Their challenge
The Wellcome Trust is a global charitable foundation that funds research in the critical areas of mental health, climate & health and infectious diseases. It also has a museum and library called the Wellcome Collection. Its 1,000 staff are spread across various functions, primarily in research solutions and discovery (including grants) as well as policy and influence and the Wellcome Collection, supported by core business service functions. The organisation also has its own investment team comprising fund and asset managers. Although UK-based, it has a global reach across six continents and manages one of the largest investment funds in the world, over £36 billion. Like many charities, the Wellcome Trust had grown organically with siloed roles and without a joined-up approach. Its HR database was old and lacking accuracy and the evaluation system being used was outdated, resulting in a grading framework that wasn’t clear or transparent. They needed a better way to understand and compare roles in different areas, and to show employees how they could move through and across the business.Our solution
Using Evaluate as an underpinning job architecture, we worked with Wellcome to create a simplified pay grading framework that they could share with employees. By evaluating roles and cross-validating outcomes across the organisation, they gained comfort that roles were correctly aligned internally. Evaluate’s simple language also allowed them to articulate the difference between levels, bringing greater clarity and consistency to decision-making for all workers.Client feedback
The great thing about Evaluate is its simplicity. It gave us a simple structure but more flexibility and helped us move towards better Pay Transparency, which was important to us given our diversity and inclusion priorities. For our people, Evaluate has helped bring greater clarity around how pay rates are derived, and the comfort that they are paid a fair amount compared with other, similar roles. For managers, it has helped bring structure to conversations around pay, and a clearer framework for progression by allowing them to show what people need to do in order to move to the next level.
