The REC change process currently relies on formal obligations and voluntary participation to secure stakeholder engagement; however, this approach does not consistently drive timely, high-quality input during key stages such as consultations and working groups. As a result, participation can be delayed, inconsistent, or limited in substance, reducing the effectiveness of impact assessments and slowing overall change delivery. In the absence of any positive reinforcement mechanisms, the process places full reliance on compliance rather than motivation, which may not fully reflect the human factors influencing engagement. This creates a persistent gap between the intended collaborative nature of the REC and the reality of stakeholder behaviour, ultimately affecting the pace and quality of change outcomes delivered to the market.

The proposed solution is to introduce a new REC provision establishing a “Sweet Treat Reward System” (STRS), creating a light-touch, non-financial incentive mechanism linked to existing change process activities. This would require updates to REC governance documentation (e.g. Change Management schedule and supporting guidance) to define eligibility criteria, reward thresholds, and roles, with the Code Manager responsible for administering and maintaining the scheme and recording outcomes within the REC Portal. End-to-end, the solution would operate by linking stakeholder behaviours (e.g. timely consultation responses, active participation in CIG discussions, and high-quality submissions) to predefined reward triggers. The REC Portal would be enhanced to capture participation metrics, calculate eligibility, and notify participants of earned rewards via automated communications (e.g. portal notifications or email), with a monthly or milestone-based cadence. Data flows would include submission timestamps, attendance records, and qualitative assessment inputs from the Code Manager or Change Leads, which would be consolidated into a “Reward Eligibility Log” maintained within REC systems. Implementation would be led by the Code Manager, supported by the DSP for system changes and reporting capability, and overseen by REC governance bodies to ensure alignment with existing obligations and neutrality principles. The solution would not alter core decision-making processes but would overlay an engagement-focused mechanism, with clear accountability for administration, auditability of outcomes, and periodic review to ensure continued effectiveness and proportionality.