RFP: Job Evaluation Consultancy Services at Natural State

The consultant is expected to deliver the following interconnected workstreams:

Job Analysis & Global Job Architecture

• Conduct a comprehensive analysis of all current roles.
• Develop a unified, equitable job grade structure that consistently evaluates and groups all roles across all locations based on objective factors (e.g., complexity, accountability, impact).
• Deliverable: A documented job architecture with defined grade levels and criteria.

Compensation Philosophy & Market Benchmarking

• Facilitate workshops to develop a written Compensation & Reward Philosophy statement.
• Conduct competitive salary benchmarking for benchmark roles, utilizing relevant NGO/technology/sector data for Kenya and the USA as primary markets.
• Deliverable: A compensation philosophy document and a market analysis report.

Equitable Salary Structure & Policy Development

• Design a proposed salary structure (ranges/bands) aligned with the new job architecture and market data.
• Draft a comprehensive and practical Compensation Policy covering salary administration, adjustments, promotions, and anomaly management.
• Deliverable: Proposed salary ranges and a draft Compensation Policy.

Organizational Structure Review

• Review the current organizational chart and reporting lines.
• Provide recommendations to align the formal structure with the new job architecture and strategic goals.
• Deliverable: An optimized organizational structure proposal.

Performance Management Framework Design

• Design a simple, scalable Performance Management Framework (process, not software)
• The framework must include a defined cycle (e.g., goal setting, check-ins, year-end review), guidance for evaluating both objectives and core competences, and a clear link to development and compensation.
• Deliverable: A complete Performance Management Framework document with process maps, role guidelines, and sample templates.

Implementation Planning & Change Management Support

• Develop a phased implementation and communication plan for rolling out the new frameworks to leadership, managers, and staff.
• Provide recommendations for ongoing system maintenance.
• Deliverable: An implementation roadmap and change management strategy.