The new model for staff groups introduces several changes to how salaries and benefits will be determined for different positions.
Detailed design work will be conducted in the coming months, and implementation will be phased over multiple years (the implementation plan was approved in October 2023 to the Full ExCom).
Various estimates have been developed to provide an understanding of potential future salaries and benefits. These estimates were used in the detailed risk analysis report to inform decision-making by the Full ExCom.
It is important to note that the estimates described here are not final, as the actual salary and benefit packages will be dependent on decisions made by Operational Centres and other entities in the coming months. However, they do represent the current best estimate that can be shared.
Impact for existing staff groups
Impact on pay:
- Positively impacted by the review of the “Living Wage Methodology”
- Locally Hired Coordinators´ salary will increase by different amounts depending on the existing salary, the position and the context.
- For “Returnees” (internationally mobile staff returning to their own country to work with MSF) pay will improve, compared to the pay they would receive today as Locally Hired Staff due to the increase in salary and will be paid an additional allowance in recognition of international experience.
Impact on contract:
- No change for non-coordination staff
- Coordination would have time limits in their positions, compensated by a completion bonus.
Impact on pay:
- For these staff it will depend on the evolution of the pay policy and minimum core benefits that will be finalized in the coming months
Impact on contract:
- No change
Approximately 8% of Internationally Mobile Staff would be Relocated Positions.
Impact on pay:
- Pay would increase significantly (in some contexts becoming more attractive than the new mobile package), even with the introduction of a staff contribution for housing.
- For staff in positions below coordination (which accounts for only 5% of overall positions occupied by Internationally Mobile Staff), in most contexts pay would be less attractive than the new mobile grid and, in some cases, less attractive than today.
Impact on contracts:
- Contracting arrangements would not change (home contracts, or ICO contracts for those staff with no home contracting sections).
92% of current Internationally Mobile Staff would be in Mobile Positions.
Impact on pay:
- Remuneration would increase for 93% of current IMS.
- Remuneration would decrease for 7% of current IMS (some protection measures will be developed for the concerned staff)
Impact on contracts:
-
Contracting arrangement would not change (home contracts or ICO contracts, for those staff with no home contracting sections)
CASE STUDIES
The case studies below show the potential impact on individual staff pay with the future rewards system. Please bear in mind the following points:
- All personas are fictitious. Future remuneration and calculations are based on assumptions taken during the Risk Analysis exercise and based on financial forecasts using data from previous years’ salaries and total remuneration packages. Final pay packages will depend on decisions and salary surveys not yet taken and are therefore likely to vary.
- The comparisons are based on gross salaries and are calculated in euros in order to make them comparable although please note remuneration will continue to be paid in the currency of your contracting section.
- “Future pay range” refers to the most updated remuneration and planned compensation packages available at the time of calculation (2024) and this may differ at time of roll-out.
- Where the change in staff groups results in a reduction in the overall package for existing staff on contract, some protection measures will be developed for the concerned staff until the moment the future remuneration is higher than the current one.
CASE A: Internationally Mobile Staff going to Mobile position
Paola is a colleague from Italy working in Central African Republic (CAR) for 12 months as Field Coordinator. She has a child who does not accompany her in the assignment. At the beginning of her contract in CAR, she has 10 years of MSF experience and 5 years’ experience as Field Coordinator with MSF and other NGOs.
Calculations include:
|
Pay now |
|
Future pay |
|
IRP2 (Global Grid) at Field Co Level |
SALARY GRID |
Future Mobile Grid at Field Co Level. The future salary grid for mobile staff (Single Mobile Salary Grid) will be higher than the current IRP2 Global Grid that applies to staff coming from Italy.
|
|
CAR monthly per diem |
PER DIEM |
Per diem is replaced by a single mobile salary grid that is higher than the existing combined salary grid and per diem.
|
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continue to be taken into account, with improvements to the policies.
|
|
Fully provided by MSF |
HOUSING |
Fully provided by MSF |
|
MSF Italy contract |
CONTRACTING |
MSF Italy contract |
|
Benefits and leaves are dependent on what is offered by MSF Italy. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between Italy and MSF’s global Leaves Policy.
|
|
Current pay range: € 60,000 - € 65,000 |
|
Future pay range: € 65,000 - € 70,000 YEARLY |
CASE B: Internationally Mobile Staff going to Mobile position
John is a colleague from United States working in South Sudan for 9 months as Logistics Coordinator (LogCo). At the beginning of his contract in South Sudan, he has no MSF experience and two years’ experience as Logistics Coordinator with another international NGO.
