Notice Information
Notice Title
REWARD CONSULTANCY
Notice Description
To provide the services of expertise in reward and compensation
Lot Information
Lot 1
Scottish Water has a workforce of c4200 employees which consist of employees on collectively bargained terms and conditions, and managers on individual contracts. In the main the conditions and mechanisms in place were created when Scottish Water was formed in 2003. These have served us well but are no longer working well in the present. They fall short of the mark for what we need for the future. Scottish Water is undertaking a period of transformation to which a changed reward foundation is seen as critical. The changes we undertake will be on a range of reward and compensation themes, and so we believe having a framework of providers with expertise in the various themes to be scrutinised will deliver well and enable us to provide an up to date and progressive reward and compensation offering to our employees. It is critical that our changes move us towards a culture of transparency where our mechanisms are seen as fair. They must support strong organisational performance and out performance, and increasingly cater for a diverse set of roles with different reward needs. Any supplier will have to be confident working within a highly unionised environment along with having experience in utilities and public sector. We are also interested in your ability to play in insights from as wide a base as possible. What we envisage the shape of the work within the themes to be: *Jobs and Salaries A refreshed and transparent approach to job evaluation, with updated salary ranges which consider both internal and external comparisons (benchmarking). Providing up to date data sources on which benchmarking can be based. Creating the right mechanism for pay progression. This will be delivered within constraints such as working within Public Sector Pay Policy (Scotland) and cost management principles. *Recognition Supporting improved recognition at all levels within our organisation. This is likely to focus on non-financial reward, although funding recognition is a possibility. This could be through embedding recognition with currently existing mechanisms, culturally, and through leadership. This is also likely to include creating new and purposeful recognition digital platforms, that create engagement and energy as we transform. We are interested in how recognition can align with employee and organisational aspirations, such as creating a learning organisation. *Performance Management Creating the right culture and system round holistic performance conversations. This will follow the removal of the link to pay, enabling a more holistic approach. New approaches must focus on the value Scottish Water place on our people being flexible in the role they operate, being open to stretch and grow their capability, make the most of our learning organisation, where growth and development as critical to organisational performance as goal completion. *Working Time and Patterns (Out of Hours Working Arrangements; Shifts; Allowances Supplements etc.) Helping our business determine when resources are needed on a planned and reactive basis, to deliver in the future. Determining how this would be best addressed by working arrangements, different working patterns which may involve shift arrangements. Determining the options for reward, and the best fit fairest way to reward differently for different arrangements. This will be done in alignment with business projects which will identify new ways of working, likely to require new reward solutions. Joint working on pilots and proof of concepts to test different reward scenarios and see what works best for our business and our people. Negotiation engagement and seeking agreement from our Trade Unions will be critical to success. A successful delivery will lead to improved reliability of available resource with fair compensation for 7 day a week working. *Contractual Terms Pro's and cons of contractual v non contractual payment methods. Methods by which to gain acceptance of contractual change. Collective v individually agreed terms. Terms and condition changes that may be necessitated. *Bonus arrangements (Annual Outperformance Bonus, and Long Term Incentives) Support the delivery of effective incentive arrangements at all levels in the