Scope of Work

Title of Consultancy/ Assignment: Compensation Survey for CARE International in Pakistan

Name of Project: N/A
Assignment Lead/s: Burhan Ibrahim, Head of Operations and OD and Tehniat Mushtaq, HR and OD
Specialist
Department: Human Resources
Duty Station: Islamabad

CARE International is a leading global humanitarian and development organization. Since its establishment in
2005, CARE International in Pakistan (CIP) has been responding to major disasters and undertaking an array
of development projects. CIP works through its local partners and a range of stakeholders for development, as
well as emergency response related interventions, which makes collaboration a key component of its work,
across the country. Health, governance and education, with particular focus on economic empowerment, are
CARE’s core identified program areas in Pakistan.

Objective of Consultancy:

The overall objective of the compensation survey is to provide direction and support to the existing CIP’s
compensation structure so as to bring it at par with the industry standards. The salary scales of the CO were
last revised in 2016, and do not account for the external changes during the past four years. The activity will
entail carrying out a salary/compensation and benefits survey of competitor/comparator organisations which
will ultimately be used to attest the compensation structure of CIP, ensuring all staff positions are paid
competitively aligned with their job descriptions. The end goal will help CIP to develop a balance salary
structure that will make it competitive for the donors and job market.

Background Reading/ Interviews Related to Understanding the Work and its Context (if applicable):

- Compensation philosophy of CIP;

- CIP’s job descriptions and job grading;
- CIP’s compensation structure.

The selected firm will undertake preliminary interviews with key stakeholders, including, the Senior
Management Team of CIP so that there is clarity on their expectations and priorities from the outset. This will
also establish the local internal and external business considerations to be factored in (e.g. local employment
law, attrition rates, difficulties recruiting for particular positions or grades, reward mechanism, etc.).

Specific Tasks of the firm:

CIP wants to hire a company to conduct a compensation survey and find out the most updated information
on compensation of individuals with similar expertise, qualifications and experience who are working in the
related sector. i.e. INGOs, donors etc. The hired company will be required to produce a small range of salary
figures along with the benefits provided from the market that can be compared with CIP’s existing salary grades
and benefits structure. The ranges need to be identified for all the departments within CIP against years’ of
experience, job description, and qualifications of an individual. The compensation details provided should
include the benefits structure and basic salary. The table below provides a summary of the current grading
structure used at CIP.
 Position Grade

Head of Department G
Coordinator, Senior Advisor, Team Leader F
Manager, Advisor, Specialist E
Officer, Administrator D
Assistant C
Ancillary/ clerical support/ Driver/ cook B
General Help A

The hired firm, along with reviewing/ benchmarking the existing grades will also provide a breakdown of each
grade into different steps that can be used to classify different positions within the same grade as well. Currently,
CIP has a total of 50 employees with positions falling under different grades defined above.

The salary survey methodology should include but not be limited to the following:
- Review existing CIP documentation that guides remuneration including personnel policies, job
descriptions and terms of contract
- Develop an understanding of CIP, whether to lead, lag or match the market when compensating
employees
- Understand the existing structure of the organization so as to establish accurate job matches by
examining each job in the context of other jobs with which it interacts.
- Conduct a survey, targeting a suitable number of competitors/comparator organisations (these
organisations must be pre-vetted by CIP) from development (international donors/ non-profit
companies) to benchmark the salaries, allowances and entitlements/benefits offered at CIP. The hired
firm must match CIP’s positions with those of competitor organisations as closely as possible to
facilitate an accurate determination of salary levels for various positions and job groups.
- Gather information regarding:
o Salary information including benefits, working conditions, standard work week, cost of living
increases/increments, etc.
o Job data including the number of incumbents in the job classification, average salary of the
incumbents, salary ranges for positions with specified minimum and maximum salaries,
bonuses, overtime payments, reporting relationships, etc.
- Recommend a salary scale that matches other competitors/comparator organisations. This salary scale
should be in accordance with the job description and generalize ability of the job based on:
o Similarity of functions (job matching), and
o Hierarchy within job family
- Work with CIP to research how other INGOs in Pakistan take account of the significant differentials
in pay policies.
- Determine whether to group the jobs into separate job families or have one pay grade system for all
positions throughout the organization.
- CIP will limit the comparator organizations from 10 to not more than 20 with more focus on the
International NGOs.