Calculations include:
|
Pay now |
|
Future pay |
|
IRP2 (Global grid + top-up applied for US IMS) at LogCo level |
SALARY GRID |
Future Mobile Grid at LogCo Level (level based on global grading framework). Current staff that might be negatively impacted will be protected until their remuneration is aligned to the future grid.
|
|
South Sudan monthly per diem |
PER DIEM |
Per diem is replaced by a single mobile salary grid that is higher than the existing combined salary grid and per diem for most staff.
|
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continue to be taken into account, with improvements to the policies. |
|
Fully provided by MSF |
HOUSING |
Fully provided by MSF |
|
MSF USA contract |
CONTRACTING |
MSF USA contract |
|
Benefits and leaves are dependent on what is offered by MSF USA. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between the USA and MSF’s global Leaves Policy.
|
|
Current pay range: € 45,000 - € 50,000 |
|
Future pay range: € 47,000 - € 52,000
|
CASE C: Internationally Mobile Staff going to Mobile position
Milton is a colleague from Brazil working in Yemen with OCP for 6 months as Medical Doctor. At the beginning of his contract in Yemen, he has 3 years of MSF experience and five years’ experience as a Medical Doctor with MSF and other international NGOs.
Calculations include:
|
Pay now |
|
Future pay |
|
IRP2 (Global Grid) at MD level |
SALARY GRID |
Future Mobile Grid at MD Level (level based on global grading framework which is higher for MDs and current IRFFG). The future salary grid for mobile staff is higher than the current IRP2 Global Grid that apply to staff coming from Brazil. |
|
Yemen monthly per diem |
PER DIEM |
Per diem is replaced by a single mobile salary grid that is higher than the existing combined salary grid and per diem.
|
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continue to be taken into account, with improvements to the policies. |
|
Fully provided by MSF |
HOUSING |
Fully provided by MSF |
|
MSF OC contract |
CONTRACTING |
MSF ICO contract |
|
Benefits and leaves were dependent on what was offered by the relevant OC and was inconsistent assignment to assignment. |
BENEFITS |
Minimum standards of benefits would apply. Automatic contributions by MSF to an International Retirement Savings Plan, available to all ICO Employees.
|
|
Current pay range: € 30,000 - € 35,000 |
|
Future pay range: € 36,000 - € 41,000
|
CASE D: “First Assignment” Internationally Mobile Staff going to Mobile position
Jan is a colleague from Austria working in Sierra Leone for 6 months as Mental health activity manager. This is his first experience with MSF, at the beginning of his contract in Sierra Leone, and no prior experience as Mental health activity manager with other international NGOs.
Calculations include:
|
Pay now |
|
Future pay |
|
IRP2 at indemnity level (first assignment) |
SALARY GRID |
Future Mobile Grid at MHAM Level. The main reason for the increase is the indemnity period (“annèe du desert”) was removed October 2023, thus Jan would be paid at the MHAM level from his first assignment with the new mobile grid. Further, the future salary grid for mobile staff is higher than the current IRP2 Global Grid that apply to staff coming from Austria. |
|
Sierra Leone monthly per diem |
PER DIEM |
Per diem is replaced by a single mobile salary grid that is higher than the existing combined salary grid and per diem. |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continue to be taken into account, with improvements to the policies. |
|
Fully provided by MSF |
HOUSING |
Fully provided by MSF |
|
MSF Austria contract |
CONTRACTING |
MSF Austria contract |
|
Benefits and leaves are dependent on what is offered by MSF Austria. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between Austria and MSF’s global Leaves Policy.
|
|
Current pay range: € 40,000 - € 45,000 |
|
Future pay range: € 40,000 - € 45,000
|
CASE E: Internationally Mobile Staff going to MOBILE POSITION
Agnes is a colleague from Denmark working in Ethiopia for 6 months as Administration Manager. At the beginning of her contract in Ethiopia she has 3 years of MSF experience as Administration Manager.
