Diagnosis & Preparation PHASES Understanding your current readiness and defining the roadmap. This phase assesses the organisation’s pay transparency readiness and defines a clear implementation roadmap. It clarifies gaps, risks and priorities before new frameworks are designed. • HR Diagnostic and Pay Transparency Readiness Summary • Prioritised HR Roadmap • Readiness Scorecard • Organizational Risk Analysis • Project Implementation Plan • Executive Summary Report Re-engineering & Workforce Architecture Creating the structural foundations for fair and consistent pay decisions. This phase creates the structural foundations for fair and consistent pay decisions. It links roles, levels and salary decisions through objective and transparent structures. • Job Description Development • Job Evaluation Framework • Job Architecture & Job Families • Salary Structure & Salary Bands Supporting Policies, Tools & Governance Aligning reward, performance and HR policies with transparent decision-making. Pay transparency cannot work effectively without clear governance. This phase aligns reward, performance and HR policies with transparent decision-making. It will define reward rules, salary reviews, calibration, promotion criteria, competency frameworks, progression and career pathways. • Reward & Salary Review Guidelines • Performance Management System • Core HR Policies & Employee Handbook Change Management Successful pay transparency requires more than systems. It requires leadership readiness, employee trust, and clear internal communication. This phase focuses on the human side of pay transparency. It applies organisational psychology, stakeholder engagement, manager capacity building and target communication to support adoption and reduce resistance. • Leadership and Management Team Training & Capability Building • Communication & Implementation Support • Internal Implementation & Change Management Guidance Metrics & Compliance Build sustainable monitoring and reporting practices that support ongoing compliance readiness and organisational confidence. This phase ensures that pay transparency is not treated as a one-off project. It introduces monitoring tools, reporting templates and review mechanisms that help the organisation track progress, identify risks and sustain compliance readiness over time. • Pay Equity Monitoring and HR Metrics • Compliance Reporting Readiness • Gender Pay Gap Reporting Templates DESCRIPTION KEY AREAS
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