Proposed Terms of Reference for Short Term Human Resource Consultancy for Machabeng College
Job title: Short Term Human Resource Consultancy for Machabeng College
Duty station: Maseru
Contract type: Individual Contract (IC)
Expected workload: 3 months
Starting date: February 11, 2019
Machabeng College is an International School based in Lesotho, which was opened in 1977 in accordance with the rules and regulations of the Ministry of Education, as an English Medium School. The school is a national asset, sited on government property, and within the constitutional framework is answerable to the Principal Secretary of Education, through its Governance Structure. The Board of Governors of Machabeng College exercise oversight over the Management of the College. The Headmaster, within the framework of policy set by The Board of Governors and under its overall guidance, is the chief executive officer of the school, providing educational and organizational leadership.
As a government property, the school endeavors to satisfy the requirements of the government and donor community in fulfilling the entry requirements for international institutions of higher learning. In addition, the school is a fully accredited international institution of learning, functioning within a national context. The vision of the school is to offer the highest quality International education to students of wide-ranging abilities and nationalities. Machabeng College is committed to providing an internationally recognized pre-university education and access to international curriculum, whilst also being an educational resource for the local community.
As a requirement of International Schools there is need to ensure that the organization, staffing levels and remuneration and benefits of the local and international staff is commensurate with the expected quality of service delivery expected for such an institution in accordance with the accrediting bodies’ standards and practices. Although there have been some efforts to review and restructure the Organization, there is a need to undertake a study to review and recommend the terms and conditions for all Staff of the College, its suitability and appropriateness, market surveys for other international schools of the same caliber. There is a need to review Organization and staffing levels of the Machabeng College. In addition, the nature of the College, being a National Asset as well as an International School necessitates the creation of policies that merge the requirement of International Standards with National Standards, including types and conditions of work contracts and the fair treatment of Local Staff including retirement age and benefits commensurate with the international standards ascribed to by accreditation organizations.
There is therefore a need for the services of a Consultancy Firm (The Consultant) to develop a sustainable pay system and benefits that will attract, retain and motivate staff and compare the College’s internal pay and benefits with the Lesotho and external labour market in the SADC Region.
Scope of Services
The overall objective of the Human Resources Consultancy is to provide direction and support in the formulation and management of the College’s Remuneration and Benefits Package, so that there is both internal and external consistency and at the same time, competitiveness when viewed against industry benchmarks, in addition to providing insight into salary rates of similar International Schools.
The Consultant will analyze current organizational structure, job requirement, job descriptions, job positions and salary scales and provide strategic recommendations on the salary structure and the benefits package of the Machabeng College. The Consultant will work under the supervision of the Headmaster, and work closely with the Board of Governors Human Resources Sub -Committee and other Senior Management as required.
- To carry out a salary/compensation and benefits survey of comparator International Institutions which will ultimately be used to design Machabeng College’s compensation structure ensuring all staff positions are paid competitively in alignment with their job descriptions.
- The consultant will also carry out a survey, targeting five to seven local comparator organizations to obtain local market information regarding remuneration of international institutions.
- Provide compensation structure information from comparator organizations in Lesotho and the the Southern African Development Community, SADC. As much as possible, match existing Position Descriptions with those of comparator organizations to facilitate an accurate determination of salary levels for various positions and job groups; Present a consolidated report with recommendations from the findings of the surveys (Lesotho and SADC);
- The Consultant will also be expected to develop a remuneration strategy in light of best practice and make appropriate recommendations;
- Review and make recommendations for updating the College’s Remuneration and Benefits Policy with input from the College’s HR Sub-committee and Senior Management Team and also taking into account the results of the surveys carried out with the comparator Organizations.
- Review the Human Resources Policies for the School and evaluate the adequacy and suitability of the policies.
- Develop the required Human Resource Policies in line with the outcome of the assessment in 6. Above.
- Review the Terms and Conditions of Staff and make recommendation based on the assessment of their adequacy and suitability
- Review the Contract document for all staff categories employed by the College. Draft a proposed new contract document.
- Make recommendations to the Management on how to address the issues of the regulator documents for the college.
- Review and make recommendations on the Professional Development Policy and Training and Development Policy aligned with the standards of the examining bodies the school is affiliated to. Assess their suitability and adequacy, thereafter develop a comprehensive Training and development policy including Professional Development Policy and procedures.
- Review and recommend suitable Staff Appraisal System and Tools.
- Review and develop a Recruitment Policy and Procedures.
- Review and make recommendations on the adequacy and suitability of the Retirement Policy, Provisions of Pensions, and Teaching Service Grants. Develop a policy addressing the Retention and Benefits and Retirement Packages for Local Teaching Staff.
- Review and make recommendations on the adequacy and suitability of the Remuneration and Benefits Package of International Teaching Staff. Based on the outcome of 1 AND 2 ABOVE DEVELOP A remuneration package for International Staff.
- Review and make recommendations on the adequacy of the Remuneration of the Board.
EXPECTED OUTPUT (REQUIRED DELIVERABLES)
The deliverables shall include, but not necessarily be limited to the following:
- An interim and final complete report on the assignment clearly detailing the process and outcomes of the assignment;
- A revised RnB Policy document (draft) incorporating recommendations from the study
- All documents used during the remuneration survey;
- A salary scale that matches other comparator organizations;
- Highlight of benefits offered by comparator organizations for similar contractual modalities with emphasis on annual leave, sick leave, maternity and paternity leave, health coverage, life and disability insurance, vacation benefits and public holidays.
Following the initial survey and review of documentation, the consultant should prepare an Inception Report within 30 days of appointment covering at least the following:
- A confirmation of the Consultant’s understanding of the terms of reference of
- A preliminary comparison of the College’s remuneration level against the local
- A preliminary comparison of the remuneration strategy of the College
compared to the local Market, with initial indications as to the advantages and disadvantages of the College’s strategy.
- A revised detailed work plan, indicating the dates of completion of important
milestones, and the time of finalization of the assignment.
The Inception Report will be reviewed by Board of Governor’s Human Resource Sub-Committee and Senior Management Team and approved prior to the Consultant proceeding with the assignment.
The tentative timeline which should be provided should indicate the estimated timeframes for the following milestones:
- Data collection on salary, allowances, entitlements/benefits and job descriptions from comparator organizations;
- Analysis of data;
- Preparation of draft report;
- Presentation of findings;
- Finalization of report.
Total duration for consultancy is approximately ninety (90) days or three (3) months consultancy period. In addition to the three (3) months in-country consultancy, the client will consult and communicate with the Machabeng College on changes, finalization and acceptance of the report.