Words come cheap. But at EC Harris, we’re not afraid to put our money where our mouth is when it comes to rewarding our people. That’s why we make sure our benefits packages stand up well against those offered by competitors and reward the exceptional levels of performance and effort we’re given.
We don’t like to lag behind the competition in any respect – and our salary levels are no exception. We review our salaries each year on 1 July. The amount you’ll receive will be determined by a number of factors, including inflation, market practice, affordability and individual performance. The latter is measured through our performance management system. The main way we reward performance, however, is through our bonus Scheme.
Our end of year bonus scheme is paid in July of each year. The amount you’ll receive will be determined by Group, Strategic Business Unit and employee performance. There are a number of rules associated with the scheme that you’ll receive as part of your offer.
All positions in the business receive a set benefits allowance designed to be market competitive. There are six set levels within the business. Each amount is designed to recognise your level and status. The allowance is designed to enable you to determine how, and on what, you spend it and can be spent on flexible benefits or taken as cash. The allowance amounts are reviewed each year. You’ll be informed of this with your offer.
We don’t just reward at set times of the year either. Our people managers are empowered to recognise outstanding performance by their team members. So if you do an exceptional job, you can expect to be rewarded with anything from dinner or theatre tickets to flowers or champagne.