Total pay and reward strategy

About the programme

The total pay and reward strategy will be carried out over the next 18 months to make sure the council is fit for purpose as we move forward and continue to work in different ways.

We want to improve staff recruitment and retention by offering the right pay for the right job and providing career pathway opportunities.

Programme outcomes

meet future challenges in the workplace
recruit, retain and motivate staff, providing career pathway opportunities
make sure you're paid the right wage
live up to our ambition of having a modern workforce in a modern workplace
continue to deliver high quality services to our residents, businesses and communities

What this means for you and your role

This new approach to pay and reward is designed to respond to the issues you have raised and bring real positive benefits.

We know you are highly skilled and motivated and appreciate the feedback you have given us over the last few years through various consultations, meetings and events.

Benefits for you and your colleagues:
  • have effective pay and development structures in place
  • provide development and progression opportunities to keep your skills and knowledge at the council
  • help you to achieve your personal aspirations
  • new agile ways of working to suit your needs (dependent on service requirements)
  • recruit skilled staff that will benefit your team.
Benefits for the wider council:
  • retain our skilled workforce to meet our vision and values - 'Your East Riding... where everyone matters'
  • benchmarking staff pay levels to help tackle issues around being more competitive when recruiting new staff, to attract a more diverse talent base
  • best placed to tackle future workplace challenges
  • undertaking an 'organisational analysis' of the council with a view to designing a modern organisation fit for the future that will make sure we deliver on our priorities
  • an improved and validated design of our organisation and the linkages with the organisational design aspects of our people strategy.

Stay connected

Throughout the programme we'll keep you updated on our progress and give you the opportunity to engage with programme members, CMT and SMT through:

  • the staff podcast
  • eNewsletters and global emails
  • intranet news articles
  • The Grapevine
  • briefing notes to managers to cascade to their teams
  • live Microsoft Teams events
  • drop in sessions at various council buildings.

Subscribe to our eNewsletter

If you are a school member of staff and don't have access to a council email address or you would like to receive updates to your personal email address, you can sign up to our eNewsletter.

We will use GovDelivery to send you emails to keep you up to date. It is secure and you can choose to stop receiving the emails at any time.

Find out more in our Privacy notice

Want to know more?

To ask a question about the total pay and reward programme complete our online form:

Responses to your questions, submitted either via the form or at our engagement sessions and events, will be shared below.

These questions will be regularly reviewed and updated as the programme progresses to make sure we keep you up to date with the latest information.

Why is pay being reviewed?

All organisations should review the pay and reward they offer their employees on a regular basis. This is to make sure that their staff are given the correct level of pay for the job that they are doing, in line with similar roles in other organisations.

How does this affect me?

The programme will review pay and reward for council and school support staff. If approved, it will be supported by an independent, external partner who will work with the council to make sure that any proposals are fair and impartial.

At this very early stage, it is difficult to predict how this will affect individual members of staff.

All employers need to review their pay methods and salary levels periodically and the council is no different, but we are aware that reviewing pay will cause some uncertainty for you, particularly in relation to individual outcomes of job evaluation and salary.

We are committed to supporting you through this process and will be working with our employee assistance provider, trade unions, schools and wellbeing teams to provide you with the required support.

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