1. Introduction/ Background: 

MA’AN Development Center is an independent, non-governmental, non-partisan Palestinian development and training organization established in January 1989, registered by law as a non-profit organization. The main office is in Ramallah with branches in the West Bank and Gaza Strip. Guided by its mission, MA’AN adopts a human rights-based approach, fostering community partnerships and active participation to enhance resilience, empowerment, and the realization of rights for marginalized and vulnerable groups. By leveraging latent capacities, the organization strives to promote active engagement in sustainable development and strengthen communities' ability to respond to and recover from crises.

To address current economic challenges, heightened competition with international non-governmental organizations (INGOs), and the rising rates of inflation and cost of living, MA’AN seeks to revise and update its salary scale. The existing salary scale, initially developed in 2012 and last updated in 2018, is no longer aligned with prevailing market conditions. The revised scale aims to ensure competitiveness, equity, and alignment with local market rates for work of comparable quality, complexity, and difficulty.

MA’AN is commissioning a qualified consultant or consultancy firm to conduct an independent salary survey. This process will involve analyzing the salary structures of at least ten Palestinian NGOs (PNGOs) and two INGOs operating in both the West Bank and Gaza Strip. The consultant/firm will benchmark salaries to ensure alignment with market standards while addressing the organization’s unique operational and financial context.

The following organizations have been identified for inclusion in the survey:

West Bank: PARC, Arij, WCLAC, YMCA, Business - Women Forum (BWF), ICHR, Al-Haq, and A. M. Qattan Foundation.

Gaza: Al Mezan Center for Human Rights, UAWC, and the Gaza Community Mental Health Program.

INGOs: DCA/NCA or CARE International, and WE Effect or Oxfam.

Note:

This initiative aims to ensure organizational stability, retain qualified staff, and maintain competitiveness while addressing the unique challenges PNGOs face. The updated salary scale will serve as a foundation for ensuring equity and motivation across all operational regions, including the West Bank and Gaza.

2. Objectives of the Work

The main objectives of a revised and updated salary scale to be able to recruit and maintain qualified staff who possess requisite skills and expertise to improve the organization’s performance and competitiveness.

It also serves to fulfill common financial interests of the organization and its staff, enhances equality amongst employees holding the same positions, and finally allows a certain level of flexibility with appropriate administrative controls in the recruitment process.

The primary objectives of this consultancy can be summarized by the following:

• Revision of the Salary Scale:

Develop a salary scale that reflects market conditions, ensuring competitiveness with INGOs and PNGOs while maintaining financial sustainability.

• Alignment with Economic Realities:

Incorporate inflation rates, price increases, and cost-of-living differences between the West Bank and Gaza.

• Organizational Stability:

Propose a salary structure that fosters employee retention and enhances organizational stability.

• Benchmarking:

Utilize a comparative analysis of PNGOs, and INGOs operating in the same fields and of similar size to MA'AN.

3. Scope of Work

The consultant/consultancy firm is expected to:

- Data Collection and Analysis:

• Review MA'AN’s current salary scale, organizational structure and relevant HR policies.
• Analyze economic trends, including inflation rates and cost-of-living adjustments in the West Bank and Gaza.
• Benchmark salaries against PNGOs, private sector companies, and INGOs operating in similar contexts.

- Stakeholder Engagement:

• Consult & meet with chair and deputy of Board of Directors, MA’AN’s Director General, Deputy Director General, HR Manager in both WBGS and Director of Finance.
• Engage external stakeholders if necessary for insights and validation.

- Salary Scale Revision:

• Develop a salary scale with clear grading and progression.
• Provide recommendations for periodic reviews and adjustments.

- Update the Organizational Structure to include all the new positions created in the last two years.

- Finalization and Presentation:

• Submit a draft for review and incorporate feedback.
• Present the finalized salary scale and implementation guidelines to MA'AN.
• The final document shall be written in the English Language.

4. Methodology

The selected consultant\consultancy firm will be expected to submit a clear and well-defined methodology\approach to carry out the assignment, taking into consideration that the process should be based on a participatory approach and to show how the results of the performance appraisal of MA’AN staff will be connected to the new salary scale.  

The consultant/consultancy firm must outline their approach, including:

• Data Collection Tools: Surveys, interviews, and desk research to gather relevant salary data.
• Comparative Analysis: Using benchmarks from PNGOs, and INGOs, of similar size and scope.
• Inflation Adjustment: Calculating salary adjustments to address economic realities, ensuring regional equity between the West Bank and Gaza.
• Engagement Strategy: Facilitating workshops or focus groups to validate findings and ensure alignment with MA'AN’s needs.

