Why we need a Global Grading Framework

Currently, MSF does not have a consistent approach to grading jobs and functions in Operational Directorates (ODs), Sections, Regional Entities, and projects. 

Although the IRFFG (field function grid) provides common criteria for grading functions in MSF projects, different grading criteria are still applied in OD Headquarters, Sections, Branch Offices, and Regional Entities. This inconsistency means that work is not valued uniformly across the organisation. Additionally, we rely on varying definitions, job requirements, and function structures.  

The rapid increase in hosted functions worldwide highlights the limitations of some local systems, which are not equipped to evaluate these functions consistently or comparatively. As MSF continues to expand intersectional hubs and operations, the lack of standardized and transparent grading creates challenges, including inconsistencies in function scoring and tensions between entities. 

A Global Grading Framework will provide transparent and consistent global standards, enabling better support for intersectional initiatives and improving staff mobility.
 

What is the Global Grading Framework?

The Global Grading Framework (GGF) provides the criteria and common language needed to ensure consistency in how positions are graded across MSF. 

This framework will serve as a global HR tool for grading positions within MSF, providing shared definitions and criteria to value jobs, while fostering a common understanding of our workforce.  
To develop the framework, MSF collaborated with Korn Ferry external technical experts. The GGF is based on the Korn Ferry Hay method, a widely recognized approached used by MSF entities as well as numerous companies and NGOs globally. 

The GGF includes a set of generic job families (managers, advisors, technicians, clinical health professionals, etc). Each job within the organisation can be mapped to a specific job family and a corresponding level within the framework. Jobs are scored using descriptors and accountabilities defined for each job family, ensuring a transparent process for assigning a grade on the global scale that demonstrate the value of the job to MSF. 

The GGF will enable the comparison of similar roles across different MSF entities.  HR teams across the organization will be able to use the GGF to grade jobs effectively and uniformly. 

The Global Grading Framework includes:

• a job scoring tool,
• the scoring criteria for each descriptor
• a grid that allows MSF to compare all jobs  
• a governance model that supports HR teams in the scoring process
• an intersectional group, known as the Global Grading Group, established to supports HR teams across the organisation by addressing questions and managing escalations. Additionally, the group is responsible for scoring any new or revised programme functions (as part of the Programme Function Grid).

The benefits of having a Global Grading Framework

For MSF

• Provides a basis for a coherent pay and benefit system for a global workforce.
• Provides transparency and accountability by having a global scoring tool for all jobs across the organisation.
• Supports new entities in establishing their new structure and supports transparency and consistency in scoring. 

For Human Resources

• Provides a basis for joint HR initiatives.
• Facilitates standardisation in the sharing of staff across entities, included hosted staff.
• Enables the creation of global solutions (e.g. COVID-19 measures).
• Allows the analysis of global HR needs and trends across all entities, and for partner sections that recruit for multiple operations. 

For MSF staff

• Transparent and consistent scoring of functions enables staff to compare jobs across MSF and see equity in job values for same jobs.
• Support intersectional recruitment and career progression, by allowing staff to see where their current job´s skills and expertise are required or comparable in other jobs, for career progression.
• Facilitates mobility across the organisation, including mobile staff who want to work with multiple entities and be rewarded similarly, or Locally Hired Staff, who wish to identify career progression in countries that have multiple operations.   
   

How the Global Grading Framework was built

The development of the Global Grading Framework was a collaborative effort involving MSF's leadership, directors' platforms, and functional departments. Functional experts from across all areas of the organisation worked closely with the International HR team, supported by Korn Ferry, to define a standardised set of job families and functions. 

Starting in 2022, a series of workshops were held to gather the feedback from these functional experts. Throughout the process, stakeholders and MSF functional experts were regularly consulted to collect to ensure that the framework reflects the realities and needs of MSF.
 

The Programme Function Grid

Programme functions currently included in the IRFFG were graded using the Global Grading Framework. This process resulted in the creation of an updated function grid for programme functions, now referred to as the Programme Function Grid (PFG). The PFG will fully replace the IRFFG across all programme countries.
 

The mapping process, which involved grading programme functions according to the Global Grading Framework, reflects the direction provided by the Full ExCom and the agreed Design Principles. 

• To value clinical medial functions -> Reflected in the increased levels of all medical specialist functions after mapping to the GGF
• To apply the same criteria to value all functions across MSF entities -> Reflected in increased levels of many specialist, supervisor, and activity manager roles to match similar roles in other parts of the organisation
• To take operational complexity into account -> Reflected in multi-level design of the job families (with the exception of programme coordination roles as agreed by the IDRH)
• To support a mobile workforce -> A common language to describe work, creating transparency and allowing to compare jobs across entities. 

Important decisions related to the Programme Function Grid include:

• The Programme Function Grid will no longer use job categories that are strictly divided by levels (supervisor, manager, skilled), since these were perceived as too rigid not allowing any overlap.
• The levels of Medical Doctors, Nurses and Midwives, and Health Specialists jobs have been increased to reach international standards.
• A range of levels for specific MD, Nurse and Midwife profiles with clear definitions has been introduced to recognize the various professional levels available and needed in our workforce.
• The level of Log/Supply Activity Managers, Technicians and Specialists functions has been adjusted by 1-2 levels in the Programme Function Grid to ensure coherence and consistency across MSF.
• The levels of basic skilled jobs have been adjusted and the lowest level in the grid has been removed to prevent under grading.
• t is important to note that changing grades from IRFFG to PFG does not automatically imply an increase/ decrease in salary. 

Language and terminology

MSF recognizes the importance of language and terminology in advancing our broader goals of diversity, equity, and inclusion. This commitment aligns with follows MSF's Action Plan on Tackling Institutional Discrimination and Racism, alongside other global DEI commitments.

The use of outdated terms can be perceived as exclusionary, affecting how staff engage and connect with MSF. As intersectional operations and regional hubs expand and more alignment between ODs is achieved, the need for aligned job titles becomes increasingly urgent. 

The implementation of the Programme Function Grid provides a valuable opportunity to update and align job titles to reflect our collective impact. Changes to job titles will be introduced at the same time as the implementation of the Programme Function Grid.

Timelines

The implementation of the Programme Function Grid is complex and dependant on other key changes to be implemented. This will take time.

MOBILE STAFF  

The Programme Function Grid will be used for mobile staff starting October 2026, i.e. 
when mobile staff take on a new assignment as of October 2026, the function and function level will be determined using the Programme Function Grid.

COUNTRY BASED STAFF IN PROGRAMMES 

The Programme Function Grid will be implemented country by country over four years until 2030. This means there is a transition period from 2026 until 2030 where both the IRFFG and the Programme Function Grid will be used in different countries for country-based staff in programmes.