organisations over appropriate timescales. Incentivising ethical business performance. For example net zero emissions part of SW Strategic plan, which now forms part of our business performance to which incentives must now be aligned. This must be considered in the context of incentive payments in the public sector *Equality Impact Assessment Considering reward implications of changes from an equality perspective. This may include gender pay reporting, and wider people analytics Nature of work applicable regardless of theme: When working on any of these themes we may request any of the following types of support: *Advising on up-to date mechanisms and thinking including pros and cons *Establishing best fit "to be" reality for Scottish Water *Providing live examples from other sectors and organisations *Creating the design *Implementation consultation and negotiation support *Honest broker? Arbitration? Negotiation? *Producing documentation policy and training materials *Employee Engagement and Training Support *Data analysis trends and insights *Other Stakeholder engagement Scope/Advert Description Scottish Water are seeking to establish a framework agreement with a number of suppliers with expertise in reward and compensation. These suppliers may be asked to support both, business as usual and change projects within the business. The Framework is anticipated to cover an 8year period, where suppliers could be called upon at any point to complete discreet pieces of work. These themes give an indication of the nature of the work, but work is not limited to this: 1.Jobs and Salaries 2.Recognition 3.Working Time and Patterns 4.Performance Management 5.Bonus arrangements 6.Contractual Terms 7.Equality Impact Assessment Bidders may offer to provide services in one or more of these themes. Additional information: The PQQ documents can also be accessed by logging in through the Scottish Water Delta e-sourcing webpage hhtps://scottishwater.delta-esouring.com/ and through the response manager section using the following Access Cose : 623708915
Renewal: 3 x 1 years
Notice Details
Publication & Lifecycle
- Open Contracting ID
- ocds-h6vhtk-02e08c
- Publication Source
- Find A Tender Service
- Latest Notice
- https://www.find-tender.service.gov.uk/Notice/022814-2021
- Current Stage
- Tender
- All Stages
- Tender
Procurement Classification
- Notice Type
- Tender Notice
- Procurement Type
- Framework
- Procurement Category
- Services
- Procurement Method
- Selective
- Procurement Method Details
- Negotiated procedure with prior call for competition
- Tender Suitability
- Not specified
- Awardee Scale
- Not specified
Common Procurement Vocabulary (CPV)
- CPV Divisions
79 - Business services: law, marketing, consulting, recruitment, printing and security
-
- CPV Codes
79414000 - Human resources management consultancy services
Notice Value(s)
- Tender Value
- £3,000,000 £1M-£10M
- Lots Value
- £3,000,000 £1M-£10M
- Awards Value
- Not specified
- Contracts Value
- Not specified
Notice Dates
- Publication Date
- 14 Sep 20214 years ago
- Submission Deadline
- 5 Oct 2021Expired
- Future Notice Date
- Not specified
- Award Date
- Not specified
- Contract Period
- Not specified - Not specified
- Recurrence
- Not specified
Notice Status
- Tender Status
- Active
- Lots Status
- Active
- Awards Status
- Not Specified
- Contracts Status
- Not Specified
Buyer & Supplier
Contracting Authority (Buyer)
- Main Buyer
- SCOTTISH WATER
- Contact Name
- Not specified
- Contact Email
- paul.stewart@scottishwater.co.uk
- Contact Phone
- +44 7976460907
Buyer Location
- Locality
- GLASGOW
- Postcode
- G33 6FB
- Post Town
- Glasgow
- Country
- Scotland
-
- Major Region (ITL 1)
- TLM Scotland
- Basic Region (ITL 2)
- TLM3 West Central Scotland
- Small Region (ITL 3)
- TLM34 North Lanarkshire
- Delivery Location
- TLM Scotland
-
- Local Authority
- North Lanarkshire
- Electoral Ward
- Stepps, Chryston and Muirhead
- Westminster Constituency
- Cumbernauld and Kirkintilloch
Further Information
Notice URLs
Open Contracting Data Standard (OCDS)
View full OCDS Record for this contracting process
The Open Contracting Data Standard (OCDS) is a framework designed to increase transparency and access to public procurement data in the public sector. It is widely used by governments and organisations worldwide to report on procurement processes and contracts.
