OCs submitted position papers on their priorities for the Rewards Review and IDRH used these to develop problem statements and proposed deliverables. 

Core ExCom agreed on revised problem statements & deliverables, and confirmed Rewards Review as a top priority for MSF.

Core ExCom agreed additional adjustments to IRP2 and provided strategic directions to value mobility, to reduce pay inequity and to focus toward "same job same pay". 

Full ExCom confirmed Rewards Review as the most important transformation process underway and confirmed new staff groups should be based on position.  

After collecting stakeholder input and analysis of current frameworks, the design criteria and draft architecture is approved.

Validation received on job grading principles and Job Architecture (using Hay methodology by Korn Ferry).

Staff and stakeholder contributions in 2022 and 2023 included:

- Town hall style staff meetings 

- Focus groups with LHS and IMS

- Feedback surveys 

- Workshops with operational and HR managers

- Feedback from international platforms, working groups, SMEs

- Group interviews 

Full ExCom endorsed outline of the proposed model for new staff groups and supported the overall direction of the proposed model, requesting risk analysis and operational & organisational assessment.

Prioritised minimum standards for living wage for locally hired staff (LHS) and attractive pay for LHS in senior positions.

At the request of the Full ExCom in October 2022, a full operational and organisational risk assessment was conducted with the support and contribution of hundreds of key stakeholders from multiple entities.

The full risk analysis report was presented to the Full ExCom in April 2023.

The Full ExCom:

- Committed to Minimum Standards for pay and benefits, and agreed on adjustments to the Living Wage;
- Agreed to move to the new staff groups;
- Confirmed the continuation of Global Grading Framework; 

The Full ExCom approved the proposed implementation roadmap as outlined in the report, including the timeline, and decision gates for all Rewards workstreams. Full ExCom confirmed resources required in 2024 to carry out the work.  

The indemnity period for Internationally Mobile staff has been removed effective October 1, 2023. This removes the indemnity level in all grids. Instead, new mobile staff receive a salary from day one of their contract. 

In November 2023 the International Board (IB) endorsed the roadmap for implementation of RR outcomes. 

"The IB welcomes the implementation of the outcomes of the Rewards Review... We are confident that, when fully implemented, the new rewards framework will provide  a consistent, transparent and equitable basis for remunerating our staff in alignment with the core principles of MSF ..." - IB Statement Nov 2023

Content owners among multiple entities, with support from external experts Korn Ferry (Hay methodology) and International HR, develop and confirm Global Grading job families.  

After extensive design and planning, pay policy related to enhancing attractiveness for country-based coordination positions, and adjustments to the Living Wage policy are both being rolled out gradually to each programme country based on their salary review cycles. It may take up to 2 years for this to be implemented in all country programmes. 

Salary review cycles, with support from MSF's Benchmarking Unit, will now be conducted every 2 years.  The exact date of each country benchmarking schedule is determined in consultation with programme teams. 

Global Grading Framework tool  and job families are completed and ready to be used for the mapping exercise.  

Update of progress and validation of key rollout and timeline proposals by the Full ExCom, including:

- Global Grading Framework's plan for adoption.

- Timeline change of implementation of single mobile salary grid and relocated package to 2026

- Design of healthcare core package 

Full results of the Full ExCom voting statements can be found here.

In 2025, a new global policy on the following workstreams starts being rolled-out:

- paid leaves

- improvements to the provision for death benefits

- working hours in programme countries

Implementation across the organisation will take several months and will not be fully completed until 2026. 

Full ExCom will confirm the Global Grading Framework and finalised Job Families, as well as the implementation timeline of adjusting IRFFG to the GGF, as recommended by stakeholders who were consulted from November 2024 until March 2025.

In 2025, dependent on the agreement by the Full ExCom in October 2024,  begin roadmap toward adoption of IRFFG adjustments to the Global Grading Framework.  

Also in 2025, some entities start adjusting their function grids to the GGF. 

Foreseen implementation of Single Mobile Salary Grid, the pay package for relocated positions, and individual pay components. 

The implementation for these key changes is foreseen to begin early 2026.