Introduction
In order to reduce disparities in pay and benefits among staff in the same role, while also recognizing the value of mobility and international experience, in May 2023 MSF's leadership (the Full ExCom) made the decision to change the model for staff groups.
MSF will transition from the current practice of categorizing staff into international mobile staff, locally hired staff, and HQ staff, to a new model that consists of two groups based on position.
The two new staff groups are:
The new staff groups are designed to align with the strategic directions set by the ExCom. These directions include:
- Ensuring that the staff groups are based on positions rather than individuals.
- Recognizing and rewarding international mobility and enabling the formation of diverse teams.
- Reducing existing disparities in rewards among staff groups, with the aim of moving towards "same job same salary".
- Encouraging individuals to develop and move between staff group to extend their career with MSF.
(A staff group model determines the reasons why certain staff members may be paid using different salary grids and why some staff members may receive additional benefits beyond the core benefits given to all staff.)
These changes aim to create a rewards system that promotes more equity, transparency, and consistency. By doing so, MSF will be better equipped to support a diverse workforce with the necessary skills to address both current operational needs and future humanitarian challenges.
How were the new staff groups identified?
An initial draft proposal for new staff groups was presented to the Full ExCom in October 2022. Following this, the Full ExCom requested that an extensive risk analysis be conducted to effectively understand the operational, organizational, and financial impacts of the proposed new model. This risk analysis was conducted between December 2022 and March 2023, and the full analysis was presented back to the Full ExCom in April 2023.
The risk analysis showed that the proposed model has the capacity to tackle many of the problems identified and contribute to operational priorities, although it also showed that – within MSF – opinions are somewhat polarized, with some considering the proposal is too conservative and some thinking that it is too radical in the change it proposes.
Impacts on salaries and benefits
The new model introduces several changes to how salaries and benefits will be determined for different positions. Detailed design work will be conducted in the coming months, and implementation will be phased over multiple years (the implementation plan will be presented in October 2023 to the Full ExCom).
Various estimates have been developed to provide an understanding of potential future salaries and benefits. These estimates were used in the detailed risk analysis report to inform decision-making by the Full ExCom.
It is important to note that the estimates described here are not final, as the actual salary and benefit packages will be dependent on decisions made by Operational Centres and other entities in the coming months. However, they do represent the current best estimate that can be shared.
It is also worth highlighting that the changes related to staff groups are not the only outcomes of the Rewards Review. In addition, the development of core benefits and a Global Grading Framework will also occur concurrently with the staff group changes. These initiatives aim to ensure consistency and coherence in the provision of key social benefits and job evaluation and grading for the MSF global workforce, regardless of staff location or contract status.
Impact for existing staff groups
Locally Hired Staff (programmes) would become part of the Country-based Group
Impact on pay:
- Positively impacted by the review of the “Living Wage Methodology”
- Locally Hired Coordinators´ (330 FTEs in 2022) salary will increase by different amounts depending on the existing salary, the position and the context.
- For “Returnees” (internationally mobile staff returning to their own country to work with MSF) pay will improve, compared to the pay they would receive today as Locally Hired Staff due to the increase in salary and will be paid an additional allowance in recognition of international experience.
Impact on contract:
- No change for coordination staff
- Coordination will have time limits in their positions, compensated by a completion bonus.
Staff in offices (including HQ and hubs) would become part of the Country-based Group
Impact on pay:
- for these staff will depend on the evolution of the pay policy and minimum core benefits that will be finalized in the coming months
Impact on contract:
- no change
Internationally Mobile staff on assignments longer than 12 months would become part of the Country-based Group as Relocated
Impact on pay:
- Pay would increase significantly for more than 90% of coordinators (in some contexts becoming more attractive than the new mobile package), including the introduction of a contribution for housing.
- For staff in positions below coordination (which accounts for only 5% of overall positions occupied by Internationally Mobile Staff), in most contexts pay would be less attractive than the new mobile grid and, in some cases, less attractive than today.
Impact on contract:
- Contracting arrangements would not change (home contracts or, for those staff with no home contracting sections( ICO contracts for relocated staff).
Summary of estimated impact for programme staff
Internationally Mobile Staff
92% of Internationally Mobile Staff will be in Mobile Positions
- Remuneration increases for 93%
- Remuneration decreases for 7% (protection needed)
8% of Internationally Mobile Staff will be Relocated Positions
- Remuneration increases for 90% of coordinators
- Remuneration decreases for non-coordinators (mobile grid more attractive)
Locally Hired Staff
- Pay will increase for Locally Hired Staff in Coordinator positions
- The adjustment of the Living Wage methodology will benefit lower levels
- Minimum standards for benefits will be introduced for all staff, dependent on the location.
Anticipated outcomes of new staff groups:
This change will result in the following over time:
- More attractive pay for senior positions at the local level.
- Elimination of pay discrepancies for individuals performing the same job in the same location, with specific time-limited allowances to support staff who are relocating.
- Development of a single Mobile salary grid for all mobile staff, regardless of their origin, replacing the current system where salaries are tied to domicile.
- Integration of the per diem currently paid to internationally mobile staff into their salary, reducing perceived inequities in benefits among different staff groups.
- Removal of the "indemnity period" during which internationally mobile staff receive a single lower 'indemnity' instead of a salary for their first 12 months, regardless of position.
These changes will be implemented gradually as there are various details that need further development and analysis to ensure their feasibility and intended impact. Please continue to visit this site or contact your entity's HR team for updates on the progress.