1. PROJECT FAIR
January 2018
Mascha Murphy, HR Manager

2. ORGANISATION OVERVIEW
27 countries
Africa, Haiti, Asia and Middle East
4000 staff
Long term development: health, agriculture, education
Emergency response: shelter, water, food provision
Head office in Dublin, Ireland
Subsidiary offices in the UK and South Korea
Affiliate organisation in US
Largely government funding as well as public donations, UN institutions and corporate donors.

3. DESCRIPTION OF REWARD SYSTEM
Dual salary system
National pay scale based on 50th percentile of the national country market data – has been Concern policy for several years
Birches is our preferred partner for salary surveys (every 2 years)
In the past, salary management was decentralised, now done from Head Office. HR involved in job matching and data submission.
Head Office responsible for consistency & monitoring salaries
Policy allows exceptional cases 50th – 75th percentile
International pay scale based on combination of 50th percentile of Birches data and peer organisations.
Contract length varies – CDs 3 years. Funding dependent.
High levels of mobility

4. DESCRIPTION OF REWARD SYSTEM…
National staff in senior positions (CD) match salary of international staff in similar positions
Benefits - still significant differences (housing, health insurance, education, hardship and expensive country allowances).
Third pay scale for some positions – nationalised roles with senior regional responsibility – on salary scale between national and international

5. CHALLENGES FACING THE SALARY SYSTEM
Staff concerns regarding fairness of reward system
Operating in high-risk, remote areas – recruitment is challenging
Remaining competitive in the sector

6. PROS AND CONS OF THE SYSTEM
Some important steps towards a more equitable system:
CDs are on comparable scales and salary for national E’ees in regional roles recognises added responsibilities
Ongoing issues…
alignment of national and international salaries is only at a senior level, still significant differences between int’l and national staff benefits

7. REASONS FOR MAKING THE CHANGE
Changes reflect attempts to make the pay system fairer with the third salary scale for regional positions occupied by national staff and matching CD national and international salaries
Commitment to internal equity and external competitiveness
Affordability

8. Questions?