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Counter Offers: why they may not be as effective as one might think

When an employee leaves, it can often be extremely costly and time consuming to not just recruit new talent but also go through a loss of productivity, skills output and so much more. Even when new talent has been recruited, it will be a while before the new employee can work at the same pace that their predecessors did.

With counter offers, the way it works is, by promoting an employee or promising an improved/ increase in salary, you are hoping that it can persuade them to withdraw their formal leave notice

Though they might look like a great tactic to play, it can also end up blowing up in the company’s face. Below, we will outline a few ways counter offers are not as effective of a staff retention tactic as one might think…

1. Not a long-term solution

If your company wants its most talented employees to stay, the compensation benefits, competitive salaries, promotions and recognition must all be set forth from the get go. These sorts of factors are essentially what keeps them motivated and working for your company for a long time

Deciding to make these factors available just when they decide to leave or hand in their notice might be a little too late. The minute an employee starts to look for new job roles, they are in the mindset of starting anew. Even if your efforts prove successful and they take up the counter offer, there is no guarantee how long they will stay for until they start applying for new roles again.

2. Other underlying issues

Although counter offers address peoples compensation related issues, they do not address other underlying issues that may have caused them to go job hunting in the first place. Though money may be a factor, other factors can include the need to simply work in a new industry, perhaps the opportunity to work from home, better leadership and so much more.

3. Can negatively impact team morale and can create doubts about your capabilities as a leader

Not all elements of a counter offer are visible to other team members unless the employee says something about it (this can include salary rates, retention bonus, etc)- however if the counter offer is in the form of a promotion, it will be news amongst the team/organisation. This can be viewed as showing favouritism from the other employee’s point of view.

In cases as such, it has the tendency for morale to take a hit as employees may interpret your action of providing a counter offer in a way that makes it seem that in order for them to get a promotion or some sort of other counter offer, all it takes is a resignation threat.

Instead of employees focussing on their own performance levels, what could end up happening is you receiving a vast series of resignations in hopes that you would offer a better deal

What is Enhanced Developed Vetting (eDV)?

Enhanced Developed Vetting (eDV)

Who needs it and what it provides access to

Enhanced Developed Vetting (eDV) is required for a very small number of posts where an additional level of assurance is required above DV. It can only be requested by a small number of Sponsors and only with prior agreement with UKSV and the Cabinet Office.

What checks are involved

completion of a DV security questionnaire (including a family and travel element)
criminal Record check
Security Services check
credit reference check
financial investigation
applicant interview
supervisor interview
referee interview
checks may extend to third parties included on the security questionnaire

The full review of personal finances will include an assessment of an individual’s assets, liabilities, income and expenditure both on an individual basis and taking into account the joint position with a spouse or partner.

Spinwell has extensive experience in the UK’s Defence, security and public sector. Please contact us if you would like to find Security cleared candidates, a new role or would like to discuss how Spinwell can advise you in obtaining or holding a Security Clearance, by emailing advisory@spinwellglobal.com or by calling 0203 510 9454

*Information Source – gov.uk

What is a Developed Vetting (DV) Clearance?

Developed Vetting (DV)

It is Cabinet Office policy that a DV clearance must be formally reviewed after 7 years (3 years for non-List X contractors). The risk owner has the discretion to review a clearance at any time up to that point. They may adopt a policy of issuing shorter clearances to a particular category of employee (for example; armed forces reservists; sub-contractors) as mitigation for a lower level of day-to-day personnel security oversight and/or carry out an early review in individual cases where a specific risk has been identified.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

require them to have frequent and uncontrolled access to TOP SECRET assets or require any access to TOP SECRET codeword material

And for individuals who:

while not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
require frequent and uncontrolled access to Category I nuclear material
require access to certain levels of classified material originating from another country or international organisation.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a DV security questionnaire
a departmental/company records check which will include personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of credit and financial history with a credit reference agency
a check of Security Service (MI5) records
a full review of personal finances
a detailed interview conducted by a trained Investigating Officer
further enquiries, including interviews with referees conducted by a trained Investigating Officer
checks may extend to third parties included on the security questionnaire

The full review of personal finances, which will include an assessment of an individual’s assets, liabilities, income and expenditure both on an individual basis and taking into account the joint position with a spouse or partner.

*Information Source – gov.uk

What is an Enhanced Security Check (eSC)?

