Achieve visibility of local and regional pay practices

With an increasing number of organisations choosing to move away from the National Pay Framework, PiE data provides you with the insight to understand local market salaries and enables you to redirect or realign your pay budget accordingly.

Transparency of salaries and allowances paid by other organisations is critical. Current NGA and ESFA guidelines strongly recommend benchmarking pay in education, particularly senior roles. Using PiE data saves the time you spend exploring what other schools pay through questionable, less robust methods.

Even if your organisation currently uses the national pay framework, the salaries being paid in the market will not necessarily reflect this due to the growing number of academies who are abandoning its use and this trend is likely to continue.

Movements away from the national pay framework coupled with an increase in the diverse nature of roles in education, has significantly reduced visibility of the salaries and allowances being paid. Following extensive research, the PiE team know the bespoke platform we offer provides the best solution to benchmark pay in education and overcomes these challenges.

Discover efficiencies in managing your pay budget

We understand the unprecedented pressure on your finances and the increasing need to achieve more with less. We know how demanding and time consuming it is to find efficiencies and make your budget stretch further. Accessing PiE data and the expertise of the PiE team is affordable and will help you take a different view of how your pay budget could be managed and potentially identify savings.

Armed with up to date and relevant information on pay and allowances, you can make informed decisions on how your pay budget is best spent to add most value. With the additional consultancy services and support on offer from the PiE team, and their significant years of reward management expertise, you can review your compensation landscape and discover new and more efficient approaches, to pay in education - so just give us a call.

Maximise the success of your recruitment campaigns

Using PiE increases the chance that the money you spend on recruitment advertising will provide the best candidates. By quickly spot-checking salaries being paid by other schools in your area or those you wish to compare yourself against, you ensure your recruitment package is the best it can be, to attract the right candidates.

The cost of recruitment is, and will continue to be, a major drain on budgets as schools compete to employ from a limited resource pool. With PiE providing the tools and insight, these costs can be reduced. If the salaries in your job adverts are pitched incorrectly, you won't attract the right candidates, and the time and money spent on advertising is wasted. PiE data provides insight into the salaries and allowances being paid in your area, or in comparable organisations, so you can advertise at a level which has the greatest chance of attracting the best candidates.

Once you find the right candidate, deciding what starting salary to offer is critical - you don't want to lose them by under offering and you don't want to waste money by over offering! Perhaps your preferred candidate feels they should command a higher salary as they bring more experience to the table - PiE data shows what others with similar experience are being paid and can help you assess whether your candidate expectations are realistic and whether you are justified in offering them more.

Keep your Talent

Attracting talented staff has become increasingly difficult, but retaining talent is equally challenging. Making the right decisions on salaries and allowances during pay reviews is a vital component. PiE data helps to ensure you are better informed before you make these decisions and avoid salary being the employee's prime reason for leaving.

Salaries are just one factor employees consider when deciding whether to leave an organisation or stay. Paying appropriate salaries to retain your staff, makes more sense than spending limited resources on unnecessary recruitment costs after they have left.

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