Purpose

The purpose of this assignment is to undertake a benchmarking of ChildFund’s local implementing partners’ salaries and benefits among themselves and vis a vis other peer organization. The result of the benchmarking exercise will then be used to propose a standardized salary & benefits structure, and salary increment guidelines across the 11 LIPs.

Scope

The consultant will conduct benchmarking across 11 local implementing partners operating in 20 counties across Kenya. The consultant is expected to gather both current and historical data from all 11 LIPs and analyze the similarities and variances in salary and benefits. The survey is also expected to gather similar information from other peer organizations and carry out a comparative analysis. Ultimately the consultant is to recommend a salary structure/scale that is fair and equitable and with clear guidelines on how LIPs will review and make salary increments. The consultant should also look into and advise on emerging trends in employee remuneration and benefits with the aim of attracting, retaining, and motivating employees.

Methodology

• The Consultant will propose a suitable methodology that will include making use of existing sources of salary data including reviewing current job descriptions to facilitate an accurate determination of prospective salary scales for various positions and job groups. The successful consultant (s) will focus on the following areas:
• Review existing and relevant documentation such as salary grading structure, job descriptions, Human Resource Policies, and payroll documents.
• Compile and suggest a list of peer organizations that may be considered as comparators, to establish staff remuneration and provide an explanation of why those market comparisons were chosen. The list shall be subjected to final approval by ChildFund.
• A review of all benefits, both monetary and non-monetary currently offered by the various IPs to arrive at a total remuneration package.
• A framework within which rational decisions can be made in response to changing organization structure and roles and inflation dynamics.
• The basis for developing an equitable pay structure across ChildFund IPs is based on a logical method of measuring relative job scope and size.
• Conduct a survey to compare 11 LIPs’ remuneration levels/salary scales against suitable local, comparators.
• Advise on best practices/approaches to implement salary reviews and cost-of-living adjustments on an annual basis.
• Presentation and submission of final survey findings with comparison and analysis of the survey results.

Expected Deliverables

• A list of peer organizations to ChildFund LIPs that may be considered as comparators, to establish staff remuneration and provide an explanation of why those market comparators were chosen.
• A report on the comprehensive analysis of the job positions and salary ranges and provide a reference to benchmark the position and its remuneration package against the local market.
• A proposed equitable pay structure across ChildFund IPs based on a logical method of measuring relative job scope and size and with clear entry-level, mid-point, and maximum remunerations for each job grade.
• A report on final survey findings with comparison and analysis of the survey results, and recommendations related to remuneration packages.
• Make an oral presentation of the draft report for input from the stakeholders. Comments from the oral presentation will be incorporated to the final report.
• Advise on emerging trends in employee remuneration and benefits with the aim of attracting, retaining and motivating employees.
• Submit a Final Report which among other things will detail recommendations and proposals on salary and benefits structure (including allowances and non-monetary remunerations) for each of the roles advising on market positioning (25th percentile, median, or 75th percentile), salary review guidelines and procedures and all other issues covered in the scope of the assignment.

Management and Coordination

The consultant will work closely with ChildFund’s Partnership Portfolio Management Unit with Technical support from the Program & Sponsorship Director, Human Resource Director, and Finance Director. At the implementation level, he/she will work with the respective Implementing partner’s Chief Executive Officers/Program Coordinators and Finance & Administration officers/managers.

Timelines

The consultancy is expected to take up to a maximum of 8 weeks starting from the date of signature of the contract by both parties, subject to adjustments as required and mutually agreed upon. The Target date for finalizing this assignment is 15th January 2025.

Qualifications of the Consultant

• At least 10 years of experience in the field of Human Resource Management, with a proven track record in compensation and benefit analysis
• At least 10 years’ experience in undertaking salary surveys for National NGO organizations
• Strong facilitation and engagement skills for government and non-government stakeholder workshops.
• Superior written and oral communication skills in English and Kiswahili and report writing.
• Must be result-oriented, a team player, exhibiting high levels of enthusiasm, tact, diplomacy, and integrity.
• Ability to work within strict deadlines/timelines.
• Familiarity with Kenyan legal framework and labor market issues.