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Remuneration Survey in AEFA, Lecture notes of Mathematics

Mathematics

Survey of remuneration. good for teaching statistics

Typology: Lecture notes

2019/2020

Uploaded on 03/09/2020

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TERMS OF REFERENCE – PROVISION OF REMUNERATION SURVEY CONSULTANCY SERVICE
About AECF
AECF supports businesses to innovate, create jobs, leverage investments and markets in an effort to create
resilient and sustainable incomes in rural and marginalized communities in Africa.
Launched in 2008, AECF has mobilized over US $310 million, leveraging more than US $580 million in
matching funds and improving the lives of more than 13 million people through jobs and increased
household incomes. This has been achieved by investing in 257 companies in 24 countries across sub-Saharan
Africa in more than 40 value chains in our focal sectors of agribusiness and renewable energy.
In our strategy to 2020 the goal is to “double our impact in half the time”. To achieve this, AECF will
continue to focus on the agribusiness and renewable energy sectors, increase support to climate smart
technologies, refine our challenge model, expand regional presence, adopt a gender lens investment
approach and deepen focus on youth employment. AECF will expand its products and partnership approach
to better meet our investees’ current needs; and ensure they rapidly scale and transition to external
financing and sustainability thereby attaining our vision of ‘A Prosperous and Enterprising Rural Africa’. For
more information, visit www.aecfafrica.org .
The AECF seeks to engage the services of a reputable and technically qualified individual or firm with
extensive expertise in labour market analyses, management and organizational development to undertake an
independent salary and benefits survey process. AECF therefore hereby solicits proposals from interested
individuals or firms to conduct the survey and support the AECF in establishing a competitive salary scale for
its employees in line with the prevailing market rates.
A. Objective of Assignment
a) Ensure that the AECF staff remuneration aligns with overall organization and people strategy, goals
and philosophy;
b) Ensure internal equity and ensuring external competitiveness of the AECF staff remuneration.
B. Scope and focus of the assignment
a. The selected individual or firm shall compile and suggest to AECF a list of employers which may be
considered as comparators, for the purpose of establishing staff remuneration and provide an
explanation of why those market comparisons were chosen. The list shall be subjected to final
approval by AECF;
b. Carry out a survey to compare AECF remuneration levels with suitable local, regional and global
comparators;
c. A strategic framework with which rational decisions can be made in response to changing
organisation structure and roles and to market rate pressures;
d. A consistent approach for the determination and management of relativities between jobs;
e. The basis for developing an equitable pay structure across AECF based on a logical method of
measuring relative job scope and size;
f. Presentation and submission of a final survey findings with comparison and analysis of the survey
results, recommendations related to remuneration packages;
g. Make proposals for adjusting current remuneration levels and a corresponding implementation plan;
h. Supporting effective communication and change management throughout the process;
i. The individual or firm shall maintain complete confidentiality of all data and documents provided by
selected comparator employers and by that of AECF.
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TERMS OF REFERENCE – PROVISION OF REMUNERATION SURVEY CONSULTANCY SERVICE

About AECF

AECF supports businesses to innovate, create jobs, leverage investments and markets in an effort to create resilient and sustainable incomes in rural and marginalized communities in Africa. Launched in 2008, AECF has mobilized over US $310 million, leveraging more than US $580 million in matching funds and improving the lives of more than 13 million people through jobs and increased household incomes. This has been achieved by investing in 257 companies in 24 countries across sub-Saharan Africa in more than 40 value chains in our focal sectors of agribusiness and renewable energy. In our strategy to 2020 the goal is to “ double our impact in half the time ”. To achieve this, AECF will continue to focus on the agribusiness and renewable energy sectors, increase support to climate smart technologies, refine our challenge model, expand regional presence, adopt a gender lens investment approach and deepen focus on youth employment. AECF will expand its products and partnership approach to better meet our investees’ current needs; and ensure they rapidly scale and transition to external financing and sustainability thereby attaining our vision of ‘ A Prosperous and Enterprising Rural Africa’. For more information, visit www.aecfafrica.org. The AECF seeks to engage the services of a reputable and technically qualified individual or firm with extensive expertise in labour market analyses, management and organizational development to undertake an independent salary and benefits survey process. AECF therefore hereby solicits proposals from interested individuals or firms to conduct the survey and support the AECF in establishing a competitive salary scale for its employees in line with the prevailing market rates.

A. Objective of Assignment

a) Ensure that the AECF staff remuneration aligns with overall organization and people strategy, goals and philosophy; b) Ensure internal equity and ensuring external competitiveness of the AECF staff remuneration.

B. Scope and focus of the assignment

a. The selected individual or firm shall compile and suggest to AECF a list of employers which may be considered as comparators, for the purpose of establishing staff remuneration and provide an explanation of why those market comparisons were chosen. The list shall be subjected to final approval by AECF; b. Carry out a survey to compare AECF remuneration levels with suitable local, regional and global comparators; c. A strategic framework with which rational decisions can be made in response to changing organisation structure and roles and to market rate pressures; d. A consistent approach for the determination and management of relativities between jobs; e. The basis for developing an equitable pay structure across AECF based on a logical method of measuring relative job scope and size; f. Presentation and submission of a final survey findings with comparison and analysis of the survey results, recommendations related to remuneration packages; g. Make proposals for adjusting current remuneration levels and a corresponding implementation plan; h. Supporting effective communication and change management throughout the process; i. The individual or firm shall maintain complete confidentiality of all data and documents provided by selected comparator employers and by that of AECF.

C. Deliverables and outputs

a) Details and Summary of data collected from the Comparators showing TOR matches and the evaluation of their remuneration package; b) The Minimum and Maximum Remuneration values of all job matches obtained from the comparators in a format that enables like-for-like comparison with AECF remuneration; c) A report on final survey findings with comparison and analysis of the survey results, and recommendations related to remuneration packages. The report should include summary information on the comparator employers (size, number of employees, length of time present in the location, etc.) against which current salaries can be reviewed, and a salary survey methodology that can be used for future surveys; d) Identify the positions that have a greater need to be competitively paid. Conduct an internal equity review and analysis. Develop cost estimate with recommendations for resolving any inconsistencies between internal equity and external competitiveness. e) All completed questionnaires together with relevant salary scales and all relevant documentations and correspondences received from the respective comparators. f) As and when required by AECF, the individual or firm shall conduct a presentation of the process and the results to any relevant audience that AECF may organize. g) A change management plan to allow the AECF to implement the recommendations for job grade changes;

D. Monitoring and progress controls

The consultant’s work progress will be monitored primarily through periodic review meetings, the precise schedule of which is to be determined based on consultation with the Consultant. The Consultant is also expected to produce, upon AECF’s request, a formal progress report for the Executive Committee that includes: an overview of the project, a narrative description of project activities, detailed information on project objectives and milestones, actual achievements made against the timeline and deliverables agreed upon at the onset.

E. Duration of the consultancy

The consultancy is expected to take up to a maximum of eight (8) weeks starting from the date of signature of contract by both parties, subject to adjustments as required and mutually agreed upon.

F. Qualification & experience

The successful personnel shall meet the following minimum criteria: a) Minimum of Bachelor’s Degree in fields related to human resource management, statistics and related fields. b) Proven track record in the area of compensation and benefit analysis, including for comparable international organizations. c) Experience in the field of human resource management. d) Past experience in undertaking salary survey for global organizations. e) Familiarity with labor market issues. f) Ability to render consulting services in the most professional, effective and efficient manner. g) Fluent in English. h) Excellent writing and presentation skills (all required reports shall be written in English).

G. Recommended presentation of proposals

The Proposal shall be presented in the following manner: