Written by Susan Earle on May 28th, 2021

The Market Information team is pleased to announce the publication of the 2021 March Local Government Remuneration Report.

Written by Jasper Wang on May 25th, 2021

The Market Information team is pleased to announce the publication of the 2021 Central Government Remuneration Report.

Written by Joanne Donald on April 21st, 2021

The Market Information team is pleased to announce the publication of the 2021 Transmission, Distribution and Asset Management Remuneration Report.
 

Published April 2021 by Strategic Pay.

Strategic Pay were proud to work with the Racing Integrity Board to provide an independent professional remuneration and market data advice for the Chief Executive role of the newly established regulatory body using job sizing tools and our comprehensive market database. 

Written by Lyn Brieseman on April 1, 2020.

This article was published on https://www.hcamag.com.

Written by Catherine Fitzsimons on March 8th, 2021

Today on International Women’s Day, let’s take a moment to celebrate our women leaders, acknowledging the contribution they make to their organisations, our society and New Zealand. Let us also celebrate those organisations which have embraced change, who value diversity, treat all staff equitably, pay fairly and provide equality of opportunity.  

Written by Don Young and Catherine Fitzsimons on March 3, 2020.

This article was published on https://socialink.org.nz/.

In our experience, most Not for Profit (NFP) organisations would agree that they strive to develop remuneration systems that are:

• Fair and equitable
• Defensible
• Transparent (some more than others)
• Affordable

Achieving this in good times is a challenge and when the going gets tough, it becomes even harder. Let’s see what that means.

 

Published March 2021 by Strategic Pay.

Strategic Pay were proud to work with The Workshop to establish internal and external job size relativities, and provided a recommendation based on a balanced view of which market most closely aligned with the organisation’s kaupapa, ability to pay and also best represented the mobility market.

 

Kia Kaha New Zealand!

Another week and another lockdown for Auckland! This is certainly feeling very similar to this time last year; however, we are better equipped and able to respond quicker now to these disruptions.

During this pandemic we have developed a number of guidelines in how we will work within each Alert Level across the country. Throughout each Level we will remain open for business to support both essential and non-essential businesses with the different issues they are facing.

Written by Christine Whelan on February 2, 2021.

This article was published in the February Issue of New Zealand Management Magazine.

Our Strategic Pay Senior Consultant, Christine Whelan examines the debate around salary increases being based on CPI and why this may not be the best idea.

Let’s forget for a moment the fact that CPI doesn’t always move positively and consistently upwards – over the last 5 years it’s ranged between 0.5% and 2.5%, while the remuneration market movement has remained at a reasonably steady 2 – 3%. Remuneration market movements, since they inevitably reflect employers’ ability to pay, already take into account CPI, while not being driven solely by it.