Projects

The aim of the research is to assess the impact of the introduction of the National Living Wage (NLW) in April 2016 and its successive updating on employment and hours worked. It will be based on an individual-level analyses of the Labour Force Survey (LFS) quarterly longitudinal dataset and the Annual Survey of Hours and Earnings (ASHE). Whilst using a standard difference-in-differences approach, the analysis will reflect recent developments in the literature, such as the importance of reporting minimum detectable effects and elasticities, to provide greater insight into the economic significance of results. Our ongoing research was cited in the Low Pay Commission's 2018 report, containing analysis and evidence underpinning its National Living Wage and National Minimum Wage recommendations.

In 2014/15 the Department for Education (DfE) implemented significant reforms to the pay framework for teachers, with the aim of introducing a more flexible performance- based structure. In May 2018 the DfE commissioned IES to collect views from teachers, headteachers and governors on the current pay framework and how the framework can best support a clear career pathway for classroom teachers and support recruitment and retention within the profession. IES will conduct a mixed methods review of these issues which will include: a YouGov survey of teachers and headteachers, telephone interviews with teachers and headteachers, and webinars with governors.

In 2017, IES was commissioned by the Office of Manpower Economics (OME) to carry out research into the use and effectiveness of market pay supplements and Recruitment and Retention Payments (RRPs) across the pay review bodies and the wider public sector. The research considered both the macro-, policy-level situation and the micro-, practice-level use of these supplements. It involved a literature review and policy stakeholder interviews, looking at the macro-level situation, whilst case study examples from the Armed Forces, NHS and local authorities made up with micro-level analysis.

IES has been commissioned to carry out a review of a client’s pay and rewards structure. The research team will highlight the current system’s strengths and any issues, and consider potential changes and improvements.

IES was commissioned by the London Borough of Lewisham to research the reasons behind the council’s success in achieving gender parity in the make-up of its senior posts and highlight how the glass ceiling impact on senior executives has been overcome in this case. The research was published as: The Power of Parity: A study of how Lewisham Council achieved gender equality at senior levels, the learning and implications

In 2017, IES undertook a review of the Doctors’ and Dentists’ Remuneration Review Body’s (DDRB) current pay comparability methodology. The review was commissioned by the Office of Manpower Economics (OME) and was the first of its kind since 2008. The findings were published in August 2017. The review assessed whether the current pay comparability methodology remained fit for purpose; recommended any necessary updating, changes and improvements to the methodology; and offered recommendations on how its coverage could be extended into primary care doctors and dentists. The research involved interviews with 12 key stakeholders from relevant bodies including the GMC, BMA, BDA and NHS Employers; interviews with doctors and dentists themselves; and a literature review of relevant pay determination and comparability methods. This research was published as Review of DDRB Pay Comparability Methodologies: Final Report

IES was commissioned by the Office of Manpower Economics to conduct research to support the Senior Salaries Review Body (SSRB) in its major review of the judicial salary structure. We compared and grouped judicial roles to help the SSRB to map them onto the correct points in the judicial salary scale.

IES was commissioned by the Office of Manpower Economics to conduct research into pay comparability methodologies on behalf of the Armed Forces’ Pay Review Body (AFPRB). The AFPRB, uniquely amongst the pay review bodies, has a statutory requirement to make external comparisons. Therefore, they asked IES to deliver an independent ‘academic think-piece’ that would help to ensure that the most appropriate pay comparability methodology is used in their comparisons in 2017 and beyond. IES research importantly aimed to explore whether alternative methods of comparing military pay with that of the wider labour market would be more appropriate or would add more value to the AFPRB’s current approach to pay comparability.

The project was a rapid evidence assessment (REA) to systematically identify and critically review evidence on how parents make decisions about returning to work and childcare responsibilities in the UK. Outputs included a research report and typology of factors influencing decisions.

In early 2016, NHS Employers commissioned the Institute for Employment Studies to conduct an evidence review in the areas of total reward and employee engagement. The review looked at the nature of any relationship between the two and whether there was a link to organisational performance.