Terms of Reference for carrying out a Comprehensive Job Evaluation Exercise for Nile Basin Initiative (NBI)

Transcription

1 Terms of Reference for carrying out a Comprehensive Job Evaluation Exercise for Nile Basin Initiative (NBI) 1. Background The Nile Basin Initiative (NBI) was established on 22 February 1999 by the Nile Basin countries. NBI is a transitional mechanism pending the conclusion of negotiations on the Nile Basin Cooperative Framework that will result in the establishment of a permanent river basin commission. The purpose of the Initiative is to develop the Nile River in a cooperative manner, share substantial socio- economic benefits, and promote regional peace and security to achieve its shared vision of sustainable socio-economic development through the equitable utilization of, and benefit from, the common Nile Basin water resources. NBI provides a unique forum for the countries of the Nile Basin to move towards a cooperative process of realizing tangible benefits in the basin and building a solid foundation of trust and confidence. NBI is now seeking to move from a transitional program based initiative to a permanent River Basin Organization. To accelerate this process, the Institutional Strengthening Project (ISP) was introduced. The ISP, and other capacity building initiatives, aims to strengthen the institutional capacity of NBI Secretariat, Eastern Nile Technical Regional Office (ENTRO) and the Nile Equatorial Lakes Subsidiary Action Program Coordination Unit. The Project is intended to promote the development of Nile Basin Initiative institutions, prepare building blocks for a future river basin organization, harmonize on-going institutional strengthening and capacity building activities, including human capital management and development. In 2012, NBI carried out a comprehensive Salaries and Benefits Survey, with the help of a Consultant. However, the findings of the study have not been implemented because NBI had not conducted an effective job evaluation exercise to establish the real worth of jobs within its organization structure, so that they can be aligned to the findings of the said Salaries and Benefits Survey. 1

2 2. Objective The specific objectives of the consultancy are as follows: (i) To embark on revising the salary structure appropriate to NBI as a river basin organization, address inequities and disparities in similar functions performed in different locations, and set the foundation for implementation of current HR initiatives in the area of performance management and talent management with the aim of retaining high performing staff members. (ii) To undertake a comprehensive review and evaluation of NBI jobs included in the staffing table to ensure alignment of remuneration, functions and grade levels, taking into account the basic concept of equal pay for equal value of work 3. Scope To provide the missing link in the implementation of the reviewed Staff Salaries and Benefits manual, a comprehensive Job Evaluation Exercise has to be carried out for NBI Secretariat and SAPs on the basis of which the salaries and benefits structure will be developed. The scope of work involves: Obtain comments made by staff and governance on the previous salary & benefits structure to understand the outstanding questions that should be addressed by this study Review of the three centers Organization Structures Review of Job Descriptions of all positions in the Organization Structures (120 positions) Review of Person Specifications for all positions Carry Jobs/ Functions Analysis Agreement on benchmark job classifications within the NBI organization structure Ranking of jobs and functions within the NBI organization structure Review the Salary levels and Steps for each Job Category Recommendations to facilitate effective implementation of the outputs of the job evaluation exercise, Link job evaluation results to the already conducted Salary and Benefits Survey and come up with revised Salary and Benefits Structure. 2

3 It is expected that the Job Evaluation will provide NBI with: A rational basis for making defensible decisions on job grades and rates A consistent approach for the determination and management of relativities between jobs An equitable pay structure across NBI centers based on a logical method of measuring relative job sizes exists A strategic framework within which rational decisions can be made in response to changing organization structure and roles and to market rate pressures; and A logical and consistent approach to measuring the relative size of jobs within NBI We expect the selected consultant for this assignment to carry out the following core activities: Carry out a literature review of the already available in-house information related to this assignment Develop and share with the NBI Management an inception report for this assignment Hold meetings with the NBI-Sec Executive Director &NBI Center Directors, Heads of Departments and NBI Governance (TAC). This may require travel to some NBI Countries. Professionally collect and analyze information on jobs and prepare job evaluation report both draft and final- Develop with justification a revised Salaries & Benefits structure for NBI with implementation arrangement Facilitate and provide explanation to questions on managements and TAC meeting on the subject 4. Expected Output/Deliverables The key expected outputs/deliverables of this exercise will include: 3.1 Inception report on the job evaluation & Salaries & benefits structure revision giving detailed methodology to be used in undertaking this assignment including work plan 3.2 Strategy Paper or Handbook on NBI job evaluation process 3.3 Draft and Final Job evaluation report(s) which will contain but not limited to: (i) Criteria for classification (ii) Job classifications, descriptions and specifications (iii) Job Analysis Results (iv) Job Evaluation Results 3