Enhanced Security Check (eSC)

Who needs it and what it provides access to

An Enhanced Security Check allows regular uncontrolled access up to SECRET assets and occasional, controlled access to TOP SECRET assets. It is used for specific roles where an additional level of assurance is required over SC, but not to DV level.

Available only to those in specific roles, including the holders of:

posts in which there is a requirement to access SECRET code word material
posts that have been designated as requiring eSC because of the level of access they confer to certain specified information systems
certain overseas posts that have been assessed as exposing the holder to a significant espionage threat and/or have a lower than average level of management oversight.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a Security Questionnaire, Financial Questionnaire and Internet Questionnaire
a departmental/company records check which will include, for example personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of credit and financial history with a credit reference agency/full review of personal finances
check of Security Service (MI5) records
a detailed interview conducted by a trained Investigating Officer
checks may extend to third parties included on the security questionnaire

*Information Source – gov.uk

What is a Counter Terrorist Check (CTC)/Level 1B Clearance?

Counter Terrorist Check (CTC)/Level 1B

It is Cabinet Office policy that a CTC or Level 1B clearance must be formally reviewed after 10 years (5 years for non-List X contractors). The risk owner has the discretion to review a clearance at any time up to that point. They may adopt a policy of issuing shorter clearances to a particular category of employee (for example armed forces reservists; sub-contractors) as mitigation for a lower level of day-to-day personnel security oversight and/or carry out an early review in individual cases where a specific risk has been identified.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

involve proximity to public figures assessed to be at particular risk from terrorist attack
give access to information or material assessed to be of value to terrorists
involve unescorted access to certain military, civil, industrial or commercial establishments assessed to be at particular risk from terrorist attack.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a Security Questionnaire
a departmental/company records check which might include, for example personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of Security Service (MI5) records
if there are any unresolved security concerns about the individual or if recommended by the Security Service, the individual may also be interviewed.

*Information Source – gov.uk

What is a Security Check (SC) Clearance?

Security Check (SC)

It is Cabinet Office policy that an SC clearance must be formally reviewed after 10 years (5 years for non-List X contractors). The risk owner has the discretion to review a clearance at any time up to that point. They may adopt a policy of issuing shorter clearances to a particular category of employee (for example armed forces reservists; sub-contractors) as mitigation for a lower level of day-to-day personnel security oversight and/or carry out an early review in individual cases where a specific risk has been identified.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

require them to have long-term, frequent and uncontrolled access to SECRET assets and/or occasional, supervised access to TOP SECRET assets

And for individuals who:

while not in such posts, will be in a position to directly or indirectly bring about the same degree of damage
will have sufficient knowledge to obtain a comprehensive picture of a SECRET plan, policy or project
are being considered for employment where it would not be possible to make reasonable career progress without security clearance for access to SECRET assets
require access to certain levels of classified material originating from another country or international organisation.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a security questionnaire
a departmental/company records check which will include, for example personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of credit and financial history with a credit reference agency
a check of Security Service (MI5) records
exceptionally, if there are any unresolved security concerns about the individual, or if recommended by the Security Service, the individual may also be interviewed
in the event of any unresolved financial concerns, the individual may also be required to complete a separate financial questionnaire so that a full review of personal finances can be carried out
checks may extend to third parties included on the security questionnaire.

*Information Source – gov.uk

What is Accreditation Check (AC) Clearance?

Accreditation Check (AC)

An AC clearance is normally valid for up to five years, provided the sponsor organisation complies with the ongoing provision of data, as required by aviation security regulations. Where this is not done, an AC clearance is valid for 12 months.

Some elements of the verification may be undertaken by the employer, airport operator or air carrier. Checks are limited to the individual only.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

Require an Airport Identification Card or UK air carrier Crew Identification Card which provides unescorted access to the security restricted area of UK airports.
Provide UK aviation security training.
Undertake the validation of air cargo security standards overseas for carriage of cargo to the UK.

What checks are involved

Verification of:

Identity.
Employment, education and any gaps during at least the preceding five years.
Unspent criminal record.
A check against records held by the UK Government or its agencies.

*Information Source – gov.uk

What is Baseline Personnel Security Standard (BPSS)?

Baseline Personnel Security Standard (BPSS)

The BPSS is the recognised standard for the pre-employment screening of individuals with access to government assets. It is not a formal security clearance but it’s rigorous and consistent application underpins the national security vetting process at CTC, Level 1B, SC and DV.

