The guiding principles of the Bryson Remuneration Policy are:
- to ensure the charity can attract and retain staff with the skills necessary to deliver quality services to our beneficiaries
- to achieve fairness, objectivity and transparency in the setting of remuneration levels
The Remuneration Review Process is made up of two key elements:
- Annual Cost of Living Review
- Remuneration Benchmarking Process
Bryson undertakes a cost of living review for all posts each year with due recognition being given to affordability before any award is made.
Bryson also benchmarks the remuneration of all posts on a three year rolling cycle. The purpose of remuneration benchmarking is to compare an internal post to that of an external post of similar content in order to enable informed decision making around setting appropriate levels of remuneration. In undertaking the benchmarking, Bryson takes into account critical factors such as company size and turnover, responsibilities of the post as well as an appreciation of core responsibilities, when establishing the appropriate market comparisons.
Bryson does not pay bonuses on top of wages and salary. Bryson has a policy to pay above the published minimum wage, the level of which will be reviewed and determined annually.