TERMS OF REFERENCE (TOR) FOR JOB RE-GRADING, SALARY SURVEY AND REVIEW OF SALARY STRUCTURES FOR BIOVISION AFRICA TRUST

1.0 OVERVIEW OF THE ROLE

BvAT had been operating as a programme under ICIPE until end of 2015. In 2016 January, BvAT became autonomous. We had a salary survey and a job grading structure done at the beginning of 2016 (this will be provided). The report from this survey was approved by the Board of Trustees (BoT) in May 2016 and has been in use to date. However, it has been noted that some staff have since taken on more responsibilities than was on their original job descriptions (JDs) and on which a pay scale had been awarded based on the weight of their duties and responsibilities then. It is in view of this that we would like to review all the JDs and our salary structures and align them to the duties and responsibilities of each staff. BvAT is also in the final stages of developing the next strategic plan and we project new positions to be created over the next four years. The consultant will also be required to develop JDs for the new positions as well as grade the positions accordingly.

2.0 OBJECTIVES

A review of BvAT’s grading and salary structure is now required with the overall aim of ensuring that its salary and benefits packages are equitable, match the responsibilities and duties of each position and are competitive to enable BvAT attract and retain high level talent as well as address the following issues that have been identified.

1. The current job grades and salary structure were developed in 2015 and put into operation in 2016 with BvAT becoming autonomous from ICIPE’s institutional support. With time, new programmes have come up and with this expansion, some staff have taken up more duties and responsibilities that were not part of their JDs at the start. Moreover, job grades and salary structure have been in effect for more than 5 financial years, hence they need to be reviewed considering the local market analysis, comparators benchmarking and job matching. Thus in ensuring equal pay for equal work done, it will be fair to review all the JDs and align them accordingly. The same will also be put into consideration for staff whose duties and responsibilities have been reduced over the years.

2. As we continue growing, it has been noted that the salary bands recommended by the first review were a bit limiting and do not provide room for growth. This is worse for job grades G1 and G2.

3. The previous survey considered few organizations who participated in the survey that informed the current salary structure. This limited critical analysis and comparison in terms of progamme size, their budget volume and number of staffs. Hence, the proposed survey may need to consider at least 10 organizations that BvAT can be benchmarked with.

4. In an effort to ensure attraction and retention of high performing staff, there is need to review the salary grades to match up to the benefits packages of organizations similar to BvAT.

3.0 DELIVERABLES

The consultant will report to BvAT’s Executive Director. He/she will be expected to have at least two meetings with the BvAT management team. Key deliverables will include:

1. Work plan with a process and schedules for delivering the consultancy services.

2. Undertaking a meeting with the BvAT ED, as well as the management team to better understand the requirements, priorities and the expectations from the onset.

3. Review the existing salary scales and job grading structure, determine if any revisions are necessary, and then make recommendations to the BvAT management regarding these revisions.

4. Review the current job descriptions and advise accordingly. In areas where a re-match to job salary grade is required, he/she should provide explanations/ justifications for the same.

5. Liaise with Finance and HR to prepare a projectory job grades and salary reviews for any anticipated new jobs/ roles at BvAT within the next strategic plan period (2021-2024).

6. Prepare a detailed report with recommendations and budgetary implications of all issues identified in 1-5 above.

4.0 DURATION

The task is expected to be completed within 14 working days from the date of signing contract.

5.0 MATERIALS

1. BvAT salary survey report for 2016

2. BvAT’s current salary and grading structures

3. All the current staff job descriptions

4. A write up of all additional duties and responsibilities being undertaken by various staff

5. BvAT 2016-2020 strategic Plan

6. BvAT 2021-2024 draft Strategic Plan

7. BvAT HR and Finance Manuals

QUALIFICATIONS

This task will be conducted by a consultant having the following main qualifications:

· At least a Masters degree or equivalent with a major in a relevant discipline (e.g. Human Resource Management, Organizational Development, or related social sciences.

· Demonstrable experience of over 5 years in a similar assignment