Request For Proposal: Salary, Benefits And Remuneration Structure Benchmarking In Kenya The Boma Project (Boma) At The BOMA Project

1.Introduction
The BOMA Project (BOMA) seeks to contract a consultant (the “Consultant”) to conduct a benchmarking exercise to provide a recommendation for the current salary, benefits and remuneration structure aligned to current market pay for similar NGOs in Kenya.
The Service to be undertaken will be to:
i) conduct a salary and benefits benchmarking exercise (including both base and cost-to-organization-view points) for the existing jobs/job grades.
ii) recommend salary levels, benefits and any other non-salary remunerations for each role.
The Consultant will leverage existing data sources in Kenya and other peer organizations to ensure that BOMA achieves a clear understanding of the most appropriate salary, benefits and remuneration structure that aligns the needs of BOMA within the current labor market in Kenya.

2.Background
BOMA is working to lift 3 million people out of extreme poverty by 2027. BOMA’s mission is to provide the people and governments of Africa’s drylands with economic inclusion programs that increase resilience to multiple crises. BOMA stands out for its focus on last mile populations of the drylands of Africa, who are most at risk to shocks from climate change and COVID-19, tech savvy and data driven approach, impressive graduation rate and 99% local structure based in Africa.

Find out more about BOMA by visiting our website

BOMA would like to ensure its salary and benefits review structure is competitive and equitable and that it matches the responsibilities and duties of each position with an aim to attract and retain high level talent. BOMA has an existing job grades and salary structure that was updated in 2022.
The Consultant will review important elements of comparison within any given salary scale i.e. the relationship between one grade / next grade to ensure that there is internal equity between grades.
•We currently have a single salary scale that is used to pay employees in Kenya.

3.Scope of Work
3.1 Assignment Context
BOMA seeks to review and update its existing salary structure/bands. BOMA recruits experienced professionals who are highly motivated to make a difference within the overall vision of alleviating poverty in the drylands of Africa. This means that remuneration is unlikely to be the defining factor in a person’s decision to join; however, it does require that the BOMA’s salary scale be reasonably competitive. BOMA wishes to be an employer of choice for well-motivated staff.

3.2 Assignment Scope
For this assignment, The Consultant will conduct a salary survey that reviews the salary for staff in BOMA against those employers in the market that we target and relate to. The survey should cover base salary as well as total cost-to-organization benefits with an explanation of the elements therein, e.g., pension contribution etc.

The Consultant Terms of Reference (TOR) comprise of:
3.2.1 Review the current pay scales, salary grading and employee benefits and advise accordingly. In areas where a reconfiguration of job salary grade is required the explanations or justifications to be provided.
3.2.2 Recommend salaries, allowances, key benefits and any non-salary remunerations for the organization / each role advising on market positioning (25th percentile, median or 75th percentile).
3.2.3 Advise on emerging trends in employees renumeration and benefits with the aim of attracting, retaining and motivating employees.
3.2.4 Recommend employee recognition structures/frameworks that similar organizations to BOMA have implemented for employees’ motivation and retention
3.2.5 Advise on best practice/approaches to implement salary reviews and cost-of-living adjustment on an annual basis.

4.Timeline
All deliverables are expected by 15th October 2024.

5.Methodology
The Consultant will make use of existing sources of salary data including reviewing current job descriptions to facilitate an accurate determination of prospective salary levels for various positions and job groups.

The Consultant will work closely with the Chief of People & Culture Officer and will treat all aspects of this assignment with utmost confidentiality.

6.Deliverables
The following outputs are required from the Consultant:
6.1 A consolidated report showing data sources, methodologies and recommendations from the findings of the salary, benefits and job benchmarking exercise
6.2 Proposed updated salary and benefits structure to align with any shifts in the market with justification for any shift. The salary structure contains the entry level and maximum renumeration for all jobs.

7.Proposal Contents
A strong proposal should contain the following: –
7.1 An outline of the Consultant’s organization and experience relevant to the assignment preferably with solid background in the Development Sector (NGO).
7.2 A clear description of the approach, data sources, methodology, workplan and deliverables for the assignment
7.3 An itemized budget for both professional fees including fee rates and number of days required.

7.4Annexes that will contain the following: –
7.4.1 Team composition, including roles and responsibilities of team members
7.4.2 CVs (maximum 3 sides of A4 paper each) of key individuals, tailored to the assignment
7.4.3 Work schedule for the assignment
7.4.4 Referee information/Recommendation Letters of similar assignments.