Job Evaluation Framework for National Staff in MENA Region

Background and Purpose of Project

At the beginning of 2014, the introduction of a new integrated compensation package for staff under the international compensation scheme was announced by the Secretary General.  As a result of the changes, a new methodology for job evaluation was introduced to analyze and classify jobs using factors that are more relevant for the IFRC and reflect better the organization’s job structure.

The aim of introducing a new Job Classification system is to have one single methodology to classify jobs that is fair, transparent and that is based on clear criteria to facilitate communication of results with staff.  Another important reason for introducing the Job Classification System is to transfer the existing functions of staff under the national scheme into the classification system currently used for staff under the international scheme in order to have one comprehensive classification system for all staff and provide one framework for national salary systems.

Meanwhile, the main target population of the job classification exercise will represent the staff under the national scheme.  On the other hand, the second phase will be entirely focused on the evaluation of the salary system for staff under the national scheme.

Project Objectives:

Mainly, the objectives of this project are subject to, but not limited to the following items:

• Build a matrix focused on job functions of staff under the national scheme;
• Develop a standard catalog of job titles for all functions of staff under both the international and national schemes consistent with the global organization’s best practices and common taxonomy of the Federation;
• Perform classification of functions of staff under both the international and the national schemes adjusting jobs into the eight different factors (A to H);
• Build a package (ppt’s, letters of explanation, new integrated salary scale, etc.) that informs staff under the national scheme the final result of the classification of job functions.

1. Desired Outcomes

• Implemented use of one single Job Classification System enables staff both under the international and national schemes to better understand where in the organizational context of the structure their function fits for purpose as to work as one Secretariat.
• Implemented use of a common taxonomy for job titles and align job duties and responsibilities on job descriptions to the actual organization’s vision and philosophy of humanitarian needs for greater clarity and better definition of roles within the context of that of a desired matrix organization.
• Established competitive salary system for staff under the national scheme that is comparable with other similar humanitarian and non-humanitarian competitors while aligned with the Federation’s strategic regional positioning in MENA.
• Improved conditions of the current compensation package for staff under the national scheme that also helps fostering internal career growth opportunities as well as attracting external talent for immediate insertion and strengthening areas of the Federation’s workforce where most needed.

1. Outputs

• Conduct periodic one-on-one meetings with the (RHRM) Regional Human Resources Manager for initial and continuous assessment of needful literature and material related to the project.
• Develop and submit agreed deliverables and products such as, but not limited to: job classification matrix of functions in MENA Region.
• Conduct meetings, with side-by-side support of the RHRM, with Departments’ Heads, Coordinators and Managers for initial and ongoing discussions of departments’ decisions of their organizational structure, departments' function briefs, and equivalent distribution of duties and responsibilities on job descriptions.
• Provide counseling services conducive for Departments’ Heads and other managerial staff responsible for people to rewrite, redefine, and realign contents of job descriptions in order to allow HR to conduct a quality and effective classification exercise.

1. Method of Delivery and Reasons for selecting that method

Phase 1: Preliminary work:

The consultant will review all collected information and literature material provided by the Federation for initial assessment of the project to plan appropriately and develop a sound methodology to kick off the primary implementation phases; 1) Job Classification and Job Title Homologation and 2) Salary Scale System. 

Phase 2:

The consultant will evaluate job descriptions taking into account the aforementioned evidence to reach a judgement and decision-making of the recommended grade and scale.  Then, HR will inform managers about the classification outcome to discuss impact and document the proceedings of the meeting.  A first draft of the updated Job Classification Matrix of functions and the catalogue of job titles of both staff under the national and international scheme in MENA  Region will be expected to be delivered by around early February .

Phase 3:

This second phase is primarily focused on the evaluation of the salary scale of staff under the national scheme.  The consultant will rely on sources of salary information.

A standard methodology will need to be established to determine the remuneration of national staff in diverse number of locations and employment market overseas in MENA.

Support to be provided to the Consultant

The Regional Human Resources Team will provide the consultant with all the support needed to conduct this project until satisfactory completion. The consultant will meet with the Regional Human Resources Manager to collect all relevant literature, information and material that will serve to carry out the initial assessment of the project in order to pinpoint needs, impact and consequences that conducting the project may bring up on staff current job function, department budgets and the overall organizational performance.  The consultant will be provided with material and other literature in line with:

• IFRC Vision Paper
• MENA Regional Structure
• Regional Operational Plans
• Job Classification Guide used only for staff under the international scheme
• Job Classification Table
• Frequently Asked Questions
• Experience Requirements Hay Guide
• Job Classification Justification Sheet
• Job description model
• IFRC Competency Framework
• Existing Salary System of National Staff
• Grading Matrix of functions of staff under the national scheme
• IFRC’s Headcount in MENA

Schedule

The overall timeframe for this project to be fully in place and accomplished with the expected outputs and outcomes is March 2018, at the latest.  In order to have a more accurate follow-up on the progress of the project, a timeline of these terms of reference will be developed.  This timeline will set out concrete lines of actions and reporting deadlines that the consultant will commit to accomplish upon discussion and agreement with the consultant hired to render services for this project.