Rewards Principles and Policies: Chapter Contents

In this chapter you will find information on:

•     The History of MSF's staff rewards system (click to access)
•     How MSF defines its reward system and the Rewards Review Project (click to access)
•     MSF's HR key framing documents (below)

The MSF Charter

The MSF Charter, which you can find on this page, defines the principles that members of the MSF associations have agreed to honour. Although not all MSF staff can be defined as “volunteers”, the principles inscribed in the Charter apply to all and form one of the cornerstones of MSF’s rewards system.

HR Principles on Staff Mobility and team Diversity (2018)

In March 2018, MSF’s General Directors approved Human Resources Principles on Staff Mobility and Team Diversity. This documents states that MSF considers all employees a “global HR capacity”. Collectively they provide quality medical and humanitarian assistance to populations in distress, bear witness to and express international solidarity with their plight.

This is achieved through a mix of international and national staff working side by side to alleviate suffering. In line with its principles and values, through its associative and executive mechanisms,

MSF strives for participation, inclusiveness and equality in decision-making and fair employment opportunities for all staff. To this end and to optimize HR contributions towards the operational demands of tomorrow, staff mobility & team diversity have been identified as strategic institutional priorities and the backbone of the principle described below.

The HR principles on Staff Mobility & Team Diversity are:

• •MSF considers the presence of mixed teams of international and national staff as a core element for managing effective and efficient operations.
• •All positions within MSF are accessible to all staff based on their professional experience, competencies and operational considerations.
• •International exposure is a recognized asset when in a coordination position.
• •Administrative status does not define a hierarchy within the organization.
• •Any coordination position is subject to temporary assignment.
• •MSF considers professional experience within the organization to be an asset that should be recognized in the international recruitment process.
• •Inclusive access to innovative, timely and streamlined learning opportunities for all staff.

For more details on the topic, read the full document and the statement on Tackling institutional discrimination and racism within MSF (2022)

Responsible Employer Framework (2009)

In 2009, MSF's General Directors agreed on a framework explaining MSF's commitment to be a responsible employer. This framework lays out the basis from which MSF develops all its human resources policies. It is not intended as an agreement between MSF and its employees, but as a document to guide our human resources policies and practices going forward.  As a responsible employer, MSF fosters its richness in social, cultural and linguistic diversity, and promotes multiculturalism and the acceptance of differences.

Read the document here

Behaviour – Abuse - Our behavioural commitments

• The integrity of our organisation is upheld by the good conduct of each individual staff member, in any location, with full respect for the communities we serve.
• For us, this means not tolerating any behaviour from our staff that exploits the vulnerability of others, or of employees taking advantage of their position for personal gain.
• We do not tolerate any physical or psychological abuse against individuals, sexual harassment, sexual relations with minors, or any behaviour that does not respect human dignity.
• MSF promotes a working environment free of harassment and abuse. Our leadership has unequivocally committed to fight abuse and to reinforce mechanisms and procedures to prevent and address it.

Read our behaviour policy and commitments, and more on how MSF is promoting a work environment free of harassment, exploitation and abuse on this page