Cyfanswm maint neu gwmpas y tendr
It is expected that the supplier will complete the following as part of this scope:
COMPETENCY FRAMEWORK
Organisational Performance: Through discussions with our leadership team we will establish what is central to organisational performance and what overarching competencies are necessary for our long term success.
Organisation mapping: Discussions with our leadership team will be required in reference to the current organisational structure detailing core responsibilities for each role. Some discussion may occur in reference to future roles which may be required to meet forward planning goals.
Jobs need analysis: WCVA have recently reviewed all roles as part of our Change Programme phase 1: re-structure . The supplier would be required to complete a desktop analysis of the skills, experience and knowledge that are needed for each job and the job level required to achieve high performance. It would also be expected that criteria to enter specific levels would be defined. It is expected that discussions with our senior team will also be part of this process.
Flexibility and inclusivity: the new framework must create a fairer and more inclusive method of managing performance and recruitment. It should enable us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles.
Organisational values: the new framework should align to our ‘Values and Behaviour’ (Annex 2) and set out the enabling behaviours that will support the achievement of our priorities and help us to recruit the key capabilities which will be needed in future years.
Cultural change: WCVA has experienced significant change in the past few years with a restructuring of staff. Our competency framework is no longer culturally relevant and reflects an older way of working. The new framework needs to be agile and forward-looking, inclusive and provide a fair platform for assessment and decision-making. The language of the new framework needs to be clean, simple and reflect the way that staff work.
Draft Framework: The supplier will be expected to produce a draft competency framework with mechanisms included to support progression and succession planning. Options for lateral and/or vertical progression should be included.
Once approval of the draft framework has been received, the document will be shared with staff for feedback and questions. This will include presentations to our staff consultation forum and the wider staff team. Following this, the supplier will be expected to amend the document for final approval. Once received the supplier will be involved in the launch of the document to line managers and staff. It is expected that this will involve training sessions to make the most of the framework and showing links to our appraisal, recruitment and selection processes.
WCVA will then complete regular reviews of the competency framework to ensure that it remains relevant to our operational and strategic needs. This will also include any changes to the sector e.g. evolving technical skills or knowledge.
SALARY BENCHMARKING
It is expected that the supplier will complete a salary benchmarking task for all roles in WCVA (circa 53) This will include;
A review of the existing pay structure (banding and points), progression mechanisms
Identify the review objectives: discussions with the leadership team, People & Remuneration Committee and Staff Consultation Forum to define the objectives of the pay review, consistent with WCVA’s strategy, values and culture. The frequency of the review cycle should also be considered.
Data collection: including salary information for circa 53 roles, data and information on our current benefits package and budgets allocated for pay and benefits.
Review employee benefits package: considering if the benefits package is aligned with our organisational values, are the most valued and important features included, how well are they working in practice, are there any adjustments or additions to make.
Production of an options paper: with several recommendations for the revised pay and benefits structure.
Design of the new structure: Following review and approval of the options paper the supplier will be expected to produce a draft pay structure, which will take into consideration the account findings from the benchmarking exercise.
Testing the new structure: WCVA will be required to assess affordability of the new structure and the implications for its implementation in the short term to ensure that it is practical and sustainable. It is expected that this period will also identify any individual or team salaries that are out of line with the new pay ranges or comparable roles. It will be very important at this point for opportunity to be taken to prevent and/or address risk of discrimination and equal pay complaints. WCVA may opt to maintain an individual's pay that is higher than the new pay point/band for a defined period until the anomaly disappears. Discussion with the supplier may occur throughout this process.
Production of a detailed report: The supplier will be expected to produce a detailed report emphasising the findings and recommendations for the pay benchmarking exercise.
Draft Pay Policy: The supplier will be expected to draft a pay policy in consultation with WCVA. The design of the new pay policy will be in line with the recommendations given. It should be clear and concise and reflect the principles and values of WCVA’s culture.
Consultation: If the revised pay structure and/or pay award mechanisms vary sufficiently to be considered a variation to terms and conditions of employment, a formal consultation process will be required. This will need to be factored into the resource planning and timescales involved.
Implementation: The supplier is not expected to be involved in the implementation of the new processes.
REVIEW AND DESIGN OF THE PAY STRUCTURE
The supplier will be expected to:
Review the existing pay structure
Prepare an options paper with recommendations for the new pay structure.
Draft the new structure following review and approval of the options paper. Taking into consideration findings from the benchmarking exercise.
Support WCVA with the affordability and implications on the short term of the proposed structure to ensure it is practical and sustainable and identify any anomalies.
The contract is expected to commence in May 2024 and conclude in March 2025.
|