TERMS OF REFERENCE
CONSULTANCY ON JOB EVALUATION / GRADING AND SALARY STRUCTURE SURVEY
- Background
CBA would like to conduct a benchmarking exercise to provide a recommendation for the salary, benefits and remuneration structure aligned to the current market pay.
Care for Basotho (CBA) is an autonomous association established in 2014 by Basotho who were former employees of Care International Lesotho, to pursue the mission of serving the vulnerable and marginalized individual and households to build their capacity to achieve self-reliance through economic empowerment, poverty reduction provision of health services and social justice in response to community needs.
CBA therefore hereby solicits Proposals from Consultants to conduct a salary survey by establishing a revised and reasonable salary scale based on the existing prevailing market rates. CBA would like to ensure that its salary and benefit packages are equitable, match the responsibilities and duties of each position and are competitive to enable CBA to attract and retain high level talent as well as address the following issues identified;
- The current salary structure was developed in year 2020 and put into operation then. With time, new projects will come up with this expansion;whereby some staff may take up more duties and responsibilities that were not part of their JDs at the start. Moreover, job grades and salary structures will continually be reviewed considering the market analysis, comparator benchmarking and job matching.
- As we continue growing, it has been noted that the job grades are not in existence and therefore it is recommended that the job grades match thesalary grades. It will be essential that these are developed and reviewed annually to ensure that they align with the organization’s strategy.
- In an effort to ensure attraction and retention of high performing staff, there is need to review the salary grades to match up to the benefits packages of NGOs in Lesotho.
- Assignment Scope
The survey should cover base salary as well as a cost-to-company view with an explanation of the elements therein, e.g., pension contribution, medical aid etc.
The Consultant will:
- Review the current pay scales and advise accordingly. In areas where are match to job salary grade is required, he / she should provide explanations / justification for the same
- Recommend salaries, allowances, key benefits and any non-salary remunerations for the organization / each role advising on market positioning (quartile, median and decile positions).
- Advise on best practice / approaches to implement salary reviews and cost-of-living adjustment on an annual basis.
- Produce a suitable and relevant salary/wages/remuneration structure that will offer incentives for good performance and will recognize, compensate and reward each officer for value contribution to the organisation.
- Design job grading system to be linked with salary grading and advice as needed
- The consultant shall collect and analyse the salary structures and associated benefits (including typical allowances and benefits package both monetary and non-monetary) of the selected comparators organizations for existing Job descriptions
- Methodology
The Consultant will then make use of existing sources of salary data where possible to match existing terms of reference and job descriptions with current salary data to facilitate an accurate determination of prospective salary levels for various positions and job groups within appropriate markets and NGOs.
The consultant will work with the Executive Director through the Office of the Human Resources and will treat all aspects of this assignment with utmost confidentiality
- Deliverables:
The following outputs are required from the Consultant:
- A consolidated report showing data sources, methodologies and recommendations from the findings of the salary and benefits benchmarking exercise
- Proposed annual / new salary structure to align with any shifts in the market with justification for any shifts
- The Minimum and Maximum Remuneration values of all job matches obtained from the comparators
- Job evaluation and grading report showing the extent of investigation, findings, assessment and recommendations.Evaluate the jobs using one of the commercial evaluations and grading systems and identify how the results of the evaluation will be linked to the grades to be used-Prepare report on proposed job grading tool, survey questionnaire, and proposed list of comparator organizations.
- Submission of final report and the Consultant/Consulting firm shall conduct a presentation of the process and the results to the CBA Board
- Required Skills and Experience
CBA will engage a consultant with prior experience in developing survey tools and with demonstrated experience in both quantitative and qualitative analysis, preferably with a solid background in Development, Finance Sector and human resources benefits & analysis.
Qualifications
- University Master’sDegree in Statistics, Human Resources Management or Finance;
- Advanced Degree and/or professional certificates in the field relevant and related to the scope of services would be an advantage (HR Management/MBA).
Experience
- At least 7 years of professional experience in the HR consulting field mainly undertaking salary survey, organisational development, extensive expertise in labour market analyses, compensation and benefits system, corporate governance and preferably working in/with NGOs
- Excellent writing and presentation skills (all required reports shall be written in English).
- Proven track record in the area of compensation and benefits analysis preferably for multinational companies and international and local organizations.
- Familiarity with labour market issues.
- Ability to render consulting services in the most professional, effective and efficient manner.
- Proposal Contents
A strong proposal should contain an outline of the Consultant’s organisation and experience relevant to the assignment, comments or suggestions on the Terms of Reference, a clear description of the approach, methodology and workplan for the assignment, a budget and additional documentation described below.
The content from this scope of work will be the property of CBA.
- Consultant’s Organisation and Experience
A summary of the Consultant’s relevant experience for this assignment and a motivation for why the consultant is best positioned to deliver this assignment for CBA versus its competitors.
The survey results are intended CBA only and not for general or external distribution.
- Description of approach, methodology and work plan
A description of how the Consultant intends to fulfil the Services within the suggested timeline and confirmation of the Consultant’s ability to meet the timelines. This section should contain:
- A clear understanding of the assignment’s objectives
- An outline of the approach to the assignment including the survey tools to be used to capture and aggregate salaries and benefits
- A detailed workplan, including key activities over the course of the engagement and an outline for assignment reporting
- A list of deliverables
The proposal should clearly demonstrate the ability of the Consultant to deliver on this work and should provide detailed examples of past work of a similar nature in the relevant markets to support this.
- Budget
An itemised budget for both professional fees, including fee rates, number of days and a breakdown of expenses is required.
The Financial Proposal shall contain the final and all-inclusive total price offer for the full range of services required, broken down into all major cost components associated with the services. Any output and activities described in the Financial Proposal but not priced in the Financial Proposal, shall be assumed to be included in the prices of other activities or items, as well as in the final total price.
- Annexes
As a mandatory requirement, Annexes should contain the following:
- Team composition, including roles and responsibilities of team members, task assignments and level of effort
- CVs (maximum 3 sides of A4 paper each) of key individuals, tailored to the assignment
- Work schedule for the assignment
- Referee information
- Timeline
The assignment timelines will be shown in the workplan
- Confidentiality
The contracted Consultant and his/her employees engaged with CBA mustmaintain the highest standard of professional values and highest level of confidentiality with respect to all information provided before, during and after the completion of the job.It is mandatory that the consultant shall maintain complete confidentiality of all data and documentations provided by selected comparator employers and by that of CBA. Data from comparator employers will be shared with CBA only and either in aggregate or without organization name designation.
- Selection criteria
CBA will award a contract based on the most economically advantageous tender, using the following criteria:
Assessment criteria
- Relevant, demonstrated experience and capacity of individuals in this area 30%
- Understanding/interpretation of the task set out in the TORs
- Content, quality and originality of the proposal
- Fee basis and total costs
- FS = is the financial score
- LB = is the lowest bid quoted
- BP= is the bid of the proposal under consideration.
The lowest bid quoted will be allocated the maximum score of 30%.
Fee quoted must be inclusive of applicable withholding tax
- Confidentiality
The contracted consultant and its employees shall practise highest standard of professional and ethical values and norms in providing this consultancy services.
- Contacts
Proposals Technical and Financial should be submitted as one PDF document and send by e-mail to procurement@care4basotho.org.lsnot later than 31 May 2024 at 12:00 noonwith the email subject Ref.:PRO03- CONSULTANCY ON SALARY STRUCTURE& DESIGN JOB GRADING FOR CBA.
Any request for clarification must be sent in writing, or by standard electronic communication toprocurement@care4basotho.org.ls
No requests for clarification should be sent to individuals.