Kenya REQUEST FOR PROPOSAL FOR PROVISION OF CONSULTANCY SERVICES FOR JOB EVALUATION AND ESTABLISHMENT OF A REMUNERATION STRUCTURE – SFA/RFP/001/22 At PricewaterhouseCoopers

The Wellcome Trust (The client) appointed PwC as a fund manager to provide interim programme and fund management services to a new independent entity called Science for Africa Foundation (SFA). SFA is a pan-African organisation created to support, strengthen and promote science and innovation in Africa for the benefit of all Africans. SFA serves the African research ecosystem by funding excellent research and innovative ideas; enabling interdisciplinary collaboration among researchers; and building and reinforcing environments that are conducive for scientists to thrive and produce quality research that impacts development.

The Science for Africa Foundation (SFA) seeks to engage the services of a reputable and technically qualified firm with extensive expertise in organisation design, management and organizational development to undertake a job evaluation and establishment of a competitive remuneration structure. This assignment will be premised on the newly developed strategic plan and associated documents. SFA hereby seeks for proposals from interested firms to undertake the assignment.

Project Overview:

The Science for Africa Foundation (SFA) seeks to engage the services of a reputable and technically qualified firm with extensive expertise in organisation design, management and organizational development to undertake a job evaluation and establishment of a competitive remuneration structure. This assignment will be premised on the newly developed strategic plan and associated documents. SFA hereby seeks for proposals from interested firms to undertake the assignment.

1.0 Scope of Work

The objective of the assignment is to support in the establishment of a job grading and salary structure for Science for Africa Foundation that ensures that all positions are appropriately classified and aligned to the salary structure and is commensurate with the duties and responsibilities for the various positions.

The key tasks are as follows:

a) Review of background material on the existing interim structure, current categorization of staff and grading structure.

b) Review and revise the job descriptions of all existing positions along with person specifications for the job, to accurately reflect the roles and responsibilities undertaken. This will be done by way of interviews with incumbents, supervisors, peers, higher-level supervisors, if necessary;

c) Develop a new job evaluation framework which will include skills and competency matrix reflecting the required competencies, qualifications and experience required to justify the level at which each position is graded;

d) Review and evaluate all SFA jobs and determine the grade levels of the posts, comparing functions carried out by incumbents of similar functional titles/ posts and analogous responsibilities across the organisation;

e) Match the existing staff to the structure based on required competences and skills vis a vis the staff members skills.

f) Support effective communication and change management throughout the process.

2.0 Deliverables/Outputs

The key expected outputs/deliverables of this exercise will include:

· Job descriptions that accurately reflect the individual roles and responsibilities;

· A comprehensive new job evaluation framework that is appropriate for SFA and allows fair and equitable evaluation of current and future jobs, upholding the principle of equitable pay

· An evaluation of all jobs, against the new job evaluation framework, with job grade alignments.;

· New pay scales aligned to the new structure and job grades;

· A change management plan to allow the SFA to implement the recommendations for job grade changes.

3.0 Proposal Submission Guidelines

Proposals from bidders should include a technical proposal (of not more than 20 pages) and financial proposal (not more than 3 pages) and must include the following elements:

1. Technical Proposal

● An executive summary providing an overview of your approach to Job Evaluation and Establishment of Salary structure citing previous experience and expertise

● The profile of the firm detailing references of similar assignments clients i.e. (submit at least three (3) reference letters or recommendations from similar clients)

● A detailed methodology and workplan that demonstrates a clear understanding of the work to be performed, estimated hours, and other information relevant to the project.

● Detailed description of the role of team members – competencies, relevant skill sets and experience. The consultancy is expected to assign a team composed of one (1) team leader with more than ten (10) years of expertise in undertaking similar assignments and a minimum of two (2) experienced HR consultants experienced in organizational design, job evaluation and salary surveys

2. Financial Proposal

● Cost projections- The financial proposal shall clearly indicate the total cost disaggregated to enable partial payments and/or scaling of services. The Prices quoted should be inclusive of all taxes and delivery costs, must be in US Dollars ($) and shall remain valid for (120) days from the closing date of the tender. This must be submitted as a different proposal clearly marked, “Financial Proposal”.

● The costs must be broken down into professional fees and reimbursement cost

● Companies are encouraged to include any additional information they believe demonstrates added value within the scope of this project.

4.0 Evaluation of Proposals and Evaluation Criteria

The evaluation of the proposals shall involve Technical and Financial analysis. The successful bidders based on agreed pass mark on technical scores shall be evaluated further on technical capacity through an interview before financial scores are considered. The best bidder based on combined Technical and Financial scores shall then be considered for negotiation for award.

Evaluation of Proposals and Evaluation Criteria

The evaluation of the proposals shall involve Technical and Financial analysis. Responses will be evaluated based on the following criteria:

Technical Proposal (Total weighting 70)

Criteria

Score

Methodology and Workplan

● Understanding of the objectives of the assignment

● Clarity and suitability of the proposed technical approach in line with this RFP.

● Consistency of the proposed project plan, workplan, deliverables, timelines, milestones and outcomes to the methodology.

30%

Firm experience

● Specific and relevant experience of the agency related to the assignment.

● Short listed firms will be required to provide evidence of having undertaken similar assignments in the last 5 years by submitting at least three (3) reference letters or recommendations.

40%

Team experience

● Composition and qualifications of key staff proposed (provide staff profiles as well as evidence of having undertaken similar assignments in the last 5 years)

30%

Financial Proposal (Total weighting 30)

Competitiveness of consultant rates in relation to market

20%

Payments linked to agreed outputs

20%

Overall Budget competitiveness in relation to other proposals

60%