5.Location, Duration and Timeframe of the Work/Output:

  The consultant\consultancy firm assignment is expected to be completed within one and half months starting from the date of signing of the contract. The contracted consultant\consultancy firm, therefore, is required to prepare and submit the final document within this specified timeframe.

Location of the Work:

The assignment will be based at MA’AN Development Center offices in Ramallah and should visit the targeted NGOs in the West Bank and contact the Gaza NGOs online in the course of undertaking the assignment.

Level of Efforts:

Within the timeframe specified, the contracted consultant\consultancy firm is expected to submit a detailed work plan that shows the level of effort (the needed working days to accomplish the work). The work plan should include, but not limited, to the following activities:

6. Deliverables:

The selected consultant\consultancy firm will be expected to submit a:

• Detailed Work Plan: Including a timeline, milestones, and level of effort for each task.
• Benchmarking Report: Highlighting salary comparisons and economic trends.
• Revised Salary Scale: A comprehensive document with grading, progression guidelines, and inflation-adjusted rates.
• Implementation Guidelines: Recommendations for applying the salary scale, including periodic reviews.
• Final Presentation: Summary of findings, methodology, and the proposed salary scale.

7.   Requirements from the Consultant/Consultancy Firm:

The successful consultant\consultancy firm shall meet the following minimum criteria:

• Proven experience in developing salary scales for non-profit organizations, especially PNGOs and INGOs.
• Experience in the field of financial management, financial system, organizational development and HR management and salary scale development, preferably in the NGO sector.
• Familiarity with economic conditions in Palestine, including inflation and cost-of-living variations.
• Submission of CVs for all consultants involved, showcasing relevant expertise.
• A detailed financial proposal outlining the total cost and breakdown.

Consultant/s Competencies:

• Knowledge and familiarity with the NGOs’ sector and context.
• Strong analytical capabilities.
• Professional English writing skills.
• Accessibility to the targeted PNGOs and INGOs including organizations in the Gaza strip
• Strong communication skills.

8.   Confidentiality and Proprietary Interest:

The consultant\consultancy firm shall maintain complete confidentiality of all data and documents provided by PNGOs or INGOs and MA’AN and shall not either during the term or after termination of the assignment, disclose any proprietary or confidential information related to the consultancy without prior written consent of MA’AN Director General. All data, reports, and materials shared during the assignment are confidential and must not be disclosed to third parties without prior consent from MA'AN.

The final outputs will remain the exclusive property of MA'AN Development Center.

9. Technical Proposal Evaluation Criteria

Proposals will be evaluated based on the following criteria:

• Methodology and Approach (20%): Clarity and relevance of the proposed methodology.
• Relevant Experience/ Qualifications of the Team (30%): Track record in similar assignments and expertise and experience of the proposed consultants.
• Academic background \qualification (10%).
• Cost-Effectiveness (40%).

10. Terms of Payment

First payment: 30% upon submission of the benchmarking report and draft salary scale.

Second payment: 70% upon approval of the final salary scale documents and submission of all deliverables.

11. Submission Guidelines

Interested consultants or consultancy firms should submit the following documents:

• Technical Proposal: Including methodology, work plan, and expected level of effort.
• Financial Proposal: A detailed cost breakdown.
• CVs of Consultants: Highlighting relevant qualifications and experience.
• References and Examples: Evidence of similar work completed in the past.

12. How to Apply:

Interested consultant firms should review the full ToR for this consultancy and can get a copy from it from MAAN Development Ramallah office from 16 December 2024 tell 26 December 2024 with Non-refundable fee (100 Nic) and submit offer in sealed envelopes by 30 December 2024 (before 02:00 pm) to the following address:

MA’AN Development Center

Ramallah - Al-Masyoun, Al-Nahdah building, 5th Floor (above Bravo supermarket)

Phone number: 02 - 2954451

Person of contact for any inquires:

Mahmoud Taha – Procurement Manager – west bank

E-mail: mahmoud_taha@maan-ctr.org

Notes and Conditions The selected firms will be required to pay for the cost of advertisement, the amount is 35USD

13. Remarks:

• All costs above must be in USD.
• The consultancy firm should be able to provide official VAT invoices.
• The consultancy firm should be able to provide a deduction at source. Otherwise, 10% will be deducted as income tax on behalf of the Ministry of Finance.
• The consultancy firm will be provided with and is expected to review the codes of conduct at MA’AN Development Center and to uphold ethical conduct while implementing deliverables. Rules of conduct include but are not limited to Gender Equality, Child Protection, and Protection from Abuse and Sexual Exploitation.
• MA’AN has a zero tolerance to Sexual Exploitation and Abuse and violation against Children, Protection is everyone’s responsibility based on MA’AN policies and regulations

Note:

See the full application form by clicking on the "APPLY NOW" button above.