Reward Services

CQC is on an exciting transformation journey to update ways of working in line with changes in the health and social care landscape. We are using a phased approach in determining our future Organisation Design and require alignment to a robust capability-based pay framework with flexibility to incorporate possible changes through each phase.

There are several drivers contributing to this Reward review: o Difficulties in recruiting or retaining some specialist roles (e.g. data scientists) given the sensitivity to external labour markets where the same skills are required by other government departments and / or the private sector; o Perception of pay disparities and a lack of clarity on how pay progresses; o A significant proportion of staff are paid above the maximum of their pay range, adding to the sense of limited progression opportunities in the organisation.

We are looking to secure Professional Reward support to partner us in delivering a robust capability-based pay reform business case for the Care Quality Commission confident it will achieve approval from DHSC, Cabinet Office and HM Treasury.

In terms of the employee capability implications, there are likely to be requirements for broader knowledge and capability for greater working flexibility across CQC's three main Inspection Directorates, this will need to be reflected in our Reward Strategy.