Amey's AWR process

Rate Card

Every 6 months, Amey will provide Hays with a rate card and contract matrix of comparator information. The rate card and contract matrix include relevant information such as hourly rate and overtime premiums at the Account level to compliment Agency Worker Regulations compliance.

For TWAs outside of the Hays MSP, comparator information will be sent when requested, however there is no contractual obligation to do so every 6 months.

It is the responsibility of the hiring manager to ensure that:

• The Job Code selected is accurately reflecting the worker’s accountabilities compared to a permanent comparator
• The hourly rate provided to the Temporary Worker Agency during the sourcing process is the same rate as an individual doing the same role on the same Account

The Temporary Worker Agency’s responsibility is to ensure that any worker recruited into the same role, are given the same pay and working conditions as their permanent comparator on their commencement of their 13th week in the role utilising the rate card provided. The rate will only be provided if the individual is below, and the identified rate will not be shared otherwise.

Hays, Amey’s MSP provider, will manage AWR and worker tenure on their 3SS system, and will notify People Partners and Hiring Managers via email when workers are due a change in pay and/or working conditions in line with the regulations ahead of their 13th week if the rate initially provided is below the identified comparator on the rate card.

No Comparator Process

If a Temporary Worker Agency is asked to recruit a role that Amey do not have a permanent comparator in the role in the same Account, this will be flagged to People Partners so that a hypothetical comparator can be confirmed. This will only be the case for new roles.

People Partners will need to go through the below process:

1. Identify if any similar role exists that could be considered comparable and utilise that employee group as comparators (this could be outside the current Account, or Business Unit if applicable)

2. If there is a comparable role on the CPF, but no incumbents are present, People Partners are able to access market data available to them in the Benchmarking Tool. The market data can then be used to define a salary as we would with a prospective Amey employee.

3. If no role or incumbent exists within Amey that are comparable to the new role, the People Partner should raise a request to Reward@Amey.co.uk providing the Job Description, Manager Name, Role Location and Organisational Chart and detail what steps have already been taken to ascertain a comparator. The Reward team will review your request and provide an advisable salary range appropriate to the role being filled.

4. Once a range has been identified and provided back to the People Partner, an appropriate salary should be decided based on the experience of the individual and the market data provided and confirmed back to the Temporary Worker Agency.

FAQ Section

What changes are happening from the previous process?

The process of sourcing and providing a rate whilst recruiting Temporary Workers is not changing. However, to ensure AWR compliance, rates will be updated from the 13^th week if the rate provided is below a comparator.

As a manager, what is my role to ensure AWR compliance?

The role of a manager is to ensure the rate provided to the Temporary Worker Agency is at least the same as a direct comparator completing the same role.

As a People Partner, what is my role to ensure AWR compliance?

As a People Partner, you will support managers on the identification of comparators outside the manager’s direct reports, and to provide a rate to the manager that is the same as a permanent comparator. If this is not identifiable, support can be provided by e-mailing Reward@Amey.co.uk

Who are my internal points of contact?

For general queries, you can contact AWR@amey.co.uk

For comparator queries, you can contact Reward@amey.co.uk