• detailed analyis, costings and recommendations to bring existing pay progression arrangements within the requirements of new legislation (eg Age Discriminatiom).

•hybrid pay progression models based on increased experience + permanent added value to the organisation.

• non-pay solutions for organisations that could not afford inflationary pay progression policies or increases.

• use of consolidated and non-consolidated reward payments linked to personal and team achievement.

• bonus arrangements for Chief Executives linked to achievement of agreed strategic objectives.

• differential pay increases linked to different performance appraisal levels.