Case Studies

In 2015 Police Scotland upgraded to the web-based version of Gauge having used the previous desktop version for many years and then subsequently as part of their amalgamation of forces they modernised the SJC scheme. Gary Durkin, Pay and Grading Manager, describes the thinking behind the decision to upgrade their solution…

Park Bank’s HR team collaborates with managers across the organization to evaluate job roles across multiple locations. The HR department worked closely with line managers to match pay to role responsibilities. Park Bank has thrived with their new tool and within 9 months have evaluated 80 roles across the business, leaving them with more time and energy to focus on other impactful projects within the department. 

In 2016, Neopost UK found that their paper-based approach to appraisals proved unpopular which had a direct impact with how many individuals completed the process to the required standard. Managing both performance and talent manually were both complex, disengaging and time consuming processes for both employees and managers. With the aim of replacing the infrequently used, and impersonal…

In 2005, O2 were looking for a system that would allow individuals to own and manage their personal performance, letting them set their individual objectives and drive their own development. The incumbent system was very structured and allowed no flexibility…

 

In 2016 Leeds College of Music upgraded to the web based version of Gauge having used the previous desktop version for many years. David Plummer, Head of OD & HR, describes the thinking behind the decision to upgrade and what benefits Leeds College of Music have…

 

In 2015, Pilat was engaged by South Downs College to assist in creating consistency across different pay structures, harmonising the rates of hourly paid employees and identifying a level of financial sustainability for the College.