REWARD
Potential employers will have broader job descriptions with stricter candidate requirements, including: l demonstrating previous experience l extensive knowledge of legislation l industry recognised qualifications. The work of the CIPP and other organisations to raise the profile of the profession, along with the collaboration with educational facilitators to provide the industry recognised qualifications, is paramount to making people aware of the profession and its career opportunities. Without the basic knowledge built up through data processing, how will we fully understand the processes our systems complete on our behalf? Without this understanding, how do we know it’s being done correctly or efficiently, and does it risk becoming a case of, ‘Well, that’s what the computer says it is’? Qualifications will need to fill this knowledge gap, while creating an industry standard level of competencies. What qualifications are on offer? Qualifications like the CIPP’s new Payroll Technician Certificate – Advanced, provide a detailed overview of the day-to-day
payroll functions. It includes coverage of: l calculation of gross pay l statutory deductions l pension automatic enrolment l salary sacrifice administration l data protection l audit considerations. This is ideally suited to someone entering the profession, before moving forward with the Foundation Degree in Payroll Management, which is fast becoming a requirement for more employers as it’s an industry recognised benchmark, demonstrating the skill set. But how will these courses evolve in the future? Will they become more broadly accessible at local colleges, providing an earlier gateway into the profession, similarly available to accounting and bookkeeping courses? Will there be university options, offering courses right up to the level of the Master of Science in Strategic Leadership, with large employers and service providers giving postgraduate placements upon completion? Other entry routes include apprenticeships, which allow a balance of working experience and structured learning. Still in infancy but growing in popularity, employers can use
their apprenticeship levy fund to offset some of the costs of the scheme. The cost and time invested also demonstrates a commitment to the overall development of these students, in turn improving retention rates and engagement. They’re possibly best suited to the larger payroll teams and payroll service providers, as they have a broader range of roles and seniority, offering more long-term progression options. To minimise the risk of a skills shortage in the future, payroll will need to become a career that’s chosen rather than fallen into To plan for the next five years or longer, would be to take an educated guess while allowing for movement and flexibility. But to minimise the risk of a skills shortage in the future, payroll will need to become a career that’s chosen rather than fallen into. n
CPD 1 point
Are you thinking of making the move from P11Ds to payrolling benefits?
Payrolling benefits This two hour e-learning course will take you through all the considerations when starting payrolling benefits for the first time.
PAYROLL
This course covers: ● The differences between submitting P11Ds and payrolling ● Considerations for switching to payrolling
● Selecting benefits for payrolling ● Selecting employees for payrolling ● Registration with HMRC ● Communication
Book online today at cipp.org.uk/training
*Price correct at time of print and based on CIPP membership with eligible grade booking the onine delivery of the course.
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| Professional in Payroll, Pensions and Reward |
Issue 84 | October 2022
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