Above and beyond the BPSS, some organisations may seek references and include other enquiries (for example health) as part of their recruitment process.

Who needs it and what it provides access to

Individuals with any access to government assets. This means all civil servants, members of the armed forces, temporary staff in departments, and government contractors generally.

allow access to UK OFFICIAL assets and occasional access to UK SECRET assets.
required to work in areas where SECRET and TOP SECRET information may be overheard.
individuals who require access to Public Services Network (PSN).

What checks are involved

identity
employment history (past 3 years)
national and immigration (right to work) status
unspent criminal record.

Additionally, individuals are required to give a reasonable account of any significant periods (a total of 6 months or more in the past 3 years) of time spent abroad.

*Information Source – gov.uk

What is a Security Clearance, how do I get a Security Clearance?

A Security Clearance or National Security Vetting (NSV) provides a means of assurance regarding an individual’s suitability (at a particular point in time) to have reliable access to confidential information.

To obtain a UK security clearance, you must go through a testing and evaluation process, including a background check, before being offered employment. This scheme applies to people who employ access to sensitive government property, information, or personnel.

Cleared personnel may include members of the security and intelligence agencies, members of the armed forces; police; employees of certain non-governmental organizations who are required to comply with government security procedures; and employees of contractors who provide goods and services to the government.

UK security clearances are required to protect assets from threats from enemy intelligence agencies, cybersecurity threats, terrorists and other interest groups. The results of the screening process determine who is allowed access to classified government information or assets.

All candidates who apply for jobs that provide access to sensitive information or sites are asked to complete a security questionnaire. The personal details recorded on these questionnaires enable the necessary checks to be carried out. Interviews will also be undertaken, where necessary. The depth of checks varies according to the level of access to sensitive information that the job entails.

United Kingdom Security Vetting: Clearance Levels

There are 5 main levels of national security vetting:

Accreditation Check (AC)
Counter Terrorist Check (CTC)
Level 1B
Security Check (SC)
Developed Vetting (DV)

CTC and above also requires the successful completion of the Baseline Personnel Security Standard (BPSS).

*Information Source – gov.uk

Risks of quitting too early

In any job, it is a given that you may be faced with situations that make you unhappy or want to simply throw in the towel. However, it is extremely important that you take some time to think carefully and decide if you are truly making the right decision of choosing to quit.

Below, we will outline 3 things to consider before quitting your job too early.

1. Risk of regret

Your frustration at the workplace can be due to a multitude of things. But a risk you may encounter is not having considered and analysed your situation carefully enough and making the wrong decision as a result and saying ‘’I quit’’

To help you figure out if your job is truly the problem, ask yourself these questions:

What do I dislike about my job?
Do the pros outweigh the cons?
Is my situation really that terrible?
What do I like about my job?

Once you figure out if your job is truly the reason for your unhappiness, you can start to think about solutions that can be taken to perhaps overcome them. For instance, you may speak to your manager to make a few tweaks to your work hours or job description, you may also talk to a fellow employee or colleague about solving certain issues within your team and so on.

If you have run through all of these things and are still unsatisfied with your job and feel very much unhappy then you can confidently quit knowing that you have carefully analysed and thought this decision through and have also taken steps to try to better them.

2. The risk of stalling your career

Before quitting your job, it is extremely important that you plan for what you will do next. At the end of the day you will need a steady source of income to satisfy your standard of living/ needs. However, it is important that you avoid job hopping as it may present your behavior as unstable being that you have made far too many hasty decisions too quickly. This is the prime reason as to why it is vital that you plan this next step out carefully.

Ensure that you have made thorough research into the current job market and are aware of what’s available at the moment.

In any case if possible, lining up your next job can be considered as a practical step before handing in your resignation so you have work to fall back on after leaving your current workplace.

3. The risk of burning bridges

When leaving your job, emotions may be at an all-time high and you may run the risk of burning bridges. There may be tension between you and your manager, conflict can be inevitable if you quit before thinking about the consequences.

At this stage it is key that you approach this situation in a calm and professional manner. Don’t just drop your resignation letter off at your managers table and waltz off. Stay calm and collected and do it in a professional manner by handing in your notice.

Always remember that at some point in your professional career you may require a reference from them and as such, it is key that you don’t make hasty decisions and that you leave on good terms.

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