Transcript CGIAR Review of Total Compensation

CGIAR
Review of Total
Compensation
May 10, 2004
CGIAR Review of Total
Compensation
Background
Approach
Survey Results for Phase 1
Diversity
Disclosure Principles
Next Steps
Background
CGIAR ExCo concluded at its May 2003
meeting that:
“The Secretariat working with CBC,
should prepare a paper of
compensation structures and levels and
mechanisms for ensuring transparency.
Compensation data on the CGIAR
should be compared with those from
appropriate comparator organizations.
The CGIAR data should be enriched
with the expansion of the study to
include compensation packages for
locally recruited staff. ”
Terms of Reference
• Drafted in consultation with CBC
• Approved in January 2004 by ExCo
Review was divided into 4 Phases
• Phase 1-Review of Compensation Structures
and Mechanisms for Ensuring Transparency
of Internationally Recruited Staff (IRS)
• Phase 2- Comparison of CGIAR
Compensation package for IRS with the
Market
• Phase 3- Review of CGIAR Compensation
Structures for Nationally Recruited Staff
(NRS)
• Phase 4- Integrated Results Report
Overall Approach
• Governance of Project: Steering Group
• Collaborative and Technical Support:
Focal points from each Center, appointed by
DG’s
SAS-HR Director and G & D Leader
• Professional Anchor: Sandra Lawrence for overall
coordination, technical advice and quality control
• Survey and analysis: Persis Mathias, Project
Leader from Hewitt Associates, Malaysia
Overall Compensation Philosophy
for IRS
To internationally recruit the best qualified staff
• To do so, need to address:
Often remote location of center
Need for enhanced security
Limited opportunity for spouse employment
Uprooting of families from home country
Policies to maintain close contact, both
professionally and personally to home country
in view of term appointments
• These factors affect the design of overall
package of salary, allowance and benefits
Phase 1- Survey of
Compensation Levels
Objective
• To collect and analyze compensation
cash, benefits & administration
information across the centers and
system office of CGIAR
• To cover research, administrative
service and management levels
Scope
Mapping
• IRS mapped to 9 Hewitt based CGIAR
composite levels
Cash compensation
• Actual minimum, median & maximum
base salary data
• Bonuses
• Other cash payments
Benefits
• All employee benefits
Salary administration
• Compensation philosophy & structures
Process and Methodology
SURVEY
PLANNING
Planning
- Finalize
scope
- Develop
and ratify
level
descriptors
- Establish
project
milestones
- Establish
center focal
points
SURVEY
QUESTIONNAIRE
Finalized
customized
questionnair
es (Based on
ILRI study)
Sent and
explained the
questionnair
es to all the
Centers
Filled in
benefit
questionnair
es to centers
that
participated
in ILRI study
SURVEY
ADMINISTRA
TION
Level
Equivalence
via Hewitt’s
level
descriptors
Electronic
data
collection,
Data entry
SURVEY
ANALYSIS
Data
Clarification
- Cash
- Benefits
Report
Generation
Data Analysis
Data
verification
Communicati
on and
verification
of Level
Mapping
Report
SURVEY
DELIVERY
Preliminary
Analysis
Report
Presentation
Hewitt/CGIAR Research
Level Indicators
Focus on the Role in terms of
degree of challenge/complexity in:
Scientific Research
Resource Management
Building collaborations and partnerships
Other indicative dimensions included
• Qualifications & experience
• Designation/ Position title
• Quantifiable dimensions
CGIAR Composite Research
Level 3
Scientific Research
Focus on Role: Degree of challenge /
complexity
Creation & generation of ideas/solutions for new research areas. Highly innovative
research. Developing & linking new tools and methods/ new innovations in one large
complex project or several disciplinary areas & operating projects. High level
development work leading to a defined product. Exacting & precise science.
Resource Management
Direction from supervisor/s is largely through planning & direction. Overall resource
management. Fairly high level of leadership in the conceptual development of research
projects. Oversight of large budgets and expenditures.
Building collaborations and partnerships
Plan and play a major role in securing project funding. May be involved with complex
reporting for multiple donors. Responsible for overall resource mobilization for projects
one is leading, including initiating proposals for large scale long term projects
Scientists at this level may carry significant management
responsibility or else be recognized as a senior in providing
intellectual input and disciplinary expertise to programs/projects.