4 (v) Proposed Job classification & Grading based on agreed evaluation results 3. Revised Final Salaries and benefits Survey report and manual 5. Required Skills and Competencies 5.1 Firms experience i) Interested firms are required to have a minimum of 5 years of relevant experience. ii) A minimum of three similar assignments in the last 5 years. 5.2 Key staff i) The Lead Consultant: a) Must have a Master s Degree in Human Resources Management or related discipline b) At least 10 years of relevant experience of which 5 should be in senior positions in reputable management consultancy houses or regional / international organizations. c) A minimum of three (3) similar assignments in the last 5 years. d) Solid management experience within different contexts; and/or management consultancy experience e) Understanding and experience of working internationally, across different countries and cultures f) Experience in human resource management and organizational development (OD) theory, methodology, and practices g) Excellent analytical skills, and ability to understand and make logical and clear conclusions and recommendations from difficult/ chaotic situations h) Able to take the initiative and be innovative with suggestions and recommendations. i) The Consultant must be fluent in written and spoken English. Knowledge of French will be an added asset. iii) Senior Human Resource Consultant a) Must have a Master s Degree in Human Resources Management or related discipline b) At least 5 years of relevant experience. c) At least a minimum of 3 similar assignments. d) Good analytical skills e) Experience in human resource management and organizational development f) The Consultant must be fluent in written and spoken English. Knowledge of French will be an added asset. 4

5 iv) Human Resource Consultant a) Must have a 1 st degree in Human Resources Management or related discipline b) At least 3 years of relevant experience. c) At least a minimum of 1 similar assignment. d) Good analytical skills e) The Consultant must be fluent in written and spoken English. Knowledge of French will be an added asset. 5. Assignment Duration It is expected that the assignment shall be conducted within 30 days consultancy days, between April 20 th 2015 and 21 th May, Reporting The consultancy will be managed by the Executive Director of Nile-SEC on behalf of NBI. Direct day to day supervision of the consultancy will be by the Head Finance & Administration- Nile-SEC. All reports and other communications will be addressed to the Executive Director or as otherwise agreed between the Consultant and NBI. The consultant will produce inception report 3 days after signing of contract, draft revised job descriptions, including classification results, and generic job profiles for the job families at NBI within 10 days of start of consultancy for presentation and discussion with the Human Resources Thematic Group, Heads of Departments and Center Heads. The consultant will then consolidate the report and make changes to the draft job descriptions and generic job profiles within 5 days after this presentation, based on comments received and under the guidance of NBI-Sec Head of Finance and Administration. The consultant will facilitate discussion with TAC HR Special Sub-Committee and TAC Sub- Committee on HR & Finance on both deliverables. The consultancy will produce complete final reports (Job Evaluation and Salaries & Benefits Structure) taking into account the input and discussions with relevant groups mentioned above. The report will be submitted both electronically and in hard copy (1) to the Executive Director, NBI- Secretariat. The report must be submitted in English. 7. Submission of Proposals Interested candidates should submit their proposal via by 17:00 Hours by 10 th April, The proposals should include the technical proposal, financial proposal and the profile of the company & CVs of Experts, and addressed to: The Executive Director, NBI P. O. Box 192, Entebbe, Uganda through salarystudy@nilebasin.org 5

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