Overall Purpose & Rational of the Job Evaluation Process
Urgent Action Fund-Africa seeks an experienced human resources consultancy firm to support and accompany the Fund to carry out an organisation-wide job evaluation (JE) process. Periodically to ensure alignment with market trends, review staff capacity needs and for strategic human resources planning, UAF-Africa engages skilled human resources consultants to carry out this work in an effort to create a pay structure that is fair, equitable, and consistent for all staff at UAF-Africa, in line with market trends. Noting that it is prudent to review existing jobs to access their relative worth and their alignment with the new objectives as spelt out in UAF-Africa’s strategic compass, “**Centering African Womn: Feminist R/evolution in Action”, which runs** from 2021 to 2030. The Fund invites eligible HR consultancy firms to submit their interests latest 22 April 2022.
UAF-Africa employs job evaluations (JE) as a systematic way of determining the value/worth of each job within the Fund, vis-a-vis the work laid out in the respective strategic compass. This job evaluation will enable a methodical comparison between jobs to assess their relative worth for the purpose of establishing rational job grades and streamlining of roles and responsibilities effectively. It also aims to ensure transparency in the Funds’ policies and practices around job grading, job roles and responsibilities and further upholding consistency with market and industry averages and expectations.
Therefore, this job evaluation aims to;
Understanding that a robust job evaluation process depends heavily on the job analysis process, the consultants must carry out a systematic job analysis of all jobs at UAF-Africa aimed at providing job specific information to be used to carry out a successful job evaluation.
Using comparative data and information from other similar and like-minded organisations, the consultants should review current jobs to ensure alignment with the objectives and key deliverables of the Fund for the next 3 years (2023 – 2025).
Identify gaps in current staff skills and capacity to meet the demands of the work.
Recommendations on skills/capacity development needs for the current job holders.
Review and project additional staffing needs / if necessary with clear justification in line with the 2021 – 2030 strategic compass.
Systematically review the current grade system and align both current jobs and new jobs accordingly.
Review the peculiarity of the Fund’s structure and its operations vis-à-vis like-minded organisations and access the competitiveness and viability of the Fund and further recommend and offer guidance on best practises and trends that improve the internal workings of the Fund going forward. To make UAF-Africa a competitive employer in the African Global markets.
Apply before 04/22/2022
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