Comparisons. Analytical methods break down each fob into a number of constituent elements so that each element or factor can then be rated e.g. Points Rating and Factor Comparison. They wanted a scheme that encouraged them to look at parts, which make up a job rather than the whole job classification. They identified the skills and attributes important to their organisation – education, experience, complexity, decision-making, initiative, creativity, responsibility and contact with others. They also identified three Job Families – Secretarial and Office Services, Clerical and Professional, and Information Services. As part of their research, Teacher’s discovered the new ‘computerised’ Reward Manager, which they felt – “offered them enormous potential savings in Job Description preparation time (65-70%) and in Implementation and Running Costs (35- 40%)”. They also identified as attractions of the Scheme that it:
In all, Teacher’s chose to follow a fairly leisurely learning/implementation curve. They identified and chose the IAM Reward Manager in the September; spent October and November communicating the ‘whys’ and ‘hows’ of the programme, setting up the procedure and establishing a timetable; used December to set up the base data and familiarise themselves with the software; started inputting data in January (completed on April); spent May and June developing pay scales, and published the results in July. A major restructuring took place during the
exercise, and Teacher’s felt that the automatic generation of Fob Descriptions
(in any of three different formats) saved them in excess of 80 ‘man‘ days. Teacher’s Assurance are on their fifth free System upgrade now operating multi-user under ‘Windows NT’.
In all, Teacher’s chose to follow a fairly leisurely learning/implementation curve. They identified and chose the IAM Reward Manager in the September; spent October and November communicating the ‘whys’ and ‘hows’ of the programme, setting up the procedure and establishing a timetable; used December to set up the base data and familiarise themselves with the software; started inputting data in January (completed on April); spent May and June developing pay scales, and published the results in July. A major restructuring took place during the exercise, and Teacher’s felt that the automatic generation of Fob Descriptions (in any of three different formats) saved them in excess of 80 ‘man‘ days. Teacher’s Assurance are on their fifth free System upgrade now operating multi-user under ‘Windows NT’. Case File - Anthony Nolan Bone Marrow Trust
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