Pay problems rarely start in the pay review
They start earlier. In a job description nobody updated. In a grade someone invented in a meeting years ago. By the time the number on the payslip looks wrong, the cause is three steps back and nobody owns it.
This programme follows that chain from the beginning. You analyse the job, evaluate it, grade it, price the grade against real GCC market data, then build the reward around it.
Four days, day by day
What a job description is actually for, and why most fail. Collecting role data through structured interviews, questionnaires and observation. Accountabilities versus task lists, and why that distinction decides everything downstream. Building job families and career paths.
Internal equity and how it erodes quietly. Analytical and non-analytical methods compared: ranking, classification and point-factor. Building a factor plan around knowledge, complexity and accountability. Running an evaluation panel, handling appeals, holding scoring consistent over time.
Turning evaluation scores into grade boundaries. How many grades, how wide, how much overlap. Broadbanding weighed against traditional structures. Reading salary surveys properly and setting midpoints to a chosen market position. Compa-ratio, range penetration, red and green circling. The UAE basic-to-allowance split and its gratuity consequences.
Framing total reward and choosing a pay policy position. Designing bonus and incentive plans that survive contact with reality. Merit matrices and linking pay to performance. Benefits design and cost control in the UAE. Pay equity, transparency and Emiratisation.