Abstract
Following a period of consultation, Southern Focus Trust implemented a skills‐related pay system (SRP) in April 2001. The system moved away from a traditional incremental scheme in favour of a system which links learning and competency to pay. Job descriptions were replaced by role profiles described in terms of ‘key results areas’ and, in turn, defined by a list of competencies linked to national vocational standards (NVQ). Newly recruited staff join the organisation at an initial ‘entry point’ before moving to an ‘anchor point’ after a period of probation. The following two and a half years provide an opportunity for staff to assess their skills against the defined competencies in concert with regular supervision and development from their manager before progressing to a ‘skills point’. The system clarifies staff expectations, focuses on learning and development needs, increases self‐esteem and self‐management and allows faster adaptation to changes in practice.
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