Why we need a Global Grading Framework

Currently, MSF lacks a consistent approach to grading jobs and functions in OCs, Partner Sections, Regional Entities, and projects.  

While the IRFFG (field function grid) provides common criteria for grading functions across MSF projects, different criteria are still used to grade functions in OC-Headquarters, Partner Sections, Branch Offices, and Regional Entities. This means that work is not valued consistently across the organization.  We use different definitions and requirements for jobs and different function structures. ​ 

The rapid increases in hosted functions worldwide shows that some local systems are not equipped to consistently or comparatively evaluate these functions. With more and more intersectional hubs and intersectional operations, there are increasing difficulties where scoring of functions is not standard or transparent, leading to tensions.

A Global Grading Framework will introduce transparent and consistent global standards,  supporting intersectional initiatives and staff mobility.

What is the Global Grading Framework

The Global Grading Framework will offer the criteria and common language necessary for ensuring consistency in how we grade positions.

This framework will serve as a global HR tool for grading positions within MSF, providing shared definitions and criteria to value jobs, supporting a common understanding of our workforce.  

Korn Ferry are the external technical experts collaborating with MSF to develop this framework. It is based on the Korn Ferry Hay method which is also used for MSF's field function grid (the IRFFG) and is widely used by companies and NGOs around the world. 

The Global Grading Framework (GGF) includes a set of generic job families (managers, advisors, technicians, clinical health professionals, etc).  Each job within the organisation can be linked to a job family and a level within the tool.  A job is scored using the descriptors and accountabilities as listed for each job family.  The Global Grading tool transparently assigns a level on the global scale to demonstrate the value of a job to MSF. This makes it possible to compare similar jobs across different entities.  HR Referents will be able to use the Global Grading Framework (GGF) to grade jobs across the organization.  

The Global Grading Framework will include:​

• a job scoring tool, ​
• the scoring criteria for each descriptor​
• a grid that allows MSF to compare all jobs ​
• a governance model that will support HR teams in the scoring process, and an intersectional platform that will govern and support HR teams across the organisation with questions or escalations.

The benefits of having a Global Grading Framework: 

For MSF as an employer:

• Provides a basis for a coherent pay and benefit system for a global workforce.
• Provides transparency and accountability by having a global scoring tool for all jobs across the organisation.
• Supports new entities in establishing their new structure and supports transparency and consistency in scoring. 

For Human Resources:

• Provides a basis for joint HR initiatives.
• Facilitates standardisation in the sharing of staff across entities, included hosted staff.
• Enables the creation of global solutions (e.g. COVID-19 measures).
• Allows the analysis of global HR needs and trends across all entities, and for partner sections that recruit for multiple operations. 

For MSF staff:

• Transparent and consistent scoring of functions enables staff to compare jobs across MSF and see equity in job values for same jobs.   
• Support intersectional recruitment and career progression, by allowing staff to see where their current job´s skills and expertise are required or comparable in other jobs, for career progression.
• Facilitates mobility across the organisation, including mobile staff who want to work with multiple entities and be rewarded similarly, or Locally Hired Staff, who wish to identify career progression in countries that have multiple operations. 

How the Global Grading Framework is being built