Eligibility Criteria:

Firms wishing to be considered for the services described herein should have the following qualifications:
 - 15 years of relevant experience in Human Resource Management and Organizational Development
with proven experience of conducting large scale Job Evaluation and functional/structural reviews for
INGOs.
- Experience of developing competitive pay structures that are aligned to organizational priorities and
reward policy. Should have conducted at least three salary surveys in Pakistan capturing firms, including
international NGOs in development/ humanitarian sector during the past 5 years (a list of existing and
past clientele needs to be submitted for this purpose).
- Names and detailed Curriculum Vitae of Key assignment staff and a list of other staff who will
participate in the assignment and their qualifications should be provided.
o The assignment lead should have working knowledge of the Hay Job Evaluation system or
other similar methods in determining appropriate job matches.
o The assignment lead should have at least 10 years of experience in doing similar
work/consultancies. Work experience in a development/ humanitarian context is essential.
o The lead should have a proven track record of conducting salary surveys, job matching, and
construction of salary scales for NGOs, Section 42 Companies or multinational organisations.
o The assignment lead should have familiarity with local rules, legislation and practices
governing human resource policies and labour laws.
- Letters of reference from three (3) major clients from the development sector with whom similar
assignments have been undertaken should be provided.
- List and contact details of the organization for which similar consultancies have been undertaken over
the last five (5) years.
- A short but very clear write-up on the firm understanding of what the exercise entails and the proposed
approach, methodology, timing and outputs.
- Detailed firm profile.
- Should be GST and Income Tax registered (tax exempted firms will have to provide tax exemption
certificate).
- Method of Job evaluation to be used for the assignment.

Proposed Evaluation Criteria:

- The technical evaluation of the proposal will be given 70% weightage as per the following criteria:

Criteria Max Score Documents Required

10 years of relevant experience in Human Resource 30 Completion certificate of at

Management and Organizational Development with least three salary surveys
proven experience of conducting large scale Job conducted in Pakistan
Evaluation and functional/structural/ compensation capturing INGOs during the
reviews for INGOs. past 5 years.

Team Lead: 25 Detailed CV

Experience as defined above

Team Members proposed for the assignment: 15 Detailed CVs

Suitably qualified and experienced team members with
clear indication on sufficient number of resources
allocated for the scope of assignment.

Methodology: 20 Write-up on the firm

Proposed methodology for the assignment/ job understanding of what the
evaluation/ job matching etc to be used during the exercise entails and the
assignment. proposed approach,
 methodology, timing and
outputs

Presentation: 10

Firms meeting the minimum qualification criteria will

be required to present their proposal to CIP’s
evaluation committee covering firm’s profile, technical
expertise, team profile, projects completed, and
methodology proposed for the assignment. The
assignment lead should be present in the meeting.

- The remaining 30% weightage is being assigned towards financial evaluation.

Deliverable(s):

No. Activity / Deliverable Expected LOE Schedule

Within two
Inception report outlining approach, methodology, work
working days of
1 plan and proposed outline of report presented to the CO As per workplan
signing the
SMT.
contract
Within one
A list of competitors for approval from CIP within one
2 As per workplan week of signing
week of signing the contract.
the contract
Salary data from the competitors should be submitted
Within twenty
within the next 20 days. This is a tentative timeline and
3 As per workplan days of signing
further discussions will be held with the selected firm to
the contract
ensure that this time frame is reasonable.
Draft report which should include executive summary,
findings, recommendations and proposed action and Within one
communications plan. The draft report should include a month of
4 As per workplan
Salary Range Based on Research, for each pay grade. signing the
Percentile methodology should be established to determine contract
salary range.
Final report along with a presentation, including the Within 45 days
5 suggested salary grades and steps within each grade for As per workplan of signing the
CIP. contract
As per
Total
workplan

A lump sum cost of the assignment should be provided along with a breakdown as per each deliverable
provided above. Prices should be inclusive of all applicable taxes.

Period of Performance and LOE:

The expected duration of the assignment is from December 20, 2020 till January 31, 2021.
Administrative Support:

N/A.

Ownership/Control of Work and Product/Publication

All materials produced or acquired during the appointment – written, graphic, digital, coding related,
audio/video or otherwise - shall remain the property of CIP unless and to the extent such rights are explicitly
relinquished (in whole or in part) by CIP, in writing. CIP furthermore retains the exclusive right to publish or
disseminate in all languages reports arising from such materials.

In the event of early termination of the appointment or non-renewal upon the contract’s expiration, the firm
shall, deliver copies of all materials and data developed with CIP funds to the task manager. Any material
developed by the firm under these TORs may not be used without written prior approval by CIP.

Documents submission process

The technical and financial proposals ( in hard form only ) should be sent in separate sealed envelopes, marked
on the top right hand corner “CIP Salary Survey”. Please submit proposals to Procurement Department
CARE International in Pakistan, Sector I-8/2, street 46, Plot #1.

The last day for submission is 14 December 2020. Only short listed applicants will be contacted. CIP reserves
the right to reject any or all proposals and is not bound to any legal claim in this regard. No telephone inquiries
will be entertained.