CPI reviews

Thank you for taking the time to share your feedback. We’re pleased to hear your positive comments about the work–life balance and the friendly, supportive colleagues across the organisation. We also recognise the concerns you’ve raised around career progression, compensation, and the experience of working within a grant‑funded environment. These are important topics, and we understand how they can shape day‑to‑day experience and long‑term engagement. On progression and compensation specifically, we want to clarify that we have made significant changes this year to strengthen fairness and transparency. Our approach to pay is guided by three principles: pay fairly as one company, pay sustainably, and performance‑led pay. We have revised our merit process to ensure increases are awarded fairly across roles and salary ranges. Updated guidance on our pay framework and the 2026 merit process has been shared with colleagues to ensure clarity and alignment. We appreciate your suggestions on giving teams greater autonomy and investing more deeply in specific areas. Exploring new ways of empowering teams and improving commercial outcomes is an ongoing conversation, and feedback like this helps shape that thinking. Thanks again for your feedback and we wish you the best for the future.

Thank you for taking the time to share your thoughts. We’re pleased to hear your positive comments about our facilities, the calibre of our scientists and engineers, and the innovative work taking place across CPI. We also recognise and take seriously the concerns you’ve raised around culture, workload, and communication. These are important areas, and feedback helps us focus on where improvement is needed. We do, however, want to address the points raised about pay, as some of this does not reflect the changes we have made. Our pay approach is guided by three core principles: pay fairly as one company, pay sustainably, and pay being performance led. This year we have revised our merit process to ensure increases are awarded fairly across all roles and salary ranges. We recently published updated guidance on the intranet that explains our pay framework, how merit for 2026 is calculated, and how it is distributed. We encourage colleagues to review this information for full transparency and clarity. We regularly benchmark our salaries against the external market and review them annually to ensure we remain competitive. We’ve also taken steps to improve transparency by making salary ranges for each role available to all employees on our intranet. Your feedback on culture, workload pressures, and the experience of flexible working at local levels is equally important. We are committed to addressing these issues and continuing to build an environment where people feel supported, valued, and able to thrive. Thank you again for your honesty and for contributing to the ongoing conversation about how we improve. If you would like to share more, we welcome further confidential feedback through our HR channels or management discussions.