{
"tag": [
"compiled"
],
"id": "ocds-h6vhtk-02e08c-2021-09-14T14:15:04+01:00",
"date": "2021-09-14T14:15:04+01:00",
"ocid": "ocds-h6vhtk-02e08c",
"description": "Scottish Water will not accept the ESPD. We will only accept a completed Scottish Water PQQ document. This notice does not preclude Scottish Water from issuing other notices for specific requirements. Responses to the OJEU Notice will be evaluated and only successful applicants following PQQ evaluation will be invited to submit a tender. Scottish Water reserves the right to divide the scope of the contract into lots at tender and contract award stages as it deems appropriate. Applicants who fail to supply all the information requested in response to this notice or any resulting tender exercise may risk elimination For more information about this opportunity, please visit the Delta eSourcing portal at: https://scottishwater.delta-esourcing.com/tenders/UK-UK-Glasgow:-Human-resources-management-consultancy-services./P7B94B9R5Q To respond to this opportunity, please click here: https://scottishwater.delta-esourcing.com/respond/P7B94B9R5Q GO Reference: GO-2021914-PRO-18904460",
"initiationType": "tender",
"tender": {
"id": "SW19/ACP/1275",
"legalBasis": {
"id": "32014L0025",
"scheme": "CELEX"
},
"title": "REWARD CONSULTANCY",
"status": "active",
"classification": {
"scheme": "CPV",
"id": "79414000",
"description": "Human resources management consultancy services"
},
"mainProcurementCategory": "services",
"description": "To provide the services of expertise in reward and compensation",
"value": {
"amount": 3000000,
"currency": "GBP"
},
"lots": [
{
"id": "1",
"description": "Scottish Water has a workforce of c4200 employees which consist of employees on collectively bargained terms and conditions, and managers on individual contracts. In the main the conditions and mechanisms in place were created when Scottish Water was formed in 2003. These have served us well but are no longer working well in the present. They fall short of the mark for what we need for the future. Scottish Water is undertaking a period of transformation to which a changed reward foundation is seen as critical. The changes we undertake will be on a range of reward and compensation themes, and so we believe having a framework of providers with expertise in the various themes to be scrutinised will deliver well and enable us to provide an up to date and progressive reward and compensation offering to our employees. It is critical that our changes move us towards a culture of transparency where our mechanisms are seen as fair. They must support strong organisational performance and out performance, and increasingly cater for a diverse set of roles with different reward needs. Any supplier will have to be confident working within a highly unionised environment along with having experience in utilities and public sector. We are also interested in your ability to play in insights from as wide a base as possible. What we envisage the shape of the work within the themes to be: *Jobs and Salaries A refreshed and transparent approach to job evaluation, with updated salary ranges which consider both internal and external comparisons (benchmarking). Providing up to date data sources on which benchmarking can be based. Creating the right mechanism for pay progression. This will be delivered within constraints such as working within Public Sector Pay Policy (Scotland) and cost management principles. *Recognition Supporting improved recognition at all levels within our organisation. This is likely to focus on non-financial reward, although funding recognition is a possibility. This could be through embedding recognition with currently existing mechanisms, culturally, and through leadership. This is also likely to include creating new and purposeful recognition digital platforms, that create engagement and energy as we transform. We are interested in how recognition can align with employee and organisational aspirations, such as creating a learning organisation. *Performance Management Creating the right culture and system round holistic performance conversations. This will follow the removal of the link to pay, enabling a more holistic approach. New approaches must focus on the value Scottish Water place on our people being flexible in the role they operate, being open to stretch and grow their capability, make the most of our learning organisation, where growth and development as critical to organisational performance as goal completion. *Working Time and Patterns (Out of Hours Working Arrangements; Shifts; Allowances Supplements etc.) Helping our business determine when resources are needed on a planned and reactive basis, to deliver in the future. Determining how this would be best addressed by working arrangements, different working patterns which may involve shift arrangements. Determining the options for reward, and the best fit fairest way to reward differently for different arrangements. This will be done in alignment with business projects which will identify new ways of working, likely to require new reward solutions. Joint working on pilots and proof of concepts to test different reward scenarios and see what works best for our business and our people. Negotiation engagement and seeking agreement from our Trade Unions will be critical to success. A successful delivery will lead to improved reliability of available resource with fair compensation for 7 day a week working. *Contractual Terms Pro's and cons of contractual v non contractual payment methods. Methods by which to gain