Also available in

Timeline

The Rewards Review process, encompassing the initial review, subsequent analysis, planning and design of high-level outcomes is complex and time-intensive due to many factors:

There are a large number of stakeholders who needed to be involved;
There are differences in how stakeholders understand and prioritize problems;
The potential operational and financial impacts (and therefore risks) of proposals are significant;
Existing rewards practices are deeply embedded within the organsiation´s culture and identity.

We have now entered the final implementation phase of the outcomes validated by the Full ExCom. Given the complexity of workstreams, implementation needed to be agile and iterative to ensure positive impact was felt as early as possible. Using opportunities as they arose was also an important consideration for the roll-out strategies.

MSF has delivered a thorough review of existing rewards policies and practices in MSF, as summarised in the Case for Change, and developed comprehensive deliverables to address problems identified. MSF teams will continue to work on implementation and its monitoring.

Projects are temporary by nature. As objectives are met and deliverables are implemented, the focus must shift to governance and stabilisation. Otherwise, there is a risk that stakeholders see it as a “permanent project” which can lead to scope drift, inefficiency, expectations and unclear ownership.

Changes that are already being implemented are now being managed by entities. As we shift from design to implementation entities take on accountability of monitoring progress and adjusting their existing ways of working.

“Rewards Review” as a project label implies that there will be a time when no more review is needed. On-going rewards adjustments will always be needed and some elements identified during the Rewards Review are included in the Global Workforce Strategy.

Click on the arrows below to see key milestones and more detailed targeted timelines in the Rewards Review. Milestones prior to 2022 can be found here.

2020

Problem statements and proposed deliverables approved

OCs submitted position papers on their priorities for the Rewards Review and IDRH used these to develop problem statements and proposed deliverables. Core ExCom agreed on revised problem statements & deliverables, and confirmed Rewards Review as a top priority for MSF.

2022

Extensive staff and stakeholder engagement

Staff and stakeholder contributions include:

- Town hall style staff meetings

- Focus groups with LHS and IMS

- Feedback surveys

- Workshops with operational and HR managers

- Feedback from directors, intersectional platforms, working groups and taskforces

- Group interviews

Oct 2022

Full ExCom agreed and confirmed proposals

Full ExCom endorsed outline of the proposed model for new staff groups and supported the overall direction of the proposed model, requesting risk analysis and operational & organisational assessment.

Prioritised minimum standards for living wage for locally hired staff (LHS) and attractive pay for LHS in senior positions.

May 2023

Risk analysis is completed for pay and benefits policy proposals

At the request of the Full ExCom, a full operational and organisational risk assessment was conducted with the support and contribution of hundreds of key stakeholders from across MSF.

The report was presented and in May 2023 the Full ExCom;

- Agreed case for change

- Committed to minimum standards for pay and benefits

- Agreed to move to the new staff groups

- Confirmed the continuation of Global Grading Framework

Oct 2023

Implementation roadmap is approved

The Full ExCom approved the proposed implementation roadmap as outlined in the report, including the timeline, and decision gates for all Rewards workstreams.

Oct 2023

Indemnity Period for mobile staff is removed

The indemnity period for Mobile staff has been removed effective October 1, 2023. This removes the indemnity level in all grids. Instead, new mobile staff receive a salary from day one of their contracts.

Nov 2023

MSF International Board endorses Rewards Review

In November 2023 the International Board (IB) endorsed the roadmap for implementation of RR outcomes.

"The IB welcomes the implementation of the outcomes of the Rewards Review... We are confident that, when fully implemented, the new rewards framework will provide a consistent, transparent and equitable basis for remunerating our staff in alignment with the core principles of MSF ..." - IB Statement Nov 2023

2024

Global Grading Framework Job Families are developed

Content owners and intersectional directors platforms representing multiple entities, with support from external experts Korn Ferry (Hay methodology) and International HR, develop and confirm Global Grading Framework job families.

Apr 2024

Implementation begins for revised Living Wage policy and Attractiveness for Country-Based Coordination positions

After extensive design and planning, pay policy related to enhancing attractiveness for country-based coordination positions and adjustments to the Living Wage policy are rolled out gradually to each programme country based on their salary review cycles. It may take up to 2 years for this to be implemented in all country programmes.

Apr 2024

Biennial salary review cycles begin

Salary review cycles, with support from MSF's Benchmarking Unit, will now be conducted every 2 years. The exact date of each country's benchmarking schedule is determined in consultation with programme teams.

Oct 2024

Full ExCom agree updated roadmap and design decisions

Update of progress and validation of key rollout and timelines by the Full ExCom, including:

- Global Grading Framework's multi-year roadmap towards implementation.

- Timeline change of implementation of single mobile salary grid and relocated package to 2026

- Design of healthcare core package

Full results of the Full ExCom voting statements can be found here.

Jan 2025

Benefits changes start being rolled-out

In 2025, a new global policy on the following workstreams starts being rolled-out:

- paid leaves

- improvements to the provision for death benefits

- working hours in programme countries

Implementation across the organisation will take several months and will not be fully completed until 2026.

Apr 2025

Entities begin mapping their functions to the Global Grading Framework

Throughout 2025 some entities start mapping their functions to the GGF.

Oct 2025

Implementation of MSF's Global Pay Policy Framework

The Full ExCom confirmed the Global Pay Policy Framework, to be used by all entities to revise their pay policies at the next revision cycle.

Feb 2026

Healthcare analysis begins

Healthcare plan is finalised and agreed, but country-by-country analysis begins in 2026 to determine feasibility and to determine most effective implementation approach. Implementation will be iterative country by country and will take several years to implement.

Oct 2026

Targeted implementation of Mobile Salary Grid including removal of Per Diem and changes to Individual Pay

Foreseen implementation of Mobile Salary Grid, the removal of per diem, and changes to individual pay.

In addition the Programme Function Grid (replacing the IRFFG) will be implemented for mobile staff alongside the Mobile Salary Grid in October 2026.

Dec 2026

Analysis begins country by country for implementation of healthcare plan

MSF's Core Healthcare Plan was agreed by the Full ExCom in October 2024 and country-by-country analysis begins in 2026 to determine most effective implementation approach. Implementation will be iterative and will be determined based on analysis.

2027

Implementation of the Programme Function Grid for country-based staff in programmes

The Programme Function Grid will be implemented for country-based staff in programmes country by country beginning in late 2026 and will take several years to be rolled out in all programmes (until 2030).