Turf ‘n’ omics Prospects, Pay and Reward

1. Turf ‘n’ omicsProspects, Pay and Reward Steve Pheasant : PBi Consulting Ltd

2. Some Definitions Base Pay : salary & guaranteed location allowance Variable Pay : overtime, shift premium and bonus Compensation : pay and benefits e.g. annual leave, pensions, private medical insurance, life assurance, company car and share plans Reward : total of combined financial and non-financial elements e.g. training, development, career progression, work-life balance

3. The Recent Past IOG generic position descriptions IOG salary survey sources : IOG, BIGGA, LGA Incomes Data Services data bank covers UK pay settlements of 9m employees. Recruitment consultants and advertising input IOG pay bands have ‘blended’ approach from private and public sector base pay awards: 2007 – 4.0% 2008 – 3.5% 2009 – 3.5% 2010 – 2.0% 2011 – 2.0%

4. UK Median Base Salary Settlements 2010

5. UK Median Regional Weekly Earnings 2007 Median

6. Public v Private Sector Pay 2011 Average weekly earnings ( pay, overtime & bonus) at July Public Sector £465 total – inc £2 bonus Private Sector £460 total – inc £36 bonus

7. The Fragile Present Global economic uncertainty Stalling developed World growth Sovereign debt Eurozone crisis Reduction in public sector spending Weak UK labour market High UK inflation especially on food, fuel and energy UK pay and benefits frozen or subdued for two years

8. The Future : 3 Year Prospects Continued economic uncertainty Growth and inflation forecasts Pay pressures Benefits trends

9. Pay Expectations Employer

10. UK Official Forecasts : 2011-12 Q3 2011 actual economic growth 0.5 % 2012 full year economic growth 1.0 % BoE interest rate 0.5% likely until mid 2012 2011 to finish at 5.0 % inflation 2012 inflation - 4% falling to 2 or 3% by year end

11. 2012 UK Pay Pressures Private sector affordability Public sector efficiency drive and cost controls plus pay cuts/freezes Bonus likely to play greater role in private sector reward

12. Future Benefits Trends Cost containment Flexibility and focused benefits Workplace pensions

13. Pay-setting Inflation Measure Measure

14. 2012 : A “Brucie” Bonus? Examples of bonus scheme changes: Available to more staff Increase the link between bonus pay out and individual performance Avoid payment for sub-standard performance Improve the link to organisational & personal career goals Increase maximum bonus amounts Improve bonus scheme transparency

15. What can I do to better my reward package? Be aware of job evaluation scheme criteria and job competencies Continue to maximize personal Professional Development Support apprenticeships Develop communications and presentations skills Build employer relationship to influence discretionary pay and bonus Work with an Industry Body to promote Grounds and Turf Care

16. Job Evaluation and Organisational Design

17. Job Evaluation Criteria Skills, knowledge and experience required to competently meet the job requirements Know How, problem solving, decision making and control levels Job competencies and job families Risk assessment and Health & Safety considerations Communication with the relevant parties

18. Discretionary and Bonus Pay Financial recognition for qualification – crop spraying, City & Guilds and IOG qualifications Individual merit pay additional to the annual award Bonus for additional responsibility, increased flexibility, operating more efficiently and improved customer service

19. Seasonal Greetings Best Wishes for a Healthy, Happy Xmas and a New Year with improving Prosperity Thank you for listening