acceptance of contractual change. Collective v individually agreed terms. Terms and condition changes that may be necessitated. *Bonus arrangements (Annual Outperformance Bonus, and Long Term Incentives) Support the delivery of effective incentive arrangements at all levels in the organisations over appropriate timescales. Incentivising ethical business performance. For example net zero emissions part of SW Strategic plan, which now forms part of our business performance to which incentives must now be aligned. This must be considered in the context of incentive payments in the public sector *Equality Impact Assessment Considering reward implications of changes from an equality perspective. This may include gender pay reporting, and wider people analytics Nature of work applicable regardless of theme: When working on any of these themes we may request any of the following types of support: *Advising on up-to date mechanisms and thinking including pros and cons *Establishing best fit \"to be\" reality for Scottish Water *Providing live examples from other sectors and organisations *Creating the design *Implementation consultation and negotiation support *Honest broker? Arbitration? Negotiation? *Producing documentation policy and training materials *Employee Engagement and Training Support *Data analysis trends and insights *Other Stakeholder engagement Scope/Advert Description Scottish Water are seeking to establish a framework agreement with a number of suppliers with expertise in reward and compensation. These suppliers may be asked to support both, business as usual and change projects within the business. The Framework is anticipated to cover an 8year period, where suppliers could be called upon at any point to complete discreet pieces of work. These themes give an indication of the nature of the work, but work is not limited to this: 1.Jobs and Salaries 2.Recognition 3.Working Time and Patterns 4.Performance Management 5.Bonus arrangements 6.Contractual Terms 7.Equality Impact Assessment Bidders may offer to provide services in one or more of these themes. Additional information: The PQQ documents can also be accessed by logging in through the Scottish Water Delta e-sourcing webpage hhtps://scottishwater.delta-esouring.com/ and through the response manager section using the following Access Cose : 623708915",
"value": {
"amount": 3000000,
"currency": "GBP"
},
"contractPeriod": {
"durationInDays": 2880
},
"hasRenewal": true,
"renewal": {
"description": "3 x 1 years"
},
"secondStage": {
"minimumCandidates": 3
},
"submissionTerms": {
"variantPolicy": "notAllowed"
},
"hasOptions": false,
"status": "active"
}
],
"items": [
{
"id": "1",
"additionalClassifications": [
{
"scheme": "CPV",
"id": "79414000",
"description": "Human resources management consultancy services"
}
],
"deliveryAddresses": [
{
"region": "UKM"
}
],
"deliveryLocation": {
"description": "SCOTLAND"
},
"relatedLot": "1"
}
],
"submissionMethod": [
"electronicSubmission",
"written"
],
"submissionMethodDetails": "https://www.delta-esourcing.com/tenders/UK-title/P7B94B9R5Q",
"selectionCriteria": {
"criteria": [
{
"minimum": "Applicants will be expected to be of sufficient financial and economic standing to support the anticipated contract value. All applicants must complete the financial questions within the pre-qualification questionnaire and tender documents. Financial standing relevant to the anticipated contract value will be determined by Scottish Water based on the response to the pre-qualification questionnaire and any further financial checks deemed necessary."
}
]
},
"submissionTerms": {
"depositsGuarantees": "Scottish Water reserves the right to require deposits, guarantees, bonds or other forms of appropriate security.",
"languages": [
"en"
],
"bidValidityPeriod": {
"durationInDays": 120
}
},
"contractTerms": {
"financialTerms": "All prices quoted shall be in Sterling (UK) and all payments shall be made in Sterling (UK). Payment shall be made on the basis of completed services in accordance with the agreed contract rates, schedules and conditions of contract",
"tendererLegalForm": "In the event of a group of companies submitting an accepted offer it will be necessary for each member of the group to sign an undertaking that each company in the group will be jointly and severally liable for the satisfactory performance of the contract",
"performanceTerms": "Bidders must comply with modern slavery act and operate an ethical supply chain",
"electronicInvoicingPolicy": "allowed",
"hasElectronicPayment": true
},
"procurementMethod": "selective",
"procurementMethodDetails": "Negotiated procedure with prior call for competition",
"techniques": {
"hasFrameworkAgreement": true
},
"coveredBy": [
"GPA"
],
"tenderPeriod": {
"endDate": "2021-10-05T13:00:00+01:00"
},
"hasRecurrence": false
},
"parties": [
{
"id": "GB-FTS-1173",
"name": "Scottish Water",
"identifier": {
"legalName": "Scottish Water"
},
"address": {
"streetAddress": "6 Buchanan Gate",
"locality": "Glasgow",
"region": "UKM",
"postalCode": "G33 6FB",
"countryName": "United Kingdom"
},
"contactPoint": {
"telephone": "+44 7976460907",
"email": "paul.stewart@scottishwater.co.uk",
"url": "https://www.delta-esourcing.com/tenders/UK-UK-Glasgow:-Human-resources-management-consultancy-services./P7B94B9R5Q"
},
"roles": [
"buyer",
"reviewBody",
"mediationBody"
],
"details": {
"url": "https://www.scottishwater.co.uk/",
"classifications": [
{
"scheme": "TED_CE_ACTIVITY",
"id": "WATER",
"description": "Water"
}
]
}
}
],
"buyer": {
"id": "GB-FTS-1173",
"name": "Scottish Water"
},
"language": "en"
}