Streamlining complicated, inconsistent remuneration processes

How ELMO helped Christchurch City Council

Introduction

Christchurch City Council (CCC) is the local government authority for Christchurch and Banks Peninsula. They provide a wide range of facilities and services to over 380,000 residents and many more visitors to the city each year.

Many of these services and facilities are free of charge, and include roads, water, rubbish collection, libraries, swimming pools, the Christchurch Art Gallery, parks, and the Botanic Gardens, as well as community events and festivals. CCC employs over 3,000 staff in various divisions throughout the city, covered by multiple collective union agreements and various individual employment agreements.

Problems Experienced

" We wanted to better manage our remuneration processes with a system that had the ability to integrate with existing HR practices throughout the Council."
Christchurch City Council - Human Resources Analyst (Remuneration) at Christchurch City Council

The council’s complex employment terms and conditions led to the inconsistent application of remuneration policies and procedures
within the council.

In addition, the lack of information in CCC’s HR system meant that managers could not make clearly informed decisions regarding
staff remuneration.

“We wanted to better manage our remuneration processes with a system that had the ability to integrate with existing HR practices throughout the council,” says the council’s Human Resources Analyst (Remuneration).

“We were looking for a solution that offered ease of administration and comprehensive reporting abilities for remuneration and bonus spend, that could also be available online for managers at any time,” she adds.

1 Complex union agreements and individual employment agreements, which resulted in inconsistent remuneration policies and procedures
2 Lack of data in existing remuneration system, which limited the ability to make informed decisions
3 A need for reporting capabilities for remuneration and bonus spend, available to managers at any time

Solution

Staff within CCC’s HR department felt their processes had matured over time and were ready for a more comprehensive remuneration system. After researching the market and shortlisting potential vendors, CCC’s HR team found that Pivot offered a suitable enterprise level remuneration solution required to help better manage remuneration processes within the council and provide a more advanced reporting function for line managers.

Impressed with Pivot Remuneration’s flexibility, CCC then customised certain aspects of the system to fit their specific HR requirements.

This enabled consistency of HR practices across the organisation.

The Result

" Staff performance is reported within Pivot Remuneration throughout the remuneration process and provides a basis for salary decision-making at review time."
Christchurch City Council - Human Resources Analyst (Remuneration) at Christchurch City Council

Christchurch City Council quickly recognised the benefits of a more efficient and productive remuneration process. “Staff performance is reported within Pivot Remuneration throughout the remuneration process and provides a basis for salary decision-making at review time. Managers can see what to spend on whom and why, thanks to Pivot Remuneration’s salary recommendation function. The system also allows HR staff to produce “instant” reports to the executive team and approving managers”, says the Human Resources Analyst (Remuneration).

Staff remuneration details can be compared, and the council has the ability to input current market salary data into the system to assist with remuneration decisions – which now constitutes a large part of setting budgets within the council.

Further enhancing the remuneration process is the ability of Pivot Remuneration to automatically produce letters for staff upon the completion of performance reviews. “The previous system was only able to produce pay slips, and involved a lot of manual processing,” says the Human Resources Analyst (Remuneration).

1 More accurate remuneration decisions based upon staff performance data
2 Greater visibility for managers regarding what to spend on whom and why, with Pivot Remuneration’s salary recommendation function
3 Instant report generating for executives and approving managers
4 Market-competitive remuneration, thanks to the ability to input current market salary data into the system
5 Automation of processes, including letters to staff upon completion of performance reviews