NATIONAL STAFFS REMUNERATION SURVEY & GRADE STRUCTURE REVIEW

NATIONAL STAFFS REMUNERATION SURVEY & GRADE STRUCTURE REVIEW

1. Background information:
The current national staff salary grade structure was designed in 2008 following a salary and benefits survey and Job Evaluation exercise. Existing positions were placed in seven different levels with minimum salary in each level determined by a salary market survey. Since 2008 the job market in Sudan has changed with many positions that were international in 2008 being nationalized and also other job titles coming up. CRS is also increasing its geographical coverage to include other areas in Sudan that were not previously covered.,

CRS has 93 national staff with Sudan program accounting for 82%, of the staff. The rest of the staffs are international. CRS Sudan Program carried out its last salary survey for the Sudanese and non Sudanese national staff in 2008.


2. Objective of the Consultancy:
a) The objective of the consultancy is to review the existing structure and make recommendations to management on a revised grade structure that:
 Addresses the current need and is also flexible enough to accommodate future changes
 Has more generic titles and reduce the number of titles in the structure.
 Is within the market norms in terms of levels as well as the minimum and maximum salary
b) Conduct a remuneration survey and report on CRS staff remuneration package in comparison with that of other comparator organizations.

3. Expected output
a) Grade Structure Review
 A report reflecting any market-related data/research gathered during the consultancy with comparator information. The report should include market/industry norms.
 Recommended process for grading new positions that ensure internal equity.
 A recommended revised grade structure that addresses the issues mentioned above
 Suggestions/recommendations on how to address situations where staff have reached maximum salaries allowed for their level
b) Remuneration survey
 A final report on the entire salary and benefits exercise including data analysis and proposed changes
 A summarized report for comparator organizations

Consultant will be expected to provide information on the methodology to be adopted for the assignment, advise the period it will take to finalize the consultancy as well as the consultancy fees – either cost per day or consolidate the consultancy fee for the entire assignment


Qualification Criteria
Eligible consultancy firms with the relevant qualifications and experience in conducting similar surveys are invited to express their interest in carrying out the survey by submitting an (EOI) document containing the following minimum requirements:-
 Certificate of Requirement/Incorporation
 Valid trade license
 Valid tax Compliance Certificate
 Proof of financial capability (copies of audited accounts for, 2009, 2010).
 List of similar jobs undertaken in the last two (2) years giving the description of study, status, client names, addresses and contract sums.
 Experience, qualifications and competence of the key staff proposed for the assignment (the leader must have at least a Master's degree in Statistics and/or Economics. All other team members must have at least a first degree).
Expression of interest documents in plain sealed clearly marked "Tender No. TENDER NO. CRSS/TNDR/2/EOI/SBS/2010/2011: Expression of interest for consultancy services to conduct salary and benefits survey “should be addressed to the undersigned or placed in the Tender Box at Main Administration Block at the Reception Desk so as to reach him on or before 18th March 2011 at 5.00 pm.
Opening of Expression of Interest documents will take place immediately thereafter in the CRS conference room in the presence of consultants who choose to attend.
Write to:

Human Resources Manager
Catholic Relief Services – Sudan Program
E-mail: telisapana@crssudan.org or wmaina@crssudan.org



Approved By


Andrew Rosauer
Deputy Country Representative
Catholic Relief Services – Sudan program