CGIAR Composite Research
Level 3 Other Indicative Dimensions
Qualification & experience



Quantifiable dimensions
Indicative designations/ titles
Doctoral course in the assigned
subject area
Post doctoral experience of 15 – 20
years
Scientific & Development
Recognition
 Financial Responsibility
 Resource Mobilization
 People Management
 Project Leader
 Senior Scientists
Base Salary
• Range of Median Base Salary
•
•
•
Shows base salary paid across all
Centers and the System office at
Minimum, Maximum, Median and Mean
of each Level across centers
Base salary is the actual annual
amount paid to individuals based on
their level of responsibility
Mean is the average of all individual
salaries and median is the 50th
percentile
Overview Range of Median Base Salary
Min
Max
Mgmt 2
Mgmt 1
Services 3
Services 2
Services 1
Legend
Research 4
Median
Mean
Research 3
Research 2
Research 1
0
20
40
60
80
100
120
Figures in USD 000's per annum as of Dec 2003
140
160
180
200
Total Compensation
Comparisons
• Variations and differences come to light when one
looks at the over view of compensation and the
method of delivery- cash allowance vs. benefit
• Some benefits are paid as cash allowances, others
are policies
• In order to approximate total compensation,
added all cash payments, quantifiable benefits,
estimated pension contribution and cost of
insurances
Comparison of 3 Centers
Overview of Median Total Compensation
Min
Max
Mgmt 2
Mgmt 1
Services 3
Services 2
Services 1
Legend
Research 4
Median
Mean
Research 3
Research 2
Research 1
0
50
100
150
200
250
300
Figures in USD 000's per annum as of Dec 2003
Benefit Policies
Benefits were analyzed from a policy perspective
• Medical Plans:
hospitalization and clinical
plans
• Insurance: Life and
Disability
• Pension & Gratuity
• Travel Assistance
• Vacation Travel
• Housing
Assistance
• Children’s
Education
• Club Membership
• Relocation
Benefits
• Time Off
• Center Provided Car
Overall policies for benefits are similar but,
-variations in plan design details
-different delivery methods across benefits
Example of Variation in Plan Detail
– Home Leave
Staff, spouse and:
• Authorized dependents below 23 years of age (2
Centers)
• Dependent and resident children below 24 years (2)
• Eligible dependents up to 21 years of age (3)
• Dependent resident children up to grade 12 (1)
• Spouse or domestic partner, resident children up to 18
years of age (1)
• All dependents below the age of 26 (1)
• 4 children (1)
• Dependents resident at duty station (1)
• Whole family provided staff also takes leave (1)
• Spouse or domestic partner and dependent children
(1)
Center Pay Structures
8
7
6
5
4
3
2
1
0
Broad bands/ grades
Individual market ref points
Traditional sal structure
No structure
Locations
Location Spread
• Internationally recruited staff
are spread across 62 countries
• At some locations as many as 8
centers have staff
Locations where Internationally Recruited Staff are:
Loca tions
Afghanis tan
Aus tralia
Banglades h
Benin
Belgium
Bolivia
Brazil
Burkina Fas o
Cam bodia
Cam eroon
China
Colom bia
Cos ta Rica
Congo
Ecuador
Egypt
Ethiopia
France
Gabon
Georgia
Ghana
Honduras
India
Indones ia
Iran
Italy
Ivory Cos t
Jordan
Kazakhs tan
Kenya
Korea
Laos
Malawi
Malays ia
Mali
Morocco
Mozam bique
Nepal
New Caledonia
Nicaragua
Niger
Nigeria
Pakis tan
Peru
Philippines
Rwanda
Senegal
Solom on Is lands
South Africa
Sri Lanka
Syria
Tanzania
Thailand
Tunis ia
CIAT
CIFOR
CIMMYT
CIP
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ICARDA ICRAF ICRISAT
IITA
ILRI
IPGRI
IRRI
IW MI
W ARDA
W orld
Fish
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TOTAL
2
1
3
1
0
2
2
1
1
4
4
3
2
1
1
2
4
2
1
1
2
1
5
3
1
2
1
1
1
8
1
4
6
2
2
0
3
2
1
2
2
3
1
2
7
2
2
1
1
1
2
2
3
2
Diversity
Reviewed base salary
differences by
• Gender
• Nationality Groupings
• Part 1- Industrialized Countries
• Part 11- Developing Countries
Gender Data - Ratios with Males =100
Females
Research
%
Ave base
salary
19%
19%
18%
12%
104
99
97
95
Level
1
2
3
4
Males
Ave age Ave years
in Center
34
42
46
47
1
4
6
8
%
81%
81%
82%
88%
Ave base
salary
100
100
100
100
Ave age Ave years
in Center
39
44
49
52
2
4
7
10
Nationality Data -Ratios with Part 1 = 100
Part I
Part II
Research Number Ave base Ave age Ave years Number Ave base Ave age Ave years
Level
salary
in Center
salary
in Center
Part I =100
1
2
3
4
40%
54%
56%
58%
100
100
100
100
34
41
47
51
1
4
6
10
60%
46%
44%
42%
89
88
93
89
41
46
51
52
2
4
8
10
To Summarize:
 IRS staff at centers and system office mapped to Hewitt
based CGIAR composite 9 level scale – 4 research
levels, 3 support levels and 2 management levels
 Average total compensation USD62,000 at lowest level
R1/S1 to USD 217,000 at highest level M2
 Similar benefit policies but diversity in plan design,
implementation and delivery methods
Steering Committee recommends that
Results should not be posted on CGIAR web until
completion of phase II. However, can be made available
to members upon request
Transparency and
Disclosure
Objective
To recommend mechanisms to
ensure disclosure of the
compensation structures while
maintaining confidentiality for
the individual staff
Practices of Publicly Funded
Organizations
• Reviewed practices of a sample of
organizations, including Multilateral
Development Banks, UN, European
Commission, Bilateral Agencies
• All have public disclosure of
Salary Structures
Benefits Policies
General Employment Data
• Some are disclosed on external web page,
others by request
• Generally do not release any individual’s
personal data, the exception being the
President or Head of the organization
CGIAR Disclosure Principles
Steering Group
Recommendations
• Overview of base salary ranges
• Benefits policies
• Basic employment data, e.G. Overall
number of staff by employment
category
• All material updated periodically
• No disclosure of individual staff data
Approach to Phase 2
IRS Comparison to Market
Objective
To provide a comparison of the current
compensation structures with those of comparator
organizations particularly those engaged in
agricultural research, in private and public sectors,
world-wide
Content Coverage
Compensation packages and salary levels for out
posted staff
Basket of Comparators
National Agriculture Research Organizations (5)
Private Sector (2)
International Organizations (1 or 2)
Target Completion Date: Early 2005
Approach to Phase 3
Nationally Recruited Staff
Objective
• To review key aspects of NRS package
Coverage
•
•
•
Comparison of NRS with IRS in terms of
benefits provided
Comparison of NRS to local market based on
existing data in selected locations
Comparison of NRS across centers in a
particular location
Target Completion Date: Early 2005
Phase 4
Integrated Results
• Synthesis and Recommendations
• Target Completion Date: End 2005