Plan International Nepal Salary and Pay scale
Founded in 1937, Plan International is one of the oldest and largest children’s rights organizations in the world. Today, we are a global organisation that is active in over 70 countries to advance children’s rights and equality for girls. Over the next 5 years, our ambition is to transform the lives of 100 million girls.
Plan International has been working in Nepal since 1978, helping marginalised children, their families and communities to access their rights to survival, protection and participation.Plan International works in 42 districts in Nepal through partnership working modality. Each Country Office is led and managed by a Country Director who takes responsibility for the strategic direction of all work taking place there and the compliance of that work with Plan International’s global as well as local policies.
In 2009, Plan International began working on the implementation of a consistent global grading structure for all positions within its Country Offices and Regional Offices. The latest iteration of this with 7 Grades, (A, B, C1, C2, D1, D2 and E) was implemented in Plan International Nepal in 2013 with salary scales for each grade based on local pay market data.
A review of Plan International Nepal’s grading and salary structure is now required with the overall aim of ensuring that its salary and benefits packages are equitable, in line with the local pay market(s) in Nepal and to address the following issues that have been identified:
1. The current pay scale of Plan International Nepal was established based on the job grading structure in line with global requirements through the salary survey conducted by the consultants in FY17. Since this scale has been in effect for more than three financial years, it needs to be reviewed considering the local market analysis, comparators benchmarking and job matching.
2. The current global job grading structure of 7 grades ( A,B,C1,C2,D1,D2 and E) of Plan International Nepal is the most restrictive when matched with other comparators. This could be one reason for the mismatching of positions and job grading. It should also be noted that the mismatch of grading causes other issues in HR, including recruitment.
3. The current benefits including the allowances of Plan International Nepal need to be reviewed in line with the local labor law, comparator analysis and the Birches salary survey in order to attract the right candidate for right job.
4. The recent Birches Survey listed 37 organizations who have participated in this survey. The number seems very high. However, these comparators have not been critically analyzed taken into consideration their programme size, their budget volume and the established policies and procedures that are comparable with Plan International Nepal. Rather the survey included all organizations who were willing to participate. These factors i.e small size in terms of budget, programme and number of staffs including established policies and procedure significantly affect the survey result, which was generally criticized by members of management team for comparators including staffs and AIN HR network group.
Salary and Job Grading Review Service for Plan International Nepal is taken from the official publication here: https://plan-international.org/sites/default/files/field/field_document/tor-job_grading_and_salary_survey-2019.pdf