CGIARReview of Total Compensation
May 10, 2004
CGIAR Review of Total Compensation BackgroundApproachSurvey Results for Phase 1DiversityDisclosure PrinciplesNext Steps
BackgroundCGIAR 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 MarketPhase 3- Review of CGIAR Compensation Structures for Nationally Recruited Staff (NRS)Phase 4- Integrated Results Report
Overall ApproachGovernance of Project: Steering Group
Collaborative and Technical Support:Focal points from each Center, appointed by DGsSAS-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 Philosophyfor IRSTo internationally recruit the best qualified staff
To do so, need to address:Often remote location of centerNeed for enhanced securityLimited opportunity for spouse employmentUprooting of families from home countryPolicies 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 LevelsObjectiveTo 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
MappingIRS mapped to 9 Hewitt based CGIAR composite levelsCash compensationActual minimum, median & maximum base salary dataBonusesOther cash paymentsBenefitsAll employee benefits
Salary administrationCompensation philosophy & structures
Process and MethodologySURVEY PLANNINGSURVEY QUESTIONNAIRESURVEY ADMINISTRATIONSURVEY ANALYSISSURVEY DELIVERYPlanning- Finalize scope - Develop and ratify level descriptors- Establish project milestones - Establish center focal points
Finalized customized questionnaires (Based on ILRI study)Level Equivalence via Hewitts level descriptorsElectronic data collection, Data entrySent and explained the questionnaires to all the Centers
Data verificationData Clarification- Cash- BenefitsData AnalysisPreliminary AnalysisReport GenerationReport PresentationCommunication and verification of Level Mapping ReportFilled in benefit questionnaires to centers that participated in ILRI study
Hewitt/CGIAR Research Level Indicators
Focus on the Role in terms of degree of challenge/complexity in:Scientific ResearchResource ManagementBuilding collaborations and partnerships
Other indicative dimensions includedQualifications & experienceDesignation/ Position titleQuantifiable dimensions
CGIAR Composite Research Level 3
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.
Scientific ResearchResource ManagementDirection 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.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 projectsScientists 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.Focus on Role: Degree of challenge / complexityBuilding collaborations and partnerships
CGIAR Composite Research Level 3
Doctoral course in the assigned subject areaPost doctoral experience of 15 20 yearsScientific & Development RecognitionQualification & experienceOther Indicative DimensionsQuantifiable dimensionsIndicative designations/ titlesFinancial Responsibility Resource Mobilization People Management Project LeaderSenior Scientists
Base Salary
Range of Median Base SalaryShows base salary paid across all Centers and the System office at Minimum, Maximum, Median and Mean of each Level across centersBase salary is the actual annual amount paid to individuals based on their level of responsibilityMean is the average of all individual salaries and median is the 50th percentile
Overview Range of Median Base SalaryFigures in USD 000's per annum as of Dec 2003Legend
Median MeanMinMax
Base Med
Overview of Survey Results
Base Salary (Median)
Figures in USD 000's per annum as of Dec 2003
Positions% ofRange across CGIAR Centers
IncumbentsMinMedianMeanMax
Research
Level 115%22353665
Level 223%38474968
Level 329%29656388
Level 416%588384151
Services
Level 14%25444365
Level 25%29606083
Level 34%379080105
Management
Level 13%83113110130
Level 22%128164159197
Chart1
2243.317
38.3830.107
29.3658.704
58.25293.084
24.67540.066
28.87554.177
36.7568.25
82.547.89
12868.74
Base Med (2)
Overview of Survey Results
Base Salary (Median)
Figures in USD 000's per annum as of Dec 2003
PositionsRange across CGIAR Centers
MinMedianMeanMax
Research
Level 122353665Research 12243
Level 238474968Research 23830
Level 329656388Research 32959
Level 4588384151Research 45893
ServicesServices 12540
Level 125444365Services 22954
Level 229606083Services 33768
Level 3379080105Mgmt 18348
ManagementMgmt 212869
Level 183113110130
Level 2128164159197
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
Allowance and Benefits
tick sheet
CG CentersXYZ
Components of pay
Base SalaryAnnual Base SalaryAAA
Fixed AllowancesRent AllowanceAA
Transport / Mobility AllowanceAA
Consolidated AllowanceA
Responsibility AllowanceAA
Medical check/ DentalA
Other Allowance 1-A
Mobility Allowance
Professional DevelopmentA
Total Fixed Compensation
Performance BonusAnnual Variable Bonus (Sp. Scheme for a Function)A
Annual Variable Bonus (Organisation Scheme)
Total Compensation
Other Allowances &/ or BenefitsEducation AllowanceABA
Home Leave AllowanceABB
Hardship AllowanceABA
Cost of Living AllowanceA
Medical PlanBBB
InsuranceBBB
PensionBBB
HousingAB
CarBB
LoansBB
Hewitt Associates:Car loan
Hewitt Associates:Housing, Car and Other loan programs exit
Hewitt Associates:Staff housing provided
Overview of Median Total CompensationFigures in USD 000's per annum as of Dec 2003MinMax Legend
Median Mean
Chart1
28.972.6825
47.73761.4686
61.31777.77365
82.389895.2466
33.4325668.630015
39.2332596.52155
48.28968119.51557
118.57499555.840905
150.8117.958
Approx. Total Compensation
Overview of Survey Results
Approx. Total Compensation(Median)
Figures in USD 000's per annum as of Dec 2003
Positions% ofRange across CGIAR Centers
IncumbentsMinMedianMeanMax
Research
Level 115%295762102Research 12973
Level 223%487579109Research 24861
Level 329%6110199139Research 36178
Level 416%82132128178Research 48295
ServicesServices 13369
Level 14%338074102Services 23997
Level 25%399997136Services 348120
Level 34%48125122168Mgmt 111956
ManagementMgmt 2151118
Level 13%119149149174
Level 22%151210217269
Benefit PoliciesBenefits were analyzed from a policy perspective
Housing AssistanceChildrens EducationClub MembershipRelocation BenefitsTime Off
Medical Plans: hospitalization and clinical plansInsurance: Life and DisabilityPension & GratuityTravel AssistanceVacation TravelCenter Provided CarOverall policies for benefits are similar but, -variations in plan design details -different delivery methods across benefits
Example of Variation in Plan Detail Home LeaveStaff, 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 residen