Calculations include:
|
Pay now |
|
Future pay |
|
IRP2 (Global grid + top-up for Danish IMS) at Admin Manager Level |
SALARY GRID |
Future Mobile Grid at Admin Manager Level. The future mobile grid is lower than the current MSF Denmark grid, which is one of the highest in MSF and one of the few that would be below the future mobile grid. Current staff that might be negatively impacted will be protected until their remuneration is aligned to the future grid. |
|
Ethiopia monthly per diem |
PER DIEM |
Per diem is replaced by a single mobile salary grid that is higher than the existing combined salary grid and per diem. |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continue to be taken into account, with improvements to the policies. |
|
Fully provided by MSF |
HOUSING |
Fully provided by MSF |
|
MSF Denmark contract |
CONTRACTING |
MSF Denmark contract |
|
Benefits and leaves are dependent on what is offered by MSF Denmark. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between Denmark and MSF’s global Leaves Policy.
|
|
Current pay range: € 40,000 - € 45,000 |
|
Future pay range: € 40,000 - € 45,000
|
*Because the future mobile grid may be lower than the current MSF Denmark grid, which is one of the highest in MSF and one of the few that would be below the future mobile grid, current staff that might be negatively impacted will be protected until their remuneration is aligned to the future grid.
CASE F: Internationally Mobile Staff going to RELOCATED POSITION
Hamadou is a colleague from Cameroon working in Afghanistan for 24 months as Head of Mission. He has two children who do not accompany him in Afghanistan. At the beginning of his contract in Afghanistan, he has 5 years of MSF international experience, 7 years overall experience with MSF and five years of experience as Head of Mission.
Calculations include:
|
Pay now |
|
Future pay |
|
IRP2 (Global Grid) at Head of Mission Level |
SALARY GRID |
Afghan Grid at Head of Mission Level (adjusted higher to 75th percentile as per policy on Attractiveness for Country-Based Coordination Positions) + Attraction Allowance |
|
Afghanistan monthly per diem |
PER DIEM |
none |
|
None |
INTERNATIONAL EXPERIENCE ALLOWANCE |
10% |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continues to be taken into consideration, with improvements to the policies. |
|
Yes |
HOME CHILD ALLOWANCE |
Yes |
|
Paid by MSF |
HOUSING |
Costs included in calculation |
|
OC Contract |
CONTRACT |
ICO Contract |
|
Benefits and leaves were dependent on what was offered by the relevant OC and was inconsistent assignment to assignment. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between Afghanistan and MSF’s global Leaves Policy.
|
|
Current pay range: € 74,000 - € 79,000 |
|
Future pay range: € 83,000 - € 88,000
|
CASE G: Internationally Mobile Staff going to Relocated position
Rose is a colleague from Belgium working in Bangladesh for 24 months as Medical Coordinator. She has two dependents with her in Bangladesh. At the beginning of her contract in Bangladesh, she has 12 years of MSF international experience, and one year of experience as Head of Mission.
Calculations include:
|
Previous now |
|
Future pay |
|
IRP2 (Global Grid + top-up for Belgium IMS) at MedCo Level.
The Bangladesh salary grid pegs all function grid levels at 50th percentile of the local market. |
SALARY GRID |
Bangladesh Grid at MedCo Level (level based on global grading framework where most medical positions are valued higher than the current IRFFG). Attractiveness for Country-Based Coordination means the Bangladesh salary grid benchmarks Coordination positions higher (closer to the 75th percentile of the local market). |
|
Bangladesh monthly per diem (including dependents) |
PER DIEM |
none |
|
None |
INTERNATIONAL EXPERIENCE ALLOWANCE |
20% |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continues to be taken into consideration, with improvements to the policies.
|
|
None |
HOME CHILD ALLOWANCE |
None |
|
Paid by MSF |
HOUSING |
Costs included in calculation |
|
OCB contract |
CONTRACT |
OCB contract |
|
Benefits and leaves are dependent on what is offered by MSF Belgium. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between Belgium and MSF’s global Leaves Policy.
|
|
Current pay range: € 80,000 - € 85,000 |
|
Future pay range: € 80,000 - € 85,000
|
CASE H: Locally Hired Coordinator
Alejandra is a colleague from Colombia working in Colombia as Financial Coordinator. At the beginning of her contract, she has no experience as Financial Coordinator but has 6 years of experience with MSF in other positions.
