Hi,

As a charity we have a salary policy which has pay bands (e.g. Assistant, Officer, Manager etc.).  Those bands cover a pay range, and people typically start at the bottom of the band (but not always).  Sometimes they will request and be granted an increased salary within the pay band based on merit.

As a growing organisation with around 30 team members we're considering how we account for progression.  In common with small organisations there is often only one person doing a role, but someone may have been in an Officer role for a while and may be looking for progression to Senior Officer (when we don't have that position).  We want to keep good employees and encourage development and growth (whether that is with us or elsewhere), but we also have limited funds.

Does anyone have any good ideas for how to manage this sort of progression in a small organisation, and how to be as objective about it as possible without tying ourselves up in knots?!

David