Invitation for Consultancy Service for the study of
Establishing job banding and Competitive salary structure
of Ethiopian Catholic Church-Social Development Commission
Coordination Office of Meki (ECC-SDCCOM)
CRS/Ethiopia is supporting one of its prime partners Ethiopian Catholic Church-Social Development Commission Coordination Office of Meki (ECC-SDCCOM) to conduct salary survey & establish a job banding and competitive salary structure with competitive benefit packages for its employees. Hence, we are looking for interested and experienced consultant to conduct the salary survey.
1. About Meki Catholic Secretariat
The working area of Ethiopian Catholic Church-Social Development Commission Coordination Office of Meki (ECC-SDCCOM) covers about 44,600 km2 land with a population of about 3.7 million. Administratively it covers the whole of Arsi and West Arsi zones and parts of East Shoa in Oromia National Regional State. In addition to these, it includes some parts of the Southern Nations Nationalities Peoples Regional State (SNNPRS), Alaba Liyu Woreda.
ECC-SDCCOM plans are used to mobilize joint efforts to support the Integral and holistic development of the human persons in all fields such as Education, Health, Women Economic Empowerment, WaSH, Emergency Recovery, Income Generation, Food Security, Cooperative and SACCO, Justice and Peace. From 1995 to 2006, the focus was on providing humanitarian assistance and implementation of small scale scattered development projects. The first strategic plan was prepared to serve from 2006-2011. Through this strategy it was possible to transfer from emergency recovery programs to more organized development interventions. The number of Woredas covered also increased from 5 in 2007 to 19 in 2017.
2. Background information
Meki Catholic Secretariat has its own salary scale and job bands since 1995. Following the standardization initiative of the Ethiopian Catholic Secretariat, we have implemented a new salary scale since August 2016 as per the result of the salary study & adjustment recommended by ECS. In order to have appropriate Job banding and salary structure that is competitive within the labor market, MCS intends to revise and update the salary structure. The new job banding and salary structure to be included is expected to be equitable, adequately compensating employees for their work. In an effort to address this, MCS would like to hire an external consultant who studies the organization’s salary scale and structure taking into account the existing organizational structure and position titles, job descriptions as well as the currently in use job banding and salary scale is recommended to reflect the current labor market and the cost of living.
3. Objectives
The objective of the study will be to introduce job banding and salary scale for Meki Catholic Secretariat that can adequately compensate staff for their work, be competitive to attract and retain skilled manpower and contribute to the efficiency and productivity for the achievement of the organization’s goal.
4. Methodology
4.1 The consultant should conduct interviews both with Senior Management Team of MCS, to ensure accurate interpretation of job banding and job description and to gain an understanding of related concerns and ensure their input as deemed as necessary;
4.2 Review relevant documents such as the personnel policy manual of MCS, ECS etc.
4.3 Prepare a detailed workplan for review and approval by management before commencement of the assessment
4.4 Prepare and submit checklists/tools/questionnaires that will be used in the data collection and analysis to MCS
4.5 Conduct meetings with similar NGOs for data collection and inputs
5. Specific Tasks to handle
The study will include the following factors:
5.1 Assessment of internal factors
Assess the existing MCS salary scale and benefit packages in line with the existing organization structure, job descriptions and position titles. The study will include 16 generic job titles encompassing 660 employees.
5.2 Assessment of external factors
5.2.1 The consultant assesses the current salary scale and benefit packages of MCS and the trend in similar/comparable non-governmental organizations. The salaries and benefits of similar non-governmental organizations that are to be used for the comparison should be the very latest ones.
5.2.2 The Consultant will conduct a competitive market analysis for these positions using their own current job matching matrix so as to provide a high-level summary of where MCS is positioned in comparison to the market. The consultant’s job matching matrix shall be presented with the technical proposal for review by MCS.
5.3 Assessment and identification of positions
The Consultant will make a thorough analysis of all positions to ensure that they are in the appropriate banding level based on the following objective criteria.
· It is expected to reflect the objective and nature of the organization and its structure;
· It should be flexible enough to allow easy revision depending on changing situations
· It should be equitable so that it can serve as a motivating factor;
· In as much as possible, it should be based on an assessment of objective criteria evaluating the banding level of each job description
5.4 Assessment and identification of Major Benefits packages of MCS vs the market
Make a comparative analysis of the benefits to be provided in the areas of:
· Medical benefits
· Provident fund percentage
· Insurance
· Education assistance
· Transport allowance
· Cost of living adjustment
· Perdiem
· Different types of leaves
· Any other deemed relevant
6. Scope of work
The consultant will be engaged in reviewing all relevant documents, manuals, and assess the labour market per Meki Catholic Secretariat needs and come up with a clear recommendation of salary structure and bands. The study shall be conducted & completed within 6 weeks of the contract signature date.
7. Deliverables and approximate time table
7.1. Deliverables
Based on the assessment and analysis of all the internal and external factors, the consultant is expected to:
7.1.1 develop a proposed number of job band structure based on the job matches used
7.1.2 develop a recommended salary structure with two alternatives
7.1.3 produce a Salary Alignment Report that shows a detailed analysis of which staff’s salary is below and which is above the market and proposed recommendations.
7.1.4 The Consultant should present the results, recommendations and next steps to Senior Management of MCS and CRS Ethiopia HR Manager/team.
7.1.5 Upon obtaining feedback from the Senior Management, prepare final report incorporating final feedback obtained.
7.2. Approximate time Table
Tasks Time frame
- Preparation and discussion 1 week
- Analysis of internal and external factors 2 weeks
- Preparation of draft report 1 week
- Final report 1 week
8. Responsibilities of MCS
· Meet the consultant and provide briefing
· Avail all the necessary inputs/manuals/documents to the consultant
9. Responsibilities of the Consultant
· Submit technical and financial proposal
· Conduct the salary study
· Arrange debriefing sessions
· Respect the date of report submission
10. Composition of the consulting Team should have a minimum of
· One team leader with an extensive experience in similar salary surveys
· One or two experts in the area of compensation/human resource management
11. Communication with MCS:
The Consultant will communicate with and report to the Diocesan Director during the assessment and work closely with the Operation Manager.
Required Qualifications and Experience
· MA Degree in Business field with more than 10 years’ experience in Human Resources & salary survey areas
· Strong interpersonal, communication skills and the ability to work effectively as a team