The ICJ is seeking external expertise to conduct a comprehensive review of its global reward system across all regions. The review will include a comparison to relevant benchmarks in both national and international markets.
The aim of this project is to ensure that the ICJ reward structure remains competitive in attracting and retaining top talents while actively embodying the organization’s core values of fairness, equity, and transparency. Furthermore, the new reward structure will reflect the ICJ’s commitment to diversity and inclusion, while guaranteeing an appropriate use of resources.
Objective
The consultant is expected to provide technical expertise with respect to job evaluation, construction of salary scales and benefits, and implementation of a Total Rewards approach. Additionally, the consultant will provide guidance on effective communication strategies to convey these aspects to the staff.
The review involves understanding existing conditions, conducting a market analysis of salaries for all positions by providing and/or analysing data about the current employment market from objective and comprehensive sources. This encompasses analysing prevailing reward structures offered by a diverse range of organizations, national and international, profit and non-profit, operating in countries where ICJ has employees, and comparing the results to rewards offered by the ICJ.
Scope of Consultancy
The Consultant is expected to:
1. Propose principles for the new reward system
• Review existing principles and make suggestions in regard to the principles that will guide the new reward system.
• Develop a methodology for an efficient reward system review, taking into account ICJ’s specificities.
2. Develop a Job Evaluation methodology
• Develop evaluation guidelines for the job evaluation methodology.
• Advise on and support the review of Job descriptions & function titles taking into account ICJ standards and templates.
• Evaluate roles in all countries based on the job evaluation methodology.
• Develop a global function grid.
3. Market analysis
• Conduct a market analysis of rewards for all ICJ functions, using salary data from Comp & Ben benchmarking survey providers and local salary survey providers.
• Benchmark ICJ roles with relevant comparable roles in terms of qualifications and responsibilities across other agencies, and compare rewards (gross salaries, net take home, and benefits).
• Compare job responsibilities of benchmarked functions to determine which functions closely match in terms of responsibilities and rewards.
• Conduct comparable market analysis of benefits, including health insurance, leaves, and other benefits.
4. Design Salary scales & evaluate ICJ Benefits
• Construction of salary scales that allow determination of salary in different locations worldwide, with an integrated performance and skills-based salary progression approach.
• Analysis of current salaries vs new salary scales.
• Recommendations for salary adjustments to bring salaries into line with salary scales and within budget guideline.
• System to effectively monitor and track the Total Rewards structure.
• Provide quality control/validation of the job evaluations undertaken to ensure consistency of evaluations across and within regions.
• Assess how ICJ’s benefits compare to other employers.
• Make recommendations for harmonising benefits package where relevant.
• Identify objective data sources to assess cost of living in different locations and propose a system to monitor cost of living evolution over time, and salary adjustments based on this. Develop a methodology to track evolution of cost of living (COL) and implement regular COL adjustment reviews.
5. Communication strategy, Report and Presentation
• Design and support communication & staff consultation plans with ICJ Management.
• Provide a final report describing research completed, process engaged, recommendations and rationale.
The consolidated report will include recommended grading structure, salary scales and benefits schemes. based on the principles that guide the reward system and the findings of the survey.
• Present the findings and recommendations to ICJ Management.
• Recommend how to bring current staff salaries/compensation into line with new system, within existing funding.
How to apply
Please refer to the full Request For Proposal on icj.org, which includes details about proposal submission.