Calculations include:
|
Pay now |
|
Future pay |
|
MSF Colombia Grid |
SALARY GRID |
MSF Colombia Grid. The Colombia salary grid for senior positions will be benchmarked higher than today using the Colombian labor market by incorporating the Attractiveness for Country-Based Coordination which positions the Coordination positions in the Colombia salary grid higher (closer to the 75th percentile of the local market). |
|
None |
INTERNATIONAL EXPERIENCE ALLOWANCE |
None |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF continues to be taken into consideration, with improvements to the policies.
|
|
Managed and paid by the staff |
HOUSING |
Managed and paid by the staff |
|
MSF Colombia |
CONTRACT |
MSF Colombia, fixed term. Coordination positions have a fixed mandate (not always applied currently in missions).
|
|
Benefits and leaves are dependent on what is offered by MSF Colombia. |
BENEFITS |
Minimum standards of benefits would apply. Leaves Policy would apply depending whichever leave benefit is of higher value between Colombia and MSF’s global Leaves Policy.
|
|
Current pay range: € 30,000 – € 35,000 |
|
Future pay range: € 39,000 - € 44,000
|
Youssouf is a colleague from Burkina Faso working in Burkina Faso as Project Medical Referent (PMR). At the beginning of his assignment, he has no experience as PMR and has 5 years of experience in MSF in other positions.
Calculations include:
|
Pay now |
|
Future pay |
|
MSF Burkina Grid |
SALARY GRID |
MSF Burkina Grid. Attractiveness for Country-Based Coordination means the Burkina salary grid benchmarks Coordination positions higher (closer to the 75th percentile of the local market). |
|
None |
INTERNATIONAL EXPERIENCE ALLOWANCE |
None |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF continues to be taken into consideration, with improvements to the policies. |
|
Managed and paid by the staff |
HOUSING |
Managed and paid by the staff |
|
MSF Burkina |
CONTRACT |
MSF Burkina, fixed term. Coordination positions have a fixed mandate (not always applied currently in missions). |
|
Current pay range: € 18,000 – € 23,000 |
|
Future pay range: € 30,000 – € 35,000 |
CASE J: Returnee (Internationally Mobile Staff going back to work in their country)
Fatouma is a colleague from Niger who was working as Internationally Mobile Staff and who is now returning to Niger as Medical Coordinator (MedCo). At the beginning of her assignment, she has 2 years of experience as Medical Coordinator, 5 years of international experience and 10 years of experience with MSF in different positions and locations.
Calculations include:
|
Pay now |
|
Future Pay |
|
MSF Niger Grid |
SALARY GRID |
MSF Niger Grid. Attractiveness for Country-Based Coordination means the Burkina salary grid benchmarks Coordination positions higher (closer to the 75th percentile of the local market). |
|
None |
ATTRACTION ALLOWANCE |
Attraction allowance |
|
None |
PER DIEM |
None |
|
None |
INTERNATIONAL EXPERIENCE ALLOWANCE |
Yes |
|
Based on MSF policy |
INDIVIDUAL PAY ELEMENTS
|
Experience in MSF and in the position continues to be taken into consideration, with improvements to the policies. |
|
MSF Niger |
CONTRACT |
MSF Niger, fixed term. Coordination positions have a fixed mandate (not always applied currently in missions), with a completion bonus of 8%. |
|
Pay range as IMS: € 50,000 – € 55,000 YEARLY |
Pay range as LHS € 33,000 – |
Future pay range: € 60,000 –
|
This means there are no more financial disincentives preventing Fatouma from returning to her original country and continuing to work for MSF. The main reasons for the future pay, the Niger salary grid would be higher than the current one and could include an “attraction allowance” for staff coming from abroad. Her international experience would be rewarded with an “international experience allowance” and she would receive a “completion bonus” to compensate for the fixed mandate position. MSF would pay a partial contribution for housing (included in the calculation